If you are ready to move forward with Local Health Recruiting, please press the button to digitally sign the Clinic Recruiting Services Agreement. 

How Your Clinic Is Protected

Your search process

• Your recruiter is expected to use active, good faith efforts to source, screen, and present candidates, not just post a job and wait.

• You will receive communication on search progress during the process.

• You are not locked into hiring any candidate, and no hire or long term retention is guaranteed.

Your hiring control

• Your clinic keeps full control over hiring decisions, pay, scheduling, supervision, and final employment decisions.

• You remain responsible for background checks, license checks, references, and workplace compliance, so roles stay clearly separated.

Your fee protection

• You only owe a placement fee for a candidate you hire.

• The fee is tied to clear terms in the agreement, including a stated base rate, minimum fee, and calculation method for part time roles.

• Payment timing and invoice notice are clearly defined in writing.

Your candidate ownership clarity

• A candidate is only treated as a recruiter referral once identifying information, a resume, profile, or interview referral is provided.

• If a candidate was already known or already under active consideration, your clinic has a 5 business day window to dispute the referral in writing.

Your replacement search protection

• If a placed candidate’s employment ends within 60 calendar days of their start date, your clinic may qualify for one replacement search at no additional placement fee.

• To qualify, all fees must be paid, the account must be current, and your clinic must notify the recruiter in writing within 20 business days after the candidate’s separation.

• The replacement search must be for substantially the same role, including similar compensation, schedule, location, duties, and working conditions.

• The guarantee does not apply if the separation was caused by a major change to the role, compensation, schedule, supervision, location, licensure requirements, or working conditions.

• The guarantee also does not apply if the separation resulted from a layoff, restructuring, office closure, position elimination, or another business decision unrelated to the candidate’s performance or fit.

• The replacement search is the contract remedy.

Your business information

• Candidate profiles, compensation details, and other shared business information are covered by confidentiality terms.

• Candidate profiles submitted by the recruiter may not be shared with third parties without written consent.

Your rights under the agreement

• Disputes must first go through a good faith informal resolution period before formal legal action.

• The agreement can be ended by either party with 30 days’ written notice, while already accrued rights and obligations stay in place.

• No new full agreement is needed for each role. New searches can be started through a written job order or formal request from an authorized representative.