Grouped by who you are. Every answer is the one you would get from a person on the team, including the one about money: facilities are invoiced when the hire starts and pay within 30 days, clinicians never pay, and staffing partners pay after day 30.
For practice managers, clinical directors and HR leads with a seat to fill.
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 fields open as the network grows — always clinical, never generalist.
Three ways. Our Talent Partners are clinical insiders who work only the single field 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 field 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 clinicians. 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 clinician 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 clinician's real willingness to change positions, notice period, and constraints.
Always. Our Talent Partners must obtain the clinician'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 clinician 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 clinicians 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 clinicians. 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 or your PayRecruiter contact to hold new submissions and pick back up whenever you are ready. Fees on hires already made follow your agreement.
You are invoiced when the hire starts, with 30 days to pay. The terms that apply if the hire leaves early are set out in the agreement you sign before you post. The Talent Partner is paid only after the hire's first 90 days, so their incentive is a hire that lasts, not a start date.
Clinician data is shared with you only with the clinician'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. How referral rewards work is set out on the Referral Partners 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.
For DVMs, BCBAs, PMHNPs, psychiatrists, therapists and the roles around them.
PayRecruiter is a clinical recruiting marketplace: specialist Talent Partners plus smart matching, focused on hard-to-fill clinical roles. It is completely free for clinicians — 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 clinician 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 clinicians, 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. Some roles carry a flat fee and others a percentage of the placement fee; whichever applies is shown before you refer. Full detail is on the Referral Partners 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 clinician 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.
No. The employer is invoiced by PayRecruiter when you start; that is between them and the platform and has no bearing on your employment terms, your pay or your notice period.
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.
For people who have worked in the field and want to recruit for it independently.
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 fields 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 fields are set at onboarding based on your clinical background, and your PayRecruiter contact can add another when you can show the same insider experience there.
No quotas, no minimums, no retainers. While your account is active, Marketplace Exclusivity applies: you may not recruit through a competing marketplace or staffing company (see Terms 5.6). Two workflow rules: make your first submission within 30 days of activation, and accounts dormant for three months expire automatically. Completed placements still pay out, and you can re-onboard on request. Exact terms are in your MSA.
One document: the Master Services Agreement, which covers your compensation, your field, 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 PayRecruiter contact — a named member of the PayRecruiter team who answers questions, resolves attribution disputes, and tells you first when new fields 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 clinicians 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 clinician'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 clinician 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 clinician to a role, that clinician-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 clinician's written approval on file before submission. A submission without its documents earns no credit and starts no window, so nobody can park clinicians with junk submissions.
The platform's audit log decides: first verified submission of that clinician-role pair gets the credit. Disputes go to your Partner PayRecruiter contact, who rules from the log.
If the employer's records show contact with the clinician 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 clinician where they've already been talking.
Every opening shows its fee up front — a percentage of first-year base salary or a flat amount, stated before you take it. It is paid after the clinician's first 90 days in the role, within 10 business days of that milestone.
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.
Your payout is made after the clinician's first 90 days in the role. If they leave before then, the payout is not made. Where the role is eliminated or the facility lays the clinician off, your agreement sets out how that is handled.
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 clinician for a role outside your field, and earn a reward when the referral works out. The reward on each role is shown before you refer — see the Referral Partners page.
Because it's your evidence. Clinician 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 clinician 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 clinician 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 PayRecruiter contact. Conduct concerns about anyone — including your PayRecruiter contact — or standards violations: hr@payrecruiter.com, which is confidential and retaliation-free. Formal legal notices: hr@payrecruiter.com.
For anyone in the field who knows one good person.
Yes. Consent comes first, always. You refer someone who has agreed to be introduced, and they then consent separately for each specific role before anything is submitted. If they decline, that is the end of it.
It is stated in your referral agreement before you refer anyone, and it is paid after your colleague has worked 90 days in the role they are hired for. It varies by role and market, so we do not publish a single figure.
After your colleague's first 90 days in the role. Not when you refer them, not when they interview, and not on their start date.
No. Once your colleague has consented, a Talent Partner from their own field represents them from that point on. You can see the stages in your portal view, but there is nothing for you to do.
Any working clinician or manager in veterinary or behavioral health who knows someone good. There is no minimum and no quota.
A confidential search run by someone who understands their credentials, consent required for every role, verified openings only, and a clear view of every stage. It costs them nothing.
For consultants, advisors and operators with facility relationships.
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 field, 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 PayRecruiter contact 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 PayRecruiter contact 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 fields — currently veterinary medicine and behavioral health. High demand, low supply, high turnover. Check with your PayRecruiter contact before pitching a client outside the active fields; new ones open as the network grows.
Every submission is consent-backed (the clinician approved it in writing for that role), credential-verified, honestly assessed and movability-checked — from a Talent Partner who has worked in that exact field. Facilities are invoiced only when the hire starts.
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 people from your own field — clinicians arrive pre-consented and verified, and you are invoiced only when the hire starts — no retainer, no exclusivity.”
You earn on every hire a facility you introduced makes through the platform, for as long as they keep hiring — the second hire and the tenth, not just the first. Each payment is made after that hire's first 90 days. 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 clinician, and earn a reward when the referral works out. The reward on each role is shown before you refer — see the Referral Partners page.
A dedicated Partner PayRecruiter contact (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.
For agency owners with clients they cannot fully serve.
Not in the usual sense. There is no shared fee to divide. You keep your client and bill them at your own terms; we charge you an agreed rate for filling the role, payable after the hire's first 30 days. You know our number before you quote yours.
Never. You are the only point of contact. We do not invoice them, approach them or appear in front of them, and that commitment is written into the staffing partner agreement.
After the hire's first 30 days in the role. Not on submission, not on the start date. If the hire does not start, nothing is owed.
Anything in veterinary or behavioral health that your desk cannot credibly fill: specialty DVMs, BCBAs, psychiatrists, PMHNPs, LCSWs and the roles around them.
Talent Partners who have worked in that field — former practice managers, clinical directors, ER veterinarians, BCBA supervisors. Generalist recruiters are not admitted to the platform.
No. Hand us one role or a steady stream. There is no exclusivity, no minimum, and no fee for handing over a role that does not fill.
If your question is not here, send it. Someone on the team replies within one business day, and if enough people ask, it goes on this page.
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