Nurse Practitioner Jobs

NursePractitionerCareers.com aggregates nurse practitioner job postings from across the United States, with a focus on permanent, locum, and telehealth opportunities sourced through the MedicalRecruiting.com network and our affiliated advanced practice recruiting partners. Every listing on this board is intended for nurse practitioner candidates — no employer-side noise, no irrelevant nursing roles, no hidden fees.

The NP job market is one of the deepest and most opportunity-rich in healthcare. With projected employment growth of approximately 45 percent through 2032, candidates routinely have multiple competing offers and meaningful negotiating leverage. This page explains how to use the job board effectively and how to position yourself for the strongest possible outcome.

Browse NP Jobs by Specialty

The job board indexes positions across every major NP certification path. Some of the most active specialties include:

• Family Nurse Practitioner (FNP) — primary care, urgent care, retail health, dermatology, aesthetics, occupational health, weight management
• Psychiatric Mental Health NP (PMHNP) — outpatient psychiatry, telehealth, integrated primary care, intensive outpatient programs, addiction medicine
• Acute Care NP (AGACNP / ACNP) — hospital medicine, ICU, cardiology, surgical services, procedural specialties
• Adult-Gerontology Primary Care NP (AGPCNP) — internal medicine, geriatrics, home-based primary care, value-based care
• Pediatric NP (PNP) — pediatric primary care and sub-specialty pediatrics
• Women's Health NP (WHNP) — gynecology, reproductive health, prenatal care, menopause management
• Neonatal NP (NNP) — NICU and neonatal transport teams
• Emergency NP (ENP) — emergency department and free-standing ER coverage

Specialty-specific recruiters in our network often have access to roles that are never publicly posted. If you don't see a fit on the public board, reach out and we'll connect you with the right specialist.

Browse NP Jobs by Employment Type

Beyond specialty, the job board lets candidates filter by the employment model that fits their goals:

Permanent W-2 Roles

Salaried positions with full benefits, malpractice, CME allowance, and PTO. The dominant employment model and the right fit for NPs who want stability and clear career progression inside a single organization.

Locum Tenens Assignments

Short- and long-term independent contractor placements with hourly or daily rates that typically exceed W-2 equivalents. Travel, housing, and malpractice are commonly covered by the agency or client.

Telehealth Positions

Virtual NP roles in psychiatry, primary care, urgent care, and chronic disease management. Schedule flexibility and remote-friendly setups make these among the most-applied-to roles on the board.

Per Diem and PRN

Hourly shift coverage at hospitals, urgent care chains, and clinics. Best for NPs supplementing a primary role or building flexibility around family or academic obligations.

Hospital-Employed Roles

Inpatient and procedural positions within integrated health systems. Strong benefits, structured onboarding, and clear paths into APP leadership.

How to Apply

Applying through NursePractitionerCareers.com takes minutes. For most listings, candidates can submit a CV directly to the listed recruiter or apply through the partner site link. To make the most of each application:

1. Tailor your CV to the specialty — emphasize relevant clinical hours, certifications, EHR experience, and any procedural skills the posting calls out.
2. Include all active state licenses, DEA registration status, and any compact participation.
3. Keep a short cover note ready that explains why this specific role and location interest you.
4. Respond promptly to recruiter outreach — the strongest NP roles often move from first contact to offer in two to three weeks.
5. Ask the recruiter for a full compensation breakdown before the first interview so you can evaluate offers consistently.

What to Expect During the NP Interview Process

Most NP hiring processes follow a similar arc: an initial recruiter screen to confirm fit, a clinical interview with the lead physician or APP director, a panel interview with the team, and a final offer conversation that covers compensation and start date. Expect the full cycle to take two to four weeks for outpatient roles and three to six weeks for hospital-based positions. Senior leadership and academic appointments can take longer due to credentialing committee schedules.

Clinical interviews increasingly include practical components: case-based discussions, EHR walkthroughs, or shadow shifts. For procedural specialties, expect the team to ask about your case logs and to sometimes request video or in-person demonstration of skills. Behavioral questions still matter — teams want to know how you handle disagreements with collaborating physicians, complex patient scenarios, and high-volume days.

Evaluating an NP Job Offer

The strongest candidates evaluate offers on more than base salary. Look at the productivity bonus structure (RVU-based, panel-based, or visit-based), the malpractice coverage type (occurrence vs claims-made and tail coverage), CME budget and time off, retirement match, sign-on and retention bonuses, relocation support, and student loan assistance. For hospital-based roles, also weigh shift structure, call obligations, and APP-to-physician ratios.

Restrictive covenants and non-competes deserve careful attention. State law varies significantly — some states (notably California, Minnesota, and North Dakota) restrict the enforceability of non-competes for clinicians, while others enforce them broadly. Have an attorney review any contract with a non-compete, restrictive covenant, or unusual clawback provision before signing.

Tips for Standing Out as an NP Candidate

The NP candidate market is competitive at the top of the funnel but selective at the offer stage. Candidates who consistently land strong offers do a few things well: they keep their CV current and specialty-focused, they engage with one or two trusted recruiters rather than blanket-applying, they articulate a clear specialty and geographic preference, and they communicate quickly. Recruiters in the MedicalRecruiting.com network repeatedly cite responsiveness as the single biggest predictor of a successful placement.

Frequently Asked Questions

Related Resources

• NP specialties guide
• NP career blog
• About NursePractitionerCareers.com
• MedicalRecruiting.com NP recruiters