How do you source qualified candidates for medical floor nursing roles?

Medical Floor Recruiter leverages a proprietary national network of passive floor nurses and nurse leaders who are not actively searching job boards. We proactively engage Med/Surg, Telemetry, and PCU nurses with proven track records in patient assessment, IV therapy, and safe patient-to-nurse ratio management, ensuring alignment with your facility's staffing and quality goals.

What credentials do your medical floor nursing candidates hold?

Our candidates hold active RN licensure and relevant specialty credentials such as CMSRN (Medical-Surgical), PCCN (Progressive Care), OCN (Oncology), CRRN (Rehab), and RN-BC. Many also bring telemetry competency, IV therapy certification, wound care certification, and charge nurse experience across the 21 core medical floor units.

Why should a health system use a specialized medical floor recruiter over a generalist firm?

A specialized recruiter understands the specific operational impact of patient-to-nurse ratios, floor turnover, and unit acuity. We rigorously vet candidates on their telemetry competency, patient assessment skills, and unit orientation readiness, rather than simply filling a vacant clinical seat with a warm body.

How fast can Medical Floor Recruiter fill a medical floor nursing role?

Because we maintain a continuously active network of pre-vetted floor nurses, Day 1 of your search is spent reaching out to candidates whose regional, unit-type, and compensation preferences we already know — not list-building. This dramatically shortens time-to-fill compared to internal HR, which starts from zero, or generalist recruiters who scrape job boards.

Do candidates pay a fee to work with Medical Floor Recruiter?

No. Candidate representation is 100% confidential and at no cost to the candidate. Medical Floor Recruiter is engaged and paid by the hiring hospital or health system. Candidates submit their resume and book a confidential strategy call with our leadership team at no charge.

What is the difference between permanent and interim medical floor placement?

Permanent placement is a direct-hire search for a long-term medical floor nursing role. Interim placement provides experienced floor nurses and nurse leaders for coverage gaps, leaves of absence, or transitional periods. Medical Floor Recruiter offers both services nationwide.

Who leads Medical Floor Recruiter?

Medical Floor Recruiter is led by Chris Monroe, Founder and CEO and a former Hospital CEO. Our team personally reviews candidate applications and handles confidential strategy calls. The firm is a division of The Clinical Recruiter, based in Franklin, Tennessee, serving hospitals and health systems across the United States.

Social Work

Ben Picozzi 2026-04-08

Social Work on the Medical Floor: The SDOH Barrier Nobody Talks About

VP of Medical Floor Recruitment

When I walk through a hospital's avoidable day report with a CFO, the delays that surprise them most are not clinical. They are social. A patient ready for discharge but has no transportation to their follow-up appointment. A ventilator patient with no SNF bed available within 200 miles. An undocumented patient needing guardianship before placement. These are not nursing problems. They are social work problems, and they cost hospitals real money.

Medical Social Workers are the clinical professionals who resolve Social Determinants of Health (SDOH) barriers. SDOH screening identifies housing insecurity, food access gaps, lack of transportation, and elder vulnerability or abuse early in the admission — before these barriers become avoidable days. Mitigation starts on Day 1, not the day before discharge.

Complex post-acute placement is where experienced MSWs earn their value. Difficult discharge populations — uninsured patients needing specialized care, long-term ventilator patients, undocumented individuals, guardianship and conservatorship cases — require weeks of coordination, legal navigation, and community resource activation. A strong social work leader builds the community partnerships and internal workflows that prevent these cases from becoming extended stays.

Crisis and palliative care support is the other side of the MSW role. Family counseling, crisis intervention, end-of-life care planning, and hospice transitions are not administrative tasks. They are clinical interventions that require training, empathy, and institutional support. Hospitals that underinvest in social work leadership end up with longer stays, higher readmission rates, and lower HCAHPS scores.

When we recruit Social Work Supervisors and MSW-level medical floor leaders, we look for people who have built community resource networks, managed complex placement populations, and can speak fluently about SDOH screening tools. The right MSW leader does not just place patients — they build the infrastructure that makes placement possible.

Ben Picozzi

VP of Medical Floor Recruitment

Ben leads medical floor nurse recruitment with a strategic, relational approach to executive search. He specializes in sourcing passive, high-performing CMSRN and PCCN credentialed leaders who deliver immediate operational impact.

Acuity Matching: The Staffing Strategy Most Hospitals Miss

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