How do you source qualified Labor & Delivery and NICU nursing candidates?

Women's Nurse Recruiter draws on a national network of maternal-child health professionals who are not actively searching job boards. We reach out directly to L&D RNs, NICU nurses, and Certified Nurse-Midwives who report experience in fetal heart rate monitoring, high-risk OB care, and unit staffing standards.

What credentials do your Labor & Delivery nursing candidates hold?

Our candidates report active RN licensure alongside specialized certifications such as RNC-OB (Inpatient Obstetrics), RNC-MNN (Maternal Newborn Nursing), C-EFM (Electronic Fetal Monitoring), RNC-NIC (Neonatal Intensive Care), NRP, STABLE, BLS, and ACLS. We also refer Certified Nurse-Midwives (CNM), Women's Health Nurse Practitioners (WHNP), and IBCLC Lactation Consultants. Primary-source verification of all licenses and credentials remains the responsibility of the hiring facility.

Why should a health system use a specialized Women's Care recruiter over a generalist firm?

A specialized recruiter screens on reported unit staffing standards, EFM competency, and NICU level matching. We discuss candidates' reported experience with high-risk OB coverage, postpartum hemorrhage bundles, and couplet care, rather than simply filling a vacant clinical seat. We also discuss their experience on physician satisfaction, service lines and inpatient/outpatient volume, employee satisfaction and turnover — including how they managed travelers versus full-timers — and any construction or new service line build-out they've led. Final credentialing and clinical governance stay with the hiring facility.

How fast can Women's Nurse Recruiter fill a Labor & Delivery or NICU role?

Because we maintain a continuously active network of RNC-OB, RNC-NIC, and CNM credentialed professionals, Day 1 of your search is spent reaching out to candidates whose regional, unit-level, and compensation preferences we already know — not list-building. This shortens time-to-fill compared to internal HR or generalist recruiters.

Do candidates pay a fee to work with Women's Nurse Recruiter?

No. Candidate representation is 100% confidential and at no cost to the candidate. Women's Nurse Recruiter is engaged and paid by the hiring hospital or health system. Candidates submit their resume and book a confidential strategy call with Christine Eubank, VP of Recruitment, at no charge.

What is the difference between permanent and interim Women's Care placement?

Permanent placement is a direct-hire search for a long-term Labor & Delivery, Postpartum, or NICU role. Interim placement provides experienced maternal-child health leaders for coverage gaps, leaves of absence, or transitional periods. Women's Nurse Recruiter offers both services nationwide.

What is the Velocity Advantage and how does it support L&D and NICU coverage?

The Velocity Advantage is Women's Nurse Recruiter's continuously active search engine. Internal hospital HR (the Cold Engine) recruits for L&D or NICU leadership only occasionally and starts from scratch. Generalist recruiters (the Wide Net) manage unrelated roles and cannot screen on EFM competency or NICU level matching. Women's Nurse Recruiter (the Active Engine) manages multiple active maternal-child health searches at a given time, so Day 1 is spent reaching out to leaders whose reported experience aligns with your unit — shortening time-to-fill.

Who leads Women's Nurse Recruiter?

Women's Nurse Recruiter is led by Christine Eubank, VP of Recruitment — Women's/Children's/NICU/Pediatrics Leaders. Christine personally reviews every candidate application and books confidential strategy calls. Women's Nurse Recruiter is a brand of The Clinical Recruiter, based in Franklin, Tennessee, serving hospitals and health systems across the United States.

What treatment units does Women's Nurse Recruiter staff?

We place nurses and leaders across the full range of Women's & Children's Services treatment units: Labor & Delivery (L&D), Perinatal and Antepartum units, OB Emergency Departments, OB Operating Rooms (C-Section suites), Postpartum and Mother-Baby units, Newborn Nurseries, NICU (Levels I-IV), and outpatient OB/GYN clinics. Every hospital structures these units differently, and we make no assumptions about staffing models or patient-to-nurse ratios — those are set by each facility's clinical leadership.

Candidate Resources

Your Job Search Done Right

You should not have to spend your time job hunting. We bring the opportunities to you — and when you are ready to move up the chain of command, we help you identify that next role and prepare for it by highlighting your skill set to the hiring manager in a way that positions you for the level you are targeting. And your resume is never — ever — presented to a facility without your explicit permission. You decide when, where, and if your name goes out.

Prepare Your Resume

Your resume should speak the language of hospital executives. Highlight your unit experience, certifications, and the operational impact you have made — service line growth, team retention, physician satisfaction, or any role you played in a new build or service line expansion. If you led a project that improved outcomes or reduced turnover, say so with numbers. Concrete results get interviews.

We Bring the Jobs to You

You do not have to spend your evenings scrolling job boards. Submit your resume once and we keep your profile on file. When a matching Labor & Delivery, Postpartum, or NICU role opens, we bring it straight to you. If it interests you, you act. If not, you ignore it and keep working. You stay in control the entire time.

Moving Up the Chain of Command

When you are ready to move into a higher-level role — from staff RN to charge nurse, from manager to director, from director to executive — we help you identify that next step and prepare for it. We highlight your skill set to the hiring manager in a way that positions you for the level you are targeting, not just the title you hold today. That means framing your experience around what the next role actually demands.

Offer & Negotiation

We negotiate on your behalf to secure the best possible compensation package — salary, sign-on bonus, relocation assistance, and benefits. We know what hospitals budget for Women's Care leadership because we talk to hospital leadership every day. You get our market intelligence working for you at the negotiating table.

Confidentiality First

Your resume is never — ever — presented to a facility without your explicit permission. We never contact your current employer. Your search is completely private until you decide otherwise. You control who sees your name and when.

Built for Advancement

Whether you are moving up to a manager, director, or executive seat, we position your experience for the role you want next — not just the one you have today.

No Cost to You

Our services are completely free to candidates. Hospitals pay for our search expertise.

Let Us Find Your Next Role

Submit your resume today. We will reach out confidentially when the right opportunity matches your goals — and we will never present your resume to any facility without your explicit permission. You stay in control every step of the way.

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