Career Exploration Beyond the Bedside

August 1, 2025

Welcome to this month’s edition of The Nontraditional Nurse Newsletter!

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The Nontraditional Nurse spotlight

Meet Erin Basher, RN — a former med-surg and progressive care nurse who made the leap into healthcare recruiting. After health challenges pulled her away from bedside nursing, Erin found her stride helping others navigate their next step. She’s now an independent recruiter, placing nurses and healthcare professionals into roles that better fit their lives.

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“ ​ The great thing about nursing is, for the most part, you don’t have to go back to school… most of these 300+ jobs… only require your bachelor’s degree. ​ ​ — Erin Basher, BSN, RN

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In this episode, Erin shares her journey from traditional bedside nursing to becoming a top-performing recruiter — and what it’s really like behind the scenes. We dive into the skills nurses bring to recruiting, the realities of commission-based work, and Erin’s best advice for nurses navigating a job search or pivoting to remote roles. Whether you’re considering a transition or just want to understand how recruiters think, this conversation is packed with practical insights.

Transcript available here​

Key Takeaways

Transferable nursing skills are often overlooked.

Erin emphasizes that skills like urgency, multitasking, attention to detail, and prioritization directly apply to nonclinical roles like recruiting. Nurses are used to working under pressure, staying organized, and communicating clearly — all traits that hiring managers value outside the hospital.
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Commission-based roles come with risk and reward.

After working in a traditional agency, Erin transitioned to an independent recruiter model where she keeps a much larger percentage of each placement. It required building her pipeline from scratch and managing without a salary, but the earning potential is significantly higher.
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People skills matter more than you think.

In recruiting, success often comes down to how well you connect with others. Erin said she can quickly tell whether someone is a good fit for a role based on their energy, communication style, and how they describe their typical day. These soft skills matter just as much as what’s on your resume.

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​Strategic job searching makes all the difference.

Rather than applying to every remote job you find, Erin recommends narrowing your focus. From there, research which companies are hiring, what they’re looking for, and how your experience lines up. Then fill in any gaps with additional training, PRN experience, or certifications.
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​The most common mistake? No plan.

The biggest pitfall Erin sees is nurses trying to pivot without a clear game plan. Applying without focus, skipping the networking piece, or racking up certifications with no direction leads to burnout, not results. Strategy and intentional action are key.

Career Deep Dive

Healthcare Recruiting

Your nursing skills can transfer to this fast-paced, people-focused role — especially for those who enjoy communication, organization, and helping others find their fit.

Nursing skills to leverage:

• Sense of urgency: In both nursing and recruiting, timing is everything. When a job order comes in, recruiters need to act fast. Make sure the hiring team knows that you understand the urgency necessary in the role.
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• Multitasking & prioritization: Nurses are trained to juggle multiple high-stakes tasks. In recruiting, you’ll need to balance sourcing, scheduling, and client communication.
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• Critical thinking: Assessing whether a candidate is the right fit is a lot like clinical judgment — you’re reading between the lines and identifying red flags.
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• Communication & empathy: Nurses are natural connectors. Being able to listen, build rapport, and understand a candidate’s goals makes you a stronger recruiter.
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• Attention to detail: From charting to checking resumes, accuracy matters. Small mistakes can mean big consequences in both settings.
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Getting Started in Healthcare Recruiting:

• Start with a staffing agency: Many nurses, like Erin, begin their recruiting journey in traditional agency settings where they’re trained in applicant tracking systems, cold outreach, and job-matching strategy.
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• Explore hybrid models: If you want more autonomy, some companies (like TEEMA) allow you to work independently while still offering backend support, job postings, and shared resources.
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• Be prepared for commission-based work: Independent recruiting roles often don’t offer a base salary. They’re high-reward but require confidence, savings, and self-motivation.
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• Network with current recruiters: Reach out to nurses who have made the leap. Ask what their day-to-day looks like and how they got started. This helps you determine whether it’s the right fit.

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How Much Experience Do You Need?

There’s no universal requirement, and 1-2 years of bedside experience can give you enough perspective to confidently assess candidates and relate to their clinical backgrounds.

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Salary

In traditional agency settings, nurse recruiters often earn a base salary with bonuses or commissions, typically making $63,000–$92,000+ depending on performance and location. But for nurses who are entrepreneurial and confident in their recruiting skills, independent roles offer significantly higher earning potential.

Erin shared that in a traditional agency, she might earn 6% commission on a $25,000 placement for the agency — about $1,500. As an independent recruiter, that percentage can jump to 25–40%, meaning $6,000–$10,000 per placement. The trade-off? No base salary and no guarantees. You’re building your own pipeline and only get paid when you place a candidate. But for the right person, the upside is worth it.

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Job insights from a nurse Recruiter

Erin doesn’t just recruit nurses — she is one. And that gives her a rare dual perspective on what works (and what doesn’t) when it comes to landing nontraditional roles.

Her biggest takeaway? Most job seekers are applying blindly, with no real plan. To stand out, you have to do more than hit “submit.” Erin recommends getting laser-focused on a maximum of two niche areas you’re truly interested in, for example case management or utilization review. From there, research companies hiring in those spaces, learn exactly what they’re looking for, and find ways to bridge any gaps in your experience.

She also encourages nurses to think of job searching like a scavenger hunt — complete with spreadsheets to track companies, contacts, applications, and interviews. Yes, it’s work. But it works.

And networking? Non-negotiable. You can’t get hired if no one knows you exist. Internal referrals remain the fastest way to land an interview, and many companies offer referral bonuses to their employees, so it’s often a win-win.

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Want to break into a new field? Be strategic, be visible, and don’t wait for opportunities — go find them.
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Thanks for reading! Until next time,

Ellie & The Nontraditional Nurse Team

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