Home health RN and PT staffing
Build a home health team around the visits you need to support
Recruit licensed registered nurses and physical therapists for your agency through Contract Staffing or Direct Hire. Start with the profession, the patient population and the actual service territory.
Choose the profession
Two disciplines, two role profiles
Home health RN and PT positions need different clinical and operational briefs. You can request either profession on its own.
Registered nursing
Define the RN’s visit responsibilities
Describe the patient population, nursing responsibilities, required experience, documentation and coordination expectations.
- Visit schedule and any on-call requirements.
- Required qualifications and agency-specific competencies.
- Clinical supervision, communication and escalation contacts.
Physical therapy
Define the PT’s caseload and visit pattern
Explain the patientpopulation, expected visits, required experience and clinical support available throughout the assignment.
- Geographic area and travel between visits.
- Documentation system and time for administrative work.
- Essential home health experience and orientation support.
Make the assignment workable
What happens between visits matters
Travel, scheduling, documentation and support influence fit as much as the vacancy itself.
Territory and travel
Identify the communities covered, route limits and expected travel. Discuss travel-related arrangements and responsibilities explicitly.
Caseload and schedule
Describe anticipated visit volume, scheduling changes, cancellations and the hours expected. Distinguish estimates from agreed commitments.
Documentation and access
Explain the system, equipment, access requirements and orientation. Make administrative work part of the role discussion.
Clinical support
Name the person who directs care and answers clinical questions. Define the communication and escalation process between visits.
Service fit: This page is for organizations recruiting licensed RNs or PTs for a longer-term need. It is not a family-facing home care service or a source of unlicensed caregivers. Primarily PRN or one-time requests may require another resource.
Compare the arrangements
Choose the employment relationship
Both routes start with a defined role and a suitably qualified professional. The main difference is who employs the professional and manages employment administration.
| Your decision | Contract Staffing | Direct Hire |
|---|---|---|
| Who employs the professional? | We remain the employer of record. | Your agency hires and employs the selected professional. |
| Who manages employment administration? | We manage payroll and employment administration. | Your agency manages its employee and employment responsibilities. |
| Who directs clinical work? | Your agency provides clinical direction and day-to-day supervision. | Your agency provides clinical direction and day-to-day supervision. |
| What is the commercial arrangement? | Staffing rates and responsibilities are set in the agreement. | Recruiting services and fees are set in the Direct Hire agreement. |
A later move from Contract Staffing to direct employment may be discussed through Temp-to-Perm, subject to agreed terms. Review Contract Staffing or Direct Hire for the full service details.
Before and after the start
Prepare the professional and the agency
We get to know your agency’s needs and the professional’s qualifications and location preferences before recruiting for the role. Our team coordinates credentialing, license endorsement, training and orientation support based on the assignment.
We screen professionals for clinical experience, communication skills and fit with your agency. In home health, that fit includes working respectfully in patients’ homes, communicating with families and coordinating with your care team.
Your agency directs clinical work and the day-to-day assignment. We stay involved after the professional starts, with clear responsibilities for our team and yours.
Bring a practical staffing brief
- Profession, territory, patient population and required experience.
- Visit expectations, schedule, duration and start window.
- Documentation, orientation and clinical support arrangements.
- Budget or rate parameters, employment preference and interview availability.
Timing depends on candidate availability, licensing and preparation. Role requirements, travel arrangements, schedule, duration and employment model inform the cost discussion.
Before you decide
Your staffing questions
Clear expectations help both your organization and the professional make an informed decision.
What experience do you have in home health staffing?
We have recruited and placed both registered nurses and physical therapists with home health organizations. We understand the importance of matching the professional to your patient population, visit territory and agency’s working arrangements.
Can we request only an RN or only a PT?
Yes. Identify the profession and actual service need. You do not need to combine disciplines in one request, and the responsibilities of each role should remain distinct.
Is relocation or housing included?
We coordinate relocation and housing support according to the placement’s needs and the applicable employment agreement. We explain the available support, who arranges it and who pays before the placement begins. Housing benefits are specific to the agreed arrangement.
Can a contract professional later join our agency directly?
A Temp-to-Perm pathway can be discussed within Contract Staffing. The professional’s interest, the agency’s needs and the agreed conversion terms determine the next step.
Start with the role
Discuss your home health staffing need
Share the profession, service area, workload and timeline. We’ll talk through your requirements and the staffing options for your agency.