We Recruit the Nurses Who Deliver Babies & Care for Mothers
We recruit Labor & Delivery, High-Risk OB, Postpartum, and NICU nurses — and place them in hospitals across the country.
Hospitals: Fill Your Open L&D or NICU Role
You need an L&D Director, NICU Manager, or Labor & Delivery RN. We know maternal-child nurses who are ready to move. Send us your open role — we'll send you matched candidates.
Nurses: Find Your Next L&D or NICU Job
You want your next L&D, Postpartum, NICU, or Midwifery role. Tell us what you're looking for. When a matching job opens, we'll send it to you first. You decide if you want to talk.
Why Hospitals Choose a Specialist Over a Generalist
Learn more about why hospitals partner with us and explore our permanent placement and interim placement services.
We Only Recruit Women's Care
We don't split our attention across IT, allied health, or general nursing. Every search we run is in Labor & Delivery, OB, Postpartum, NICU, or Midwifery. That focus is why passive clinicians in this niche trust our calls — and why they ignore the generic job board blasts your internal team is competing against.
We Reach Nurses Who Aren't Looking
The strongest L&D and NICU nurses are already working. They're not on job boards. We go to them — directly and confidentially — with your opportunity. These are the people your internal HR team will never reach through a posting, because they are not looking for a new position.
Clinical Experience Screening
We screen what a candidate tells us against your actual unit. A nurse who ran a Level II NICU is not the same fit as one you need for a Level IV academic center. We match on NICU level, acuity, and reported staffing fluency. We also discuss their experience with 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. Primary-source verification of every license and credential stays with your facility.
Led by People Who Ran Hospitals
Our leadership has sat in the executive chair. We know what an empty L&D or NICU leadership seat actually costs a facility — in coverage gaps, in risk, in morale. We look for leaders who report experience maintaining labor staffing standards, not just filling a requisition.
Ready to see the difference a specialist makes? Explore how we help hospitals hire Women's Care leaders or learn about our firm.
Three Ways to Fill the Seat. One That Actually Works.
When an L&D or NICU seat opens, every day it stays empty puts pressure on your coverage and your team. The model you choose decides whether that seat sits open for weeks — or gets filled in days.
| Search Metric | Internal HRCold Engine | GeneralistWide Net | Women's Nurse RecruiterActive Engine |
|---|---|---|---|
| How Often They Search | Once every few years | 10–20 unrelated fields | Multiple L&D & NICU searches at once |
| Where Candidates Come From | 3–6 weeks of list-building | Job board postings, specialty board buys, LinkedIn keyword searches | Warm network — Day 1 outreach |
| Clinical Screening Depth | License check only | Can't screen on EFM or NICU level — hard to screen for competency when they don't fully understand what it means | We discuss their knowledge and approach |
| Fit Before First Call | Guessing on geographic preference | Off-target pitches | Pre-matched based on conversations with the candidate |
| Operational Experience Depth | Never asks about physician satisfaction or turnover | Can't screen on service-line volume or build-outs | We discuss their experience on physician satisfaction, service lines & volume, employee turnover (travelers vs full-timers), and new build-outs |
| Impact on Your Unit | Coverage gaps & shift-fill drag | Wastes interview time | Understands the unit and hits the ground running |
The Cold Engine
Internal HR fills this seat once every few years. So they start from zero — posting on job boards, buying specialty board listings, and running LinkedIn keyword searches pulled from the unit. Weeks go to list-building while your L&D coverage gaps widen, and most of what comes back is off-target.
The Wide Net
A generalist juggles 10 to 20 unrelated roles. They can't tell a Level IV NICU nurse from one who floated a Level II nursery — so it's hard for them to screen for competency when they don't fully understand what that means. The net is wide, and most of what it catches comes back.
The Active Engine
We run multiple maternal-child searches at once. Day 1 is outreach to nurses we already know — whose unit level, region, and pay preferences are on file. No job board waiting, no keyword guessing. And we go deeper than a resume: we discuss their experience on physician satisfaction, service lines and inpatient/outpatient volume, employee satisfaction and turnover (travelers versus full-timers), and any construction or new service line build-out they've led. The Cold Engine starts from zero. The Wide Net casts and hopes. We start with people we've already talked to — and that's why we move in days, not weeks.
What a Women's Care Leader Actually Does
A Director of Women's & Children's Services runs the units where babies are born and mothers recover — Labor & Delivery, Postpartum, Newborn Nursery, and the NICU. They're accountable for safe intrapartum care, fetal monitoring standards, and staffing compliance. In a high-acuity OB environment, that seat isn't administrative. It's a patient safety role. An underperforming Women's Care unit puts maternal-fetal outcomes directly at risk.
We screen the candidates we refer on what they tell us about Electronic Fetal Monitoring (EFM), high-risk OB management, and postpartum hemorrhage (PPH) protocols. We look for reported fluency in unit staffing guidelines and NRP and STABLE program competency — to align reported experience with your unit's needs. Primary-source verification of every credential stays with the hiring facility.
Whether you need an RNC-OB, RNC-NIC, or C-EFM credentialed leader, we refer clinicians who report experience with labor staffing standards and high-risk OB coverage.
Featured Opportunities
Current priority maternal-child health searches
Questions Hospital Leaders Ask Us
How do you find Labor & Delivery and NICU nurses who aren't on job boards?
We've built a national network of passive maternal-child health professionals — nurses who are already working and not actively searching. We reach out to them directly and confidentially with your opportunity. That's how we refer L&D RNs, NICU nurses, and Certified Nurse-Midwives who may fit your unit-level and staffing goals, rather than waiting for the right person to apply.
What credentials do the Women's Care candidates you refer hold?
Candidates tell us about their active RN licensure and specialized certifications — RNC-OB, RNC-MNN, C-EFM, RNC-NIC, 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 every license and certification is completed by the hiring facility before employment.
Why use a specialized Women's Care recruiter instead of a generalist firm?
A specialist runs multiple active maternal-child searches at once and can tell a nurse who ran a Level IV NICU from one who floated a Level II nursery. We screen on reported staffing fluency, EFM competency, and high-risk OB coverage. A generalist can't do that — and final credentialing and clinical governance decisions always remain with your facility.
Still have questions? Book a call with Christine or read our blog for more insights. You can also browse open positions.