Read the full deal writeup
Sign up for a free Accredited account to read the editorial writeup, financials, and broker contact for this deal.
Get Free AccessFull Editorial Writeup
Specialized healthcare recruiting firm placing physicians, nurse practitioners, physician assistants, and behavioral health clinicians with federally qualified health centers, community health centers, and behavioral health organizations nationwide. Two owners invest approximately 10 hours per week each and generate consistent six-figure earnings. Approximately 50 active client agreements are in place with no fixed expiration dates. Fully remote — operable from anywhere. Listing Details Reason For Sale: Owners are selling to pursue a separately developed real estate venture — not distress. Training & Support: Both principals committed to a structured transition period and open to retaining a minority stake post-closing. Additional Information Potential Growth: Immediate upside available without capital investment: ~50 active client agreements ready to generate new job orders today with no new contracts required. Adding even one recruiter directly increases placement volume. Active pipeline includes ~$600,000 in open job orders and a $200,000 retained search agreement. U.S. healthcare staffing market projected to nearly double by 2033.
Why we like it
- Earnings quality is exceptional on the surface: $548,754 of cash flow on $650,485 of revenue is an 84 percent owner-earnings margin, driven by a lean, fully remote, two-person model with almost no fixed overhead. Permanent-placement revenue is fee-based rather than inventory-heavy, so incremental placements drop straight to the bottom line.
- The moat is relationship density in a niche corner of healthcare hiring. Roughly 50 active client agreements with no fixed expiration date create a durable, recurring flow of job orders, and FQHCs and community health centers are sticky institutional buyers who value recruiters who understand their compliance and grant-funded staffing needs.
- Market tailwinds are real and structural, not hype. The US healthcare staffing market is projected to nearly double by 2033, and clinician shortages in safety-net and behavioral health settings are a chronic, non-discretionary problem that gets worse as demand grows and the workforce ages.
- Operator advantage is enormous because the current owners barely work. Two people at 10 hours per week each means a full-time operator or even a single dedicated recruiter could multiply placement volume against a pipeline that already holds ~$600,000 in open job orders and a $200,000 retained search, with no capital investment required.
How to improve it
- Hire one or two full-time recruiters immediately against the existing ~50 client agreements. The listing explicitly states adding even one recruiter directly increases placement volume, and the current owners have left obvious capacity on the table by working only 10 hours a week each.
- Systematize and document the sourcing and placement workflow in the first 90 days. Because the business runs on two lightly-engaged principals, converting their informal process into an operating manual, CRM discipline, and tracked KPIs is essential both to scale and to de-risk key-person dependency.
- Convert more clients toward retained search agreements like the existing $200,000 deal. Retained search improves cash flow predictability and front-loads revenue versus contingency placement, and the FQHC and community health center clients are exactly the institutional buyers who will pay for guaranteed execution.
- Layer in a locum tenens or interim staffing offering to serve the same client base between permanent hires. This captures recurring, higher-frequency revenue from clients you already have and smooths the lumpiness inherent in permanent placement.
- Build a repeatable inbound marketing and candidate-pipeline engine. A fully remote firm can invest in a healthcare-clinician talent database, targeted outreach, and content aimed at NPs, PAs, and behavioral health clinicians to reduce reliance on the founders' personal networks.
- Expand into adjacent underserved clinician categories such as psychiatrists, LCSWs, and dental providers who staff the same FQHC and community health center clients. This grows wallet share per existing account without acquiring new logos.
- Negotiate to keep both principals on via the offered minority stake and a performance-based earnout. Their willingness to retain equity and support a structured transition is a major risk mitigant, and aligning them to a growth target protects the referral relationships during handover.
Diligence notes
- Understand exactly what the two owners do in their combined 20 hours per week. If those hours represent irreplaceable personal relationships with hiring managers at the ~50 client organizations, the key-person risk is severe and the transition plan plus minority-stake retention become the entire thesis.
- Verify the quality and concentration of the ~50 client agreements. Since they have no fixed expiration, confirm how many are actually generating job orders today, what percentage of revenue the top clients represent, and how the pipeline of ~$600,000 in open orders converts historically.
- Pressure-test the cash flow figure and margin. An 84 percent owner-earnings margin is unusual, so confirm whether the $548,754 includes any unrecorded contractor or subcontractor costs, whether the owners' minimal hours are sustainable, and what add-backs are baked into the SDE.
- Confirm placement fee economics and guarantee/refund exposure. Permanent placement firms typically owe refunds if a placed clinician leaves within a window, so review the historical fallout rate, refund reserves, and the terms of the $200,000 retained search agreement.
- Assess client dependence on government and grant funding. FQHCs and community health centers rely heavily on federal funding streams, so evaluate how changes in healthcare funding or reimbursement could affect their hiring budgets and therefore your job-order flow.
Source
Want the full analysis on every deal? Unlock the complete platform with Accredited Pro to screen live listings and read our operator-level writeups.