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

Selected career results documented in employer evaluations. The candidate-pool score reflects 19 hiring-manager responses.
My experience spans provider recruiting, nursing leadership, clinical operations and high-volume staffing across hospitals, outpatient clinics, and post-acute settings.
Physicians, nurse practitioners, physician assistants and certified nurse midwives in outpatient and specialty care portfolios.
Assistant department managers, nurse managers, shift supervisors, staff RNs and clinical nurse specialists.
Clinical services directors, service unit leaders, educators and practice consultants who shape care delivery.
Hospital units, ambulatory clinics, skilled nursing, home health and hospice, with the sourcing approach adapted to each setting.
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.
Clarify credentials, care setting, schedule, geography and the reasons a qualified candidate might change roles.
Combine direct sourcing with relevant professional communities, job advertising, employer profiles, events or referral networks when the search calls for them.
Shape clear job titles and outreach around the work, team, growth opportunity and practical details candidates need to evaluate a move.
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 ↗
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.
Organizations are named to describe prior employment; no current affiliation or endorsement is implied.
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.
Hospital and ambulatory leadership roles, including medical-surgical and care coordination.
Unit leadership positions spanning acute care and maternal-child settings.
Clinical supervision across shifts and hospital units.
Leadership searches within service lines and clinical operations.
Practice improvement, informatics and education-focused positions.
Clinical supervision and site leadership beyond the hospital setting.
Assistant department leadership in critical care and neonatal units.
Maternal-child and women’s health department leadership.
Operating room, recovery-room and perioperative searches.
Representative examples from my career. Candidate names, internal requisition details and client-specific information are omitted.
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.
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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.
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 ↗State map counts reflect all workers in the BLS occupation, not the number practicing via telehealth.
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.
National annual pay: 10th percentile below $99,380; 90th percentile above $190,280.
View BLS profile ↗National annual pay: 10th percentile below $68,940; 90th percentile above $137,470.
View BLS profile ↗National annual pay: 10th percentile below $77,140; 90th percentile above $135,140.
View BLS profile ↗National annual pay: 10th percentile below $71,690; 90th percentile above $131,950.
View BLS profile ↗National annual pay: 10th percentile below $62,900; 90th percentile above $134,160.
View BLS profile ↗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.
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.
My approach helps employers and candidates make the early decisions that determine whether an opportunity is genuinely aligned.
Before sourcing, clarify credentials, practice setting, schedule, leadership scope and timing. Separate true requirements from preferences that can narrow a search unnecessarily.
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.
Agree on feedback windows, interview steps and decision makers early. Consistent communication gives clinicians enough information to evaluate a move with confidence.
Reach out about a hard-to-fill role or a possible career move. I will use your details to follow up about the inquiry.
Permanent placement and per diem staffing are scoped around the role, timeline and coverage needs. Fees, any exclusivity, and applicable conversion terms are agreed in writing before work begins.
Share the role, setting and location so we can discuss a search and clinician attraction plan.
Tell me about your experience and the kind of opportunity you would consider.