Placing Locum Tenens is a specialized recruiting model. In staffing, it generally refers to physicians and certain advanced providers who temporarily fill clinical positions at hospitals, medical practices, and other healthcare facilities. This article will explore what personnel are included, where they are likely to be employed, current market demand, typical payrates, certification, credentialing, and insurance requirements.
Locum Tenens personnel include Physicians (MD/DO), Nurse Practitioners (NP), Physician Assistants (PA), and Certified Registered Nurses (CRNA). Assignments are wide-ranging across the US and may include hospitals, emergency care facilities, specialty clinics, outpatient clinics, and surgical centers. Locum Tenens personnel can be classified as w-2 employees and paid on an hourly basis. Physicians can be classified as Independent Contractors but must be evaluated under applicable law.
Locum Tenens (LT) staff are in demand because of physician vacancies, medical leave, hospital vacancies, seasonal demand, rural shortages, unexpected increases in patient volume, and the increasing preference for a flexible work schedule. According to NALTO (National Association of Locum Tenens Organizations) there were about 52,000 physicians and other providers serving in Locum Tenens roles in 2025. They also report that about 82% of healthcare facilities used LT services that same year.
The range of hourly payrates for LT personnel is very broad with physicians leading the pack at $130 for a family physician to $400 for a neurosurgeon. CRNAs command $225, PAs about $125 and primary care NPs $80. Markups typically are about 50% of payrate.
Given the availability of candidates and work opportunities for desired locations, the highest paying categories will be limited. It would be cost effective to work on LT placements for some of the more common, lower paid, but still high demand, applications such as CRNAs, Psychiatry, and Emergency Medicine. The chances of placing personnel in these roles are much better since the number of practitioners and work opportunities is greater.
Five states were identified by Kaiser Family Foundation (KFF) and the US Health Resources and Services Administration (HRSA) data as having the greatest shortfall in healthcare practitioners. These states are Texas, Florida, California, Arizona, and North Carolina. Data from HRSA can help the recruiter identify geographic markets where healthcare professionals are in short supply and then do research on actual hospital vacancies. Healthcare prospects can be identified by contacting rural clinics, hospitals, and following the status of newly commissioned facilities.
Insurance and credentialling is a topic of importance in that the recruiting agency, the healthcare candidate, the hospital, or facility, and the EOR all have responsibilities. These responsibilities must be clearly defined in advance. In addition to the standard business insurance requirements, Medical Malpractice is of special concern and must be specifically addressed. Licensing and credentialing requirements vary state by state.
Most large medical facilities work with a VMS provider. As with any staffing placement, review any contractual language and become aware of any insurance requirements and payment terms.
With an aging population and an influx of more people into an area demanding medical services, the trends in these areas are in the right direction for increased placements.
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