Nurse Recruiter Employment Contract UK

Responsibilities reflected in the contract

• Source nurses for assigned settings.
• Screen clinical history and preferences.
• Record shift location and specialty availability.
• Coordinate registration and compliance evidence.
• Arrange interviews bookings and feedback.
• Escalate safeguarding and practice concerns.

A realistic working scenario

A candidate has experience in a specialty but their registration status cannot be confirmed. The recruiter keeps the submission conditional and asks compliance to verify rather than advertising them as immediately deployable.

Outputs to agree

• credible nursing candidate pipelines
• accurate healthcare submissions
• safe complete placement handovers

Records and evidence

• Clinical screening and availability.
• Registration and clearance handover.
• Client vacancy rate and submission.
• Booking incident and placement feedback.
• Patient records.
• Care notes.

Reporting relationship

Typically reports to Clinical Lead, Nurse Manager, Matron, Practice Manager or Registered Manager. Confirm the employer's actual reporting structure in the builder.

Authority and escalation

• The recruiter cannot verify clinical competence alone, waive healthcare checks, disclose patient information, promise shifts or place outside confirmed role and clearance scope.
• Obtain approval before committing expenditure, changing contractual commitments or making regulated or staffing decisions outside the assigned role.

Tools and systems

• Patient record systems.
• Observation equipment.
• Clinical communication tools.
• Incident reporting systems.
• Medicine systems where authorised.

Workplace context

• Recruitment office, approved home workspace, client meetings and authorised remote recruitment systems.

Training and certification

• Complete employer-required safeguarding training.

Contract priorities

• healthcare settings geography and on-call
• registration clearance and safeguarding
• candidate data and worker welfare
• rates targets and commission

Information the employer should prepare

• the nursing specialties and settings
• the permanent temporary and booking model
• the registration and clearance matrix
• the CRM rota and communication systems
• the rates margins and commission rules
• the clinical compliance and safeguarding routes