1.2k+ Happy Hires
QOP Nursing focuses on nursing leaders who already understand how care actually runs, both in fast paced hospital units and in post acute and long term settings. Staffing volatility, documentation load, patient flow pressure, and regulatory expectations are not new to them. We prioritize operators who have stabilized schedules, improved throughput, strengthened quality performance, and built durable teams in comparable environments, rather than generalists who still need to learn how nursing operations work day to day.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
In nursing, “high touch” means staying close to the realities that shape performance on the floor. Patient mix, unit demands, shift patterns, coverage gaps, documentation requirements, and the leadership style that holds the team together. At QOP Nursing, we learn how your environment runs, then represent it clearly and consistently to candidates. That alignment reduces mismatched interest, cuts wasted interviews, and supports hires who step in ready to lead and stay effective long term.
Over 14,000 candidates engaged on a monthly basis.
of experience in recruiting nursing leadership across hospital, post acute, and long term care settings
average time to hire, from intake call to top candidate accepting an offer.
Before we start outreach, we clarify what success looks like in your nursing environment: unit mix, patient acuity, staffing model, leadership expectations, and culture. That gives QOP Nursing a concrete picture of who will actually thrive on your floors and across your sites.
Using that profile, we map where similar nursing leaders and hard-to-replace clinicians are working now—by service line, shift pattern, and market. This shows what’s realistically available and where to target, instead of guessing or posting and hoping.
Once targeting is locked in, we directly approach qualified nurses and leaders, not generic applicants. Conversations focus on their track record with staffing stability, throughput, quality metrics, and team culture so only genuinely aligned candidates move forward to you.
We stay close to candidates and hiring teams through every round—scheduling around shifts, aligning expectations on scope and schedule, preparing both sides for interviews, and supporting offer and transition details so accepted candidates arrive ready to contribute quickly.
We use a fully outbound recruitment process. We do not rely on job postings or inbound applicants. We define the requirements, map relevant nursing leaders in your market and setting, and reach out directly to professionals who match what success looks like in your environment. This keeps the search focused on proven operators, not just active job seekers.
We convert your brief into clear must have criteria for experience, responsibilities, and results. We then identify professionals who meet those criteria and speak with them to confirm depth, alignment, and readiness. Only candidates who fit the role and environment are presented.
On average, we provide a usable shortlist within 2.5 weeks. The outbound model removes delays caused by job postings and allows us to target relevant profiles immediately, which reduces interview waste and shortens the hiring cycle.
We operate on a full contingency basis. All research and outreach are funded upfront. You are invoiced 30 days after the hire starts. If the hire does not stay for at least 180 days, we restart the search under the same agreement. This keeps most of the risk on our side until the hire is stable.
Yes. Over the past eight years, we’ve built a strong network of nursing operators and senior leaders across hospital, post-acute, and long-term care settings. When a search comes in, we leverage that network to identify leaders with relevant unit and system experience, proven judgment, and stable track records. That allows us to support both critical day to day leadership hiring and higher-level nursing leadership needs within the same care environment.
At QOP Nursing, we keep both sides protected. Candidate conversations stay private, and client details are only shared once a candidate meets the core requirements and expresses genuine interest. This avoids unnecessary exposure for both the company and the candidate.
We contact candidates directly, set expectations early, and relay only accurate information about the role. Candidates understand the workload, environment, and reporting structure before speaking with you. This reduces mismatched expectations and improves close rates.
Real stories of growth and success
