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Healthcare talent acquisition · nationwide

Great care begins with the right people.

I help healthcare organizations build clinical teams and help clinicians evaluate meaningful next steps. From physicians and advanced practice providers to nursing leaders and care teams, I bring more than a decade of full-cycle recruiting experience to the search.

Jesus Escamilla · Healthcare Talent Acquisition Advisor · Gainesville, Florida

Four healthcare professionals discussing a tablet in a clinic
10+ yearsClinical recruiting and staffing experience
175 fillsDelivered in one year at Kaiser Permanente
8.8 / 10Candidate-pool quality in hiring-manager surveys
98%Applicant dispositioning in employer evaluation

Selected career results documented in employer evaluations. The candidate-pool score reflects 19 hiring-manager responses.

Clinical recruitment breadth

The right search strategy depends on the role.

My experience spans provider recruiting, nursing leadership, clinical operations and high-volume staffing across hospitals, outpatient clinics, and post-acute settings.

01 / PROVIDERS

Physicians & advanced practice

Physicians, nurse practitioners, physician assistants and certified nurse midwives in outpatient and specialty care portfolios.

02 / NURSING

Nursing leadership & RNs

Assistant department managers, nurse managers, shift supervisors, staff RNs and clinical nurse specialists.

03 / LEADERSHIP

Clinical operations

Clinical services directors, service unit leaders, educators and practice consultants who shape care delivery.

04 / CARE SETTINGS

Care teams across settings

Hospital units, ambulatory clinics, skilled nursing, home health and hospice, with the sourcing approach adapted to each setting.

Recruitment marketing for clinicians

A search plan can combine targeted outreach, candidate messaging and the right media channels for the role.

See my approach ↗
Clinician attraction planning

A clinician search needs more than a job posting.

I help healthcare organizations think through who they need to reach, why that person would consider the opportunity, and how to stay in touch through the decision process. The mix should fit the specialty, location and hiring challenge.

01 / AUDIENCE

Define the clinician

Clarify credentials, care setting, schedule, geography and the reasons a qualified candidate might change roles.

02 / CHANNELS

Choose where to reach them

Combine direct sourcing with relevant professional communities, job advertising, employer profiles, events or referral networks when the search calls for them.

03 / MESSAGE

Give candidates a reason to engage

Shape clear job titles and outreach around the work, team, growth opportunity and practical details candidates need to evaluate a move.

04 / LEARNING

Measure and adjust

Review qualified interest, conversations, interviews and candidate feedback. Adjust the message or channel mix as the search progresses.

Planning and execution scope, channels and any paid media budget are agreed for each engagement.

Discuss a clinician attraction plan ↗
Portrait of Jesus Escamilla
Jesus Escamilla · Healthcare Talent Acquisition Advisor
Meet Jesus

A recruiter who understands both the position and the people behind it.

I'm Jesus Escamilla, a healthcare talent acquisition advisor based in Gainesville, Florida. Over more than a decade in clinical recruiting and staffing, I have filled roles across the U.S. and partnered with nursing leaders, hiring managers and healthcare executives to build teams in hospitals, outpatient practices and post-acute care.

At Kaiser Permanente, I managed demanding nursing and clinical portfolios across four hospitals, eight outpatient clinics and two skilled nursing facilities. I also worked with enterprise recruitment media resources—including targeted job advertising, employer profiles, candidate networks and hiring events—to extend reach for hard-to-fill roles. At Planned Parenthood, I led multi-state searches for physicians, nurse practitioners, physician assistants, certified nurse midwives and recovery-room nurses. Earlier, at Cross Country Healthcare / Medical Staffing Network, I led a nurse staffing branch and coached a team of recruiters and coordinators.

My approach starts with listening: what the team actually needs, what a candidate values, where a search is getting stuck and what the market can realistically support. I combine direct sourcing, clear pipeline reporting and consistent follow-through so decisions move forward with better information.

Full-cycle recruitingHiring-manager partnershipWorkforce planningRecruitment marketingCandidate experience

Organizations are named to describe prior employment; no current affiliation or endorsement is implied.

Evidence from past searches

Selected roles filled across clinical care.

These are representative roles I have filled throughout my healthcare recruiting career across the U.S. The examples are grouped and anonymized; they are not current openings.

Nursing leadership

Assistant Department Manager

Hospital and ambulatory leadership roles, including medical-surgical and care coordination.

Nursing leadership

Assistant Nurse Manager

Unit leadership positions spanning acute care and maternal-child settings.

Nursing leadership

Nursing Shift Supervisor

Clinical supervision across shifts and hospital units.

Clinical services

Clinical Services Director

Leadership searches within service lines and clinical operations.

Clinical services

Clinical Practice Consultant & Educator

Practice improvement, informatics and education-focused positions.

Clinical services

Home Health & Hospice Leader

Clinical supervision and site leadership beyond the hospital setting.

Specialty care

ICU & NICU Leadership

Assistant department leadership in critical care and neonatal units.

Specialty care

Labor & Delivery Leadership

Maternal-child and women’s health department leadership.

Specialty care

Perioperative & PACU Leadership

Operating room, recovery-room and perioperative searches.

Representative examples from my career. Candidate names, internal requisition details and client-specific information are omitted.

Nationwide healthcare workforce explorer

Choose a state. Explore roles and market context.

Click any state to see healthcare occupations connected to my recruiting background, with workforce and pay estimates. These are potential searches across the U.S., not a map of my individual placements or current openings.

Hover to see a state name, then click to explore its workforce data. Use Tab and Enter with a keyboard.

Can’t click your state?

Explore healthcare workforce by state Alabama Alaska Arizona Arkansas California Colorado Connecticut Delaware Florida Georgia Hawaii Idaho Illinois Indiana Iowa Kansas Kentucky Louisiana Maine Maryland Massachusetts Michigan Minnesota Mississippi Missouri Montana Nebraska Nevada New Hampshire New Jersey New Mexico New York North Carolina North Dakota Ohio Oklahoma Oregon Pennsylvania Rhode Island South Carolina South Dakota Tennessee Texas Utah Vermont Virginia West Virginia Wisconsin Wyoming District of Columbia District of Columbia
Find a small state by name

Map base: CC0 Wikimedia Commons, recolored and made interactive. State data: BLS May 2025 OEWS.

Based in Gainesville, Florida and available to discuss healthcare recruitment needs throughout the United States.

Virtual care recruitment

Telehealth needs clinical talent, too.

Potential virtual-care searches include telehealth physicians, nurse practitioners, physician assistants, triage RNs, behavioral health counselors, care coordinators and clinical operations leaders. The right candidate must fit the specialty, patient population, technology workflow and applicable licensure requirements.

Discuss a virtual-care search ↗

How to scope a telehealth role

  • Define care modality, coverage hours and patient volume.
  • Confirm clinical licenses and the states where patients will receive care.
  • Clarify platform, documentation and escalation workflow.
  • Distinguish remote work eligibility from clinical qualifications.

State map counts reflect all workers in the BLS occupation, not the number practicing via telehealth.

Potential searches · national market context

High-demand roles I can help you search for.

These occupations connect to my healthcare recruiting history and the supplied job-title workbook. Use the state map above for local workforce estimates. These are possible searches across the U.S., not current job postings.

Advanced practice

Physician assistants

$135,880National median annual pay
+21%Projected employment growth, 2025–35

National annual pay: 10th percentile below $99,380; 90th percentile above $190,280.

View BLS profile ↗
Nursing

Registered nurses

$97,550National median annual pay
+6%Projected employment growth, 2025–35

National annual pay: 10th percentile below $68,940; 90th percentile above $137,470.

View BLS profile ↗
Rehabilitation

Physical therapists

$102,760National median annual pay
+12%Projected employment growth, 2025–35

National annual pay: 10th percentile below $77,140; 90th percentile above $135,140.

View BLS profile ↗
Rehabilitation

Occupational therapists

$100,330National median annual pay
+15%Projected employment growth, 2025–35

National annual pay: 10th percentile below $71,690; 90th percentile above $131,950.

View BLS profile ↗
Therapy

Speech-language pathologists

$97,870National median annual pay
+17%Projected employment growth, 2025–35

National annual pay: 10th percentile below $62,900; 90th percentile above $134,160.

View BLS profile ↗
Clinical leadership

Medical & health services managers

$123,860National median annual pay
+24%Projected employment growth, 2025–35

National annual pay: 10th percentile below $73,390; 90th percentile above $224,340.

View BLS profile ↗

Source: U.S. Bureau of Labor Statistics Occupational Outlook Handbook, accessed September 2026. Pay is May 2025 national wage data for each broad occupation; the 10th and 90th percentile figures are thresholds, not a quoted salary range or an offer. Growth is the BLS national projection for 2025–35. Actual compensation depends on location, setting, specialty, experience and employer.

Other potential searches across the U.S.

Nursing & care leadership: nurse managers, clinical nurse specialists, case managers, certified nurse midwives and clinical services directors. Rehabilitation & diagnostics: audiologists, speech therapists, rehabilitation directors, laboratory managers and pathology assistants. Pharmacy & operations: pharmacy directors, clinical pharmacy managers, pharmacy quality leaders and healthcare operations managers. The workbook also spans behavioral health and supporting functions. Share the exact role and setting to discuss the search.

Recruiting insights

Better questions lead to better searches.

My approach helps employers and candidates make the early decisions that determine whether an opportunity is genuinely aligned.

Define the non-negotiables

Before sourcing, clarify credentials, practice setting, schedule, leadership scope and timing. Separate true requirements from preferences that can narrow a search unnecessarily.

Calibrate the market

Review geography, compensation context, competing options and relocation realities. A search can stall when the role presented to candidates differs from what the organization can offer.

Protect candidate momentum

Agree on feedback windows, interview steps and decision makers early. Consistent communication gives clinicians enough information to evaluate a move with confidence.

What happens after the first conversation?

  1. Clarify the role or career goals and key constraints.
  2. Build a sourcing and outreach plan around the audience.
  3. Share qualified context and coordinate conversations.
  4. Track feedback, address friction and support the decision.
Start a conversation

Tell me what you are looking for.

Reach out about a hard-to-fill role or a possible career move. I will use your details to follow up about the inquiry.

For hiring teams

For healthcare employers

Share the role, setting and location so we can discuss a search and clinician attraction plan.

Please do not include patient information or sensitive records. Privacy policy.

For your career

For healthcare professionals

Tell me about your experience and the kind of opportunity you would consider.

Please do not include patient information or sensitive records. Privacy policy.