Answers, before you ask.

PayRecruiter is a clinical recruiting marketplace built on Pulivarthi Group's established healthcare staffing business. It combines a curated network of specialist Talent Partners — all clinical insiders — with an AI-assisted matching engine, focused exclusively on hard-to-fill, high-turnover clinical roles.

Niche clinical positions only: veterinary medicine (ER and specialty DVMs, credentialed veterinary technicians, practice leadership) and behavioral health (BCBAs, PMHNPs, PA-Cs and advanced-practice clinicians). New verticals open as the network grows — always clinical, never generalist.

Three ways. Our Talent Partners are clinical insiders who work only the single vertical they come from — a retired practice manager recruits practice managers. Our matching engine scores who is genuinely likely to move, not just who fits on paper. And every submission arrives pre-consented and credential-verified.

Every Talent Partner is a proven clinical insider — retired practice managers, experienced veterinary technicians, former clinical recruiters — admitted by invitation and vetting, never open sign-up. Each works only in the vertical they come from, so the person recruiting for your practice already knows your world from the inside.

No. You interview, evaluate, and decide exactly as you do today — we feed the top of your pipeline with verified, pre-consented candidates. No new software to learn and no process to adopt.

Three easy ways: submit the employer form on this site and a Growth Partner will reach out to you, email info@payrecruiter.com, or talk to the PayRecruiter business-development contact who reached out to you. There is no software to install and nothing for your team to learn.

Whichever way is easier for you: we integrate directly with your existing system so openings flow in automatically, or your team posts roles on our portal. Either way, there's nothing new to learn and no obligation to change how you work.

Every role is verified by your PayRecruiter Growth Partner before Talent Partners see it — real, current, and qualified, with no ghost listings, no duplicates, no test posts. That verification is why our Talent Partners work your roles with full effort. It also often captures openings you'd never have thought to bring to a staffing partner.

Yes. Tell your Growth Partner which openings to prioritize, pause, or exclude — the pipeline reflects it.

Your Growth Partner — a single, named relationship owner. They verify your roles before release, keep the pipeline aligned with your priorities, and are your first call for anything. One person who knows your practice, not a rotating account queue.

Two filters. First, fit: credentials, experience, and location matched to your role. Second, movability: our engine and our Talent Partners assess whether the candidate is genuinely ready to make a move — not just qualified on paper. You see people who are both right for the role and realistically available.

Fewer than a job board would send — deliberately. Every submission is credential-verified, pre-consented, and movability-assessed, so you spend interview time on a short list of real contenders instead of screening a stack of resumes.

A credential-verified profile (licenses and certifications confirmed active), an accurate employment history, the Talent Partner's honest written fit assessment including any known gaps, and a movability assessment — the candidate's real willingness to change positions, notice period, and constraints.

Always. Our Talent Partners must obtain the candidate's written consent for the specific role before submitting — submitting someone without their knowledge is prohibited on our platform.

Tell us. If your records show contact with the candidate within the twelve months before the submission, the submission doesn't count against you — your records are what determine prior-contact status.

Yes. Our submission standards require candidates to be legally authorized to work in the United States without current or future visa sponsorship, unless a role expressly states that sponsorship is available.

PayRecruiter is success-fee only: you pay when a placement is completed, and nothing before that. No retainers, no subscriptions, no fee to receive or interview candidates. Specific terms are set in your engagement agreement — contact us and we'll walk you through them.

No lock-in. With no retainers or subscriptions, pausing costs nothing — tell your Growth Partner to hold new submissions and pick back up whenever you're ready. Terms already in motion, like fees on completed placements and guarantee periods, follow your agreement.

Placements are backed by a guarantee period — typically ninety days from the candidate's first day — with protections defined in your agreement. Our Talent Partners are also paid in installments across that period, so their incentives are aligned with retention, not just the start date.

Candidate data is shared with you only with the candidate's consent, and our partners operate under contractual security and confidentiality standards, including HIPAA-aware handling. See our full Privacy Policy.

Please do — much of our network grows by word of mouth. Introduce a practice that should be hiring through us, or a clinical insider who'd make a great Talent Partner, at info@payrecruiter.com. Details of our referral program are on the referral page.

Before an engagement: info@payrecruiter.com, or submit the employer form. Once you're onboarded, everything runs through your Growth Partner directly — one person who knows your practice. And clientservices@payrecruiter.com is always open as a second line — our client-services team continuously monitors it for issues, feedback, and anything you need.

Clinical insiders only: retired practice managers, experienced vet techs, former clinical recruiters, practicing specialists — people who already know the professionals in their field by name. We never onboard generalist recruiters — every partner works only the verticals they're qualified in through real clinical experience.

No. No joining fee, no retainer, no subscription — nothing, ever. PayRecruiter earns only when your placements complete, the same way you do.

Yes — if you're qualified in each. Your approved verticals are set at onboarding based on your clinical background, and your Liaison can add another when you can show the same insider experience there.

No quotas, no minimums, no retainers, no exclusivity. Two workflow rules only: make your first submission within 30 days of activation, and stay active — a dormant account is paused and, after an extended period of inactivity, expires automatically. Nothing punitive: completed placements still pay out, and you can re-onboard on request. Exact dormancy periods are in your MSA.

One document: the Master Services Agreement, which covers your compensation, your vertical, HIPAA/PII standards, onboarding paperwork, and submission rules. It arrives at your personal email for e-signature (your @payrecruiter.com account is created right after signing). It takes minutes — fill in your name and address, initial each page, sign once, and the fully executed copy comes back to you automatically.

Your Partner Liaison — a named member of the PayRecruiter team who answers questions, resolves attribution disputes, and tells you first when new verticals open.

From the hospitals, clinics, and practices that work with PayRecruiter. Their open roles come in through direct integration with their systems or posted by the employer — and either way, a Growth Partner verifies every role before it's released to you. Every role you see is real, current, and qualified: no ghost listings, no duplicates, no wasted outreach.

The AI matching engine scores candidates on fit — and, more importantly, on movability: burnout indicators, work-culture signals, employer instability. It points you toward people genuinely likely to move, so your time goes into conversations that can actually close.

Four things: the candidate's written consent for that specific role (their email confirmation, received before you submit), verified credentials and accurate work history, your honest fit and movability assessment, and confirmation the candidate is authorized to work in the US without sponsorship. Your onboarding materials spell out the full checklist.

The moment you make a verified, fully documented submission of a candidate to a role, that candidate-role pair is credited to you for twelve months — the Attribution Window. If the employer hires them for that role or a substantially similar one within the window, you earn the Success Fee, even if the hire completes through another channel.

Complete and fully documented — above all, the candidate's written approval on file before submission. A submission without its documents earns no credit and starts no window, so nobody can park candidates with junk submissions.

The platform's audit log decides: first verified submission of that candidate-role pair gets the credit. Disputes go to your Partner Liaison, who rules from the log.

If the employer's records show contact with the candidate in the twelve months before your submission, the submission doesn't qualify. The employer's records determine it — so use the movability conversation to ask the candidate where they've already been talking.

Every role shows its Listed Payout up front — a percentage of first-year base salary or a flat amount. It pays 50% at Day 60 and 50% at Day 90 after the candidate's start, each within 10 business days of the milestone.

Placements are backed by a guarantee period with the employer. Splitting the payout across it protects everyone from early departures — and rewards placements that stick.

Yes. On written request, fees can be paid to a business entity you solely own (a single-member LLC or S-corp, for example) — file a W-9 in the entity's name with matching bank details. You personally remain the contracting party, and the work must still be performed by you: no agencies, no subcontracting, no routing anyone else's work.

It depends on when and why. If they leave before Day 60, the fee isn't payable. After Day 60 but within the guarantee period, you keep the first installment and the Day-90 installment isn't paid. But if the role is eliminated, there's a layoff, or the candidate has a qualifying medical event, you're paid on schedule — those aren't held against you.

You're an independent contractor — a 1099 relationship, not employment. You provide a W-9 (or W-8BEN) at onboarding and handle your own taxes.

Yes — beyond your placements, referrals pay. Refer a clinical insider who'd make a great Talent Partner, a BD professional for the Growth Partner network, or a candidate for a role outside your vertical, and earn a reward when the referral works out. Current rewards are on the referral page.

Because it's your evidence. Candidate consent confirmations received there are what make your submissions verified — it's the audit trail that protects your attribution. After activation, messages sent from your personal email may not be received or acted on.

Treat it like clinical data. Keep candidate information in the platform and your @payrecruiter.com mailbox — never on personal devices, personal email, or private spreadsheets. You follow the platform's HIPAA-grade privacy standards, and at offboarding you attest that no candidate data left with you.

The mailbox is company property, provided for platform work. Don't forward, export, or copy its contents at exit; don't share credentials; report a lost device or suspected unauthorized access to support@payrecruiter.com immediately.

Your mailbox is deactivated on the effective date (archived, never deleted — consent records may be needed for the full Attribution Window). Placements already made keep paying out on their normal schedule, and you complete a short data destruction and return attestation. Partners in good standing can re-onboard on request.

Day-to-day questions, payments, account status: support@payrecruiter.com or your Liaison. Conduct concerns about anyone — including your Liaison — or standards violations: hr@payrecruiter.com, which is confidential and retaliation-free. Formal legal notices: hr@payrecruiter.com.

An independent business-development professional who brings healthcare employers onto the PayRecruiter platform and manages those relationships. Growth Partners extend Pulivarthi Group's in-house BD team — you scale the demand side while the Talent Partner network fills the roles.

People with real healthcare business-development experience and existing relationships: you already know practice owners, hospital administrators, and clinic directors in a clinical vertical, and they take your calls.

No — Growth Partners are independent contractors. No quotas, no exclusivity, and you work your own book at your own pace.

No. No joining fee, no retainer, no subscription — you earn when placements with your clients complete, and PayRecruiter earns the same way.

No — you own the employer relationship; the Talent Partner network fills the roles. If you're also a clinical insider interested in recruiting, ask your Liaison about the Talent Partner track.

An employer you introduce to the platform and manage. The relationship is recorded at intake, so your introductions are attributed to you.

Check with your Liaison before investing time — client relationships are recorded at intake, and an employer already on the platform isn't attributable to you. A quick question up front saves a wasted pitch.

Barely — that's a core selling point. PayRecruiter integrates with their existing systems, or they post roles directly on the portal, whichever they prefer. Your job is the relationship; the platform handles intake.

Niche clinical roles in active verticals — currently veterinary medicine and behavioral health. High demand, low supply, high turnover. Check with your Liaison before pitching a client outside the active verticals; new ones open as the network grows.

Every submission is consent-backed (the candidate approved it in writing), credential-verified, honestly assessed, and movability-checked — from a Talent Partner who is a clinical insider in that exact field. Clients pay only on completed placements.

Before a role is released to Talent Partners, you confirm it's real, current, and qualified: the details are accurate, the hiring need is genuine, and it isn't a duplicate. Your sign-off is what keeps the pipeline trustworthy — and it's why Talent Partners work your clients' roles with full effort.

"Clinical-only recruiting, run by insiders from your own field — candidates arrive pre-consented and verified, you pay only when a placement completes, and every hire is backed by a guarantee period."

You earn success fees on completed placements with the clients you bring and manage — paid in installments across the placement guarantee period, so your earnings are tied to placements that stick. Your specific terms are set in your agreement.

After placement milestones are reached, within the platform's standard payment window. Every payment comes with a statement identifying the placement and milestone.

Yes — on written request, fees can be paid to a business entity you solely own, with a W-9 in the entity's name and matching bank details on file. You remain personally the contracting party.

Yes — beyond your clients' placements, referrals pay. Refer another BD professional, a clinical insider who'd make a great Talent Partner, or a candidate, and earn a reward when the referral works out. Current rewards are on the referral page.

A dedicated Partner Liaison (Growth) — your named PayRecruiter contact for questions, client handoffs, and priorities.

Their open roles come into the platform — through integration or posted directly — and you verify each role before it's released to the Talent Partner network. Then Talent Partners start working them, and you stay the relationship owner — keeping the client happy while delivery runs.

PayRecruiter is a clinical recruiting marketplace: specialist Talent Partners plus smart matching, focused on hard-to-fill clinical roles. It is completely free for candidates — employers pay, always. Nothing ever comes out of your salary or your pocket.

Clinical insiders from your own field — retired practice managers, experienced vet techs, former clinical recruiters. Each works only the specialty they come from, so the person calling you actually understands your job.

Niche clinical positions: veterinary medicine (ER and specialty DVMs, credentialed vet techs, practice leadership) and behavioral health (BCBAs, PMHNPs, PA-Cs). Real, verified openings — the platform doesn't carry ghost listings.

Yes. Submit your profile through the candidate form, and a Talent Partner from your own field will reach out — someone who has actually done the work. Share your skills, preferences, and constraints, and they'll give you an honest read on which roles and settings fit you now, not a sales pitch.

That's how our Talent Partners work by default. Because they come from your field, they can talk specifics — which clinic types match your skills, what a realistic move looks like, when staying put is the right call. Submit your profile and a Talent Partner in your specialty will reach out. It's free for candidates, always.

Yes. Tell your Talent Partner what it would actually take to move — compensation, setting, schedule, geography. Because we only submit people genuinely ready to make a change, you'll hear about roles worth considering, not a weekly stream of listings.

Yes — referrals pay. Know a colleague who'd be great for a role, or a clinical veteran who'd make a great Talent Partner? Refer them and earn a reward when the referral works out. Current rewards and details are on the referral page.

No. Your Talent Partner must have your written consent for the specific role before submitting you — it's a hard platform rule, and submitting anyone without their knowledge is prohibited.

What you'd expect for a job search: your resume, licenses and certifications, role and location preferences, compensation expectations, and work authorization status. The full details are in our Privacy Policy.

The Talent Partner working with you, and — only with your consent — the specific employer you agree to be submitted to. Your information is never sold.

Not from us. Your information goes only to the specific employer you consent to, one role at a time — nothing is broadcast, posted, or sold. And your Talent Partner comes from your field, so they understand exactly why discretion matters in a small clinical community.

Anytime, at no cost and with no penalty. Consent is given per role, and you can withdraw before or after submission — just tell your Talent Partner. You're never obligated to interview, continue, or accept an offer.

Email privacy@payrecruiter.com to request access, correction, or deletion of your information, or to ask anything about how it's handled.

An AI engine scores how well you fit a role — location, specialty, requirements — and increasingly, whether a move would actually make sense for you. But it only assists: real humans, your Talent Partner included, make every decision about where you're submitted.

That's the movability conversation, and it protects you. We only submit people who genuinely want to move — so Talent Partners ask about your real willingness, timing, geography, and compensation expectations before anything goes anywhere.

Yes — tell your Talent Partner. Employers typically won't consider a candidate they've already been talking to in the last twelve months, and the platform blocks duplicate submissions. Being upfront saves you from a dead-end submission.

There's never a conflict over who represents you. You give consent per role, and the platform blocks duplicate submissions — so only one Talent Partner can submit you to any given role, and it's the one you said yes to.

No. Geography is part of your preferences, and matching starts from your location — roles come to you within the area you set. If you're open to relocating, tell your Talent Partner and the map widens; if you're not, it doesn't.

Yes — roles require authorization to work in the US without employer sponsorship, unless a specific role states that sponsorship is available. Your Talent Partner will confirm this with you before submitting.

The employer reviews your profile, interviews follow if there's mutual interest, and your Talent Partner keeps you informed at every step — you'll never wonder where things stand.

A standard window — typically your first ninety days — during which the employer's agreement with PayRecruiter includes hiring protections. It doesn't affect your employment terms; it's between the employer and the platform.

Start with your Talent Partner. For anything else: info@payrecruiter.com for general questions, or hr@payrecruiter.com if you have a concern about how anyone on the platform treated you — that channel is confidential.