Healthcare recruitment questions, answered.

Kind Hearts specializes exclusively in permanent, full-time clinical and care placements. We support acute hospitals, private nursing homes, and residential care facilities across Ireland by sourcing and vetting qualified Healthcare Assistants (HCAs), Staff Nurses (RGNs), Clinical Nurse Managers (CNMs), and Allied Health professionals. We do not provide temporary, agency relief, or short-term locum cover, focusing instead on long-term workforce stability and continuity of care for your residents.

At Kind Hearts, we believe clinical competency is only half of what makes an outstanding healthcare professional. Every applicant undergoes our Values-Based & Compassionate Screening Process, evaluating soft skills, emotional intelligence, empathy, and resident-centred care principles. During initial interviews, candidates are presented with HIQA-aligned care scenarios to assess how they communicate, protect resident dignity, handle stressful situations calmly, and display genuine warmth in daily care delivery. We only present professionals whom we would trust to care for our own family members.

Engaging our services is straightforward. You may request our Terms of Business directly through our website via the "Request Terms of Business" portal, or by contacting our Dublin office at (01) 539 4512. Once our TOB is reviewed and signed, our team immediately schedules an operational briefing to understand your specific unit layout, skill-mix requirements, and organisational culture before sourcing candidates.

Yes. Every client facility is assigned a named, Dublin-based Recruitment Consultant who serves as your single point of contact. Your Account Manager conducts an initial site visit or operational consultation to understand your specific unit dynamics, dependency levels, and care philosophy, ensuring personalised, responsive service.

We recognize that person-centred care and regulatory compliance are paramount for any Person in Charge (PIC) or Director of Nursing. Every candidate presented by Kind Hearts undergoes rigorous pre-screening aligned with HIQA National Standards for Residential Care Settings. We verify that all applicants meet statutory staffing criteria, including full 120-credit QQI Level 5 major awards or active NMBI PINs, validated clinical references, and clear background disclosures, ensuring your service remains audit-ready.

In accordance with Regulation 21 and Schedule 2 of the Health Act 2007 (Care and Welfare of Residents in Designated Centres for Older People) Regulations 2013, Kind Hearts compiles a complete, audit-ready digital HR file for every placed candidate prior to their start date. This file includes verified photo identification, full employment history with documented explanations for any gaps, certified qualification transcripts, active professional registration (NMBI/QQI), validated reference checks, e-Garda Vetting disclosures, and Occupational Health clearance.

Kind Hearts strictly adheres to Section 55 of the Employment Permits Act 2024. We never withhold, retain, or store original personal identity documents belonging to candidates (such as original passports, driving licences, or national identity cards). Furthermore, we operate a mandatory zero-fee policy for jobseekers: no recruitment, administrative, visa processing, or permit fees are ever charged to or deducted from candidates, ensuring complete legal compliance during Workplace Relations Commission (WRC) and Department of Enterprise, Trade and Employment (DETE) statutory inspections.

We operate a strict multi-stage credential verification policy. Healthcare Assistants (HCAs): Verification of a complete 120-credit QQI Level 5 Major Award in Health Service Skills (5M3782) or Healthcare Support (5M4339), or a formal QQI NARIC equivalency assessment for international healthcare qualifications. Registered Nurses: Direct verification of active registration on the Nursing and Midwifery Board of Ireland (NMBI) live register, or confirmation of an official NMBI Decision Letter. Certifications: Validation of accredited Irish Patient / Manual Handling, Infection Prevention & Control (IPC), and Safeguarding Vulnerable Adults certificates.

During our clinical screening, we map candidates' past clinical experience against specific resident dependency levels. We evaluate hands-on experience in dementia care (including MAPA/CPI de-escalation techniques and HIQA restrictive practice frameworks), end-of-life care planning, and complex clinical routines. This ensures candidates matched to your facility possess the practical confidence required for your specific unit environment.

Under the National Vetting Bureau (Children and Vulnerable Persons) Acts 2012–2016, no candidate is deployed to a designated centre without complete vetting clearance. Kind Hearts initiates electronic Garda Vetting through our umbrella body. For candidates who have resided outside Ireland for more than 6 months past the age of 18, we collect and verify certified Police Clearance Certificates from their country of origin.

To safeguard resident and patient health, all candidates are pre-screened against HSE and HIQA Occupational Health clearance guidelines. We verify that candidates hold up-to-date immunization records (including Hepatitis B, Measles, Mumps, Rubella, and TB clearance) and a valid Pre-Placement Health Assessment certificate, ensuring complete infection prevention and control compliance prior to their start date.

We audit all candidate training files prior to submission. Mandatory certifications—including Irish Patient/Manual Handling, Safeguarding Vulnerable Adults, Infection Prevention & Control (IPC), and CPR/BLS—must be issued by accredited Irish training providers and carry a minimum of 6 months remaining validity before a candidate is presented to your team.

We conduct comprehensive reference checks directly with line managers, Clinical Nurse Managers, or Directors of Nursing from the candidate's two most recent employers. We verify clinical competency, attendance, teamwork, communication, and adherence to safeguarding protocols. Written reference reports are made available to your HR team prior to formal interview scheduling.

No. Kind Hearts operates on a contingency-based recruitment model. There are zero upfront recruitment or retainer fees payable to Kind Hearts to source candidates, present pre-screened shortlists, or coordinate interviews. Our agency placement fee is only invoiced once a candidate accepts a formal offer and commences employment. Please note that while our recruitment search service carries no upfront cost, the hiring employer remains responsible for standard statutory and onboarding expenses incurred prior to the candidate's arrival: Statutory Permits: Department of Enterprise, Trade and Employment (DETE) permit fees (€1,000) must be paid directly to state authorities, as Irish statutory law prohibits charging these expenses to candidates. Initial Accommodation: In line with Irish standard international recruitment practices, the employer provides the candidate's initial 30 days of temporary accommodation upon arrival. This ensures complete alignment with Irish statutory compliance while guaranteeing you pay zero recruitment agency fees unless we successfully place a candidate.

We stand behind the quality and suitability of our candidates. Our standard Terms of Business include a structured 12-week (90-day) Guarantee Period. Provided that placement invoices are settled within agreed credit terms and departure is not due to redundancy or material working condition changes, Kind Hearts will provide a replacement candidate at no additional recruitment cost, or issue a sliding-scale fee rebate as outlined in our agreement.

While candidate withdrawals are rare due to our thorough pre-engagement screening, Kind Hearts responds immediately if a candidate's personal circumstances change prior to day one. In the event of a pre-start withdrawal, no recruitment fee is incurred, and your dedicated Account Manager automatically prioritizes a replacement candidate from our pre-vetted reserve pool to fill the vacancy without delaying your recruitment pipeline.

We understand that clinical requirements and occupancy levels in care settings can change rapidly. For permanent placement bookings, client facilities may adjust or cancel a recruitment request without fee penalties prior to a candidate formally accepting an offer. Specific terms regarding post-acceptance cancellations are clearly outlined in our transparent Terms of Business (TOB).

Our Terms of Business include a standard 12-month candidate ownership window from the date of profile introduction, applicable across your client entity, parent companies, and affiliated healthcare sites. If your facility hires an introduced candidate within this 12-month period for any permanent role, standard placement fees apply. This protects the recruitment process while ensuring your facility gains exclusive access to our pre-screened talent pipeline.

If a placed staff member is found to be unsuited to your facility's environment during their 12-week probation window, your dedicated Account Manager initiates our structured replacement protocol immediately. We prioritize sourcing an alternative pre-screened candidate to fill the role without incurring additional recruitment fees, ensuring seamless continuity of care for your facility.

Yes. For facilities seeking to expand their clinical team internationally, we manage overseas recruitment pipelines for candidates holding NMBI Decision Letters. Kind Hearts guides host facilities through the Department of Enterprise, Trade and Employment (DETE) General Employment Permit (GEP) application process. In strict compliance with Section 55 of the Employment Permits Act 2024, neither the candidate nor Kind Hearts pays or covers the statutory permit application fee. The host healthcare employer pays the mandatory DETE processing fee (€1,000 for up to 2 years) directly, fulfills statutory advertising requirements under the modernized online Labour Market Needs Test (LMNT), and adheres to mandatory DETE Minimum Annual Remuneration (MAR) salary thresholds, ensuring full legal compliance during WRC statutory inspections.

Yes. When a client facility incurs substantial upfront costs for overseas flights, temporary initial accommodation, or relocation stipends, we can provide standard template guidance for Relocation & Training Bond Agreements. These legally reviewed clauses (enforceable under Irish employment law) allow facilities to recover a pro-rata portion of genuine, documented relocation expenses if a candidate voluntarily resigns within an agreed period (e.g., 12 to 24 months). Important Note: In strict compliance with Section 55 of the Employment Permits Act 2024, statutory permit fees (€1,000 DETE fee) and mandatory employer permit processing costs can never be included in any bonding or clawback agreement or deducted from an employee's remuneration.

We maintain a pre-vetted database of onshore candidates holding Stamp 4, Stamp 1G (with long-term employment permit transition planning integrated), or EU/EEA Citizenship, allowing for immediate hiring without initial permit delay. Candidates under General Employment Permits looking to transition employers are managed in line with Employment Permits Act 2024 rules (including eligible 9-month change-of-employer provisions within the same role category). In compliance with statutory immigration regulations, Stamp 2 (Student Visa) holders are subject to strict work limitations (maximum 20 hours per week during term time) and are therefore not presented for permanent full-time positions.

Clear, compassionate communication is essential for resident safety and care planning. All candidates undergo a structured verbal interview with our recruitment team to evaluate English fluency. For non-native English speakers applying for nursing roles, we require valid IELTS (minimum score 7.0) or OET (minimum Grade B) certificates.

In full compliance with EU GDPR and Data Protection Commission guidelines, all candidate profiles are initially presented in an anonymised summary format. Direct contact details, full addresses, and personal identifiers are withheld until your facility confirms an interest in inviting the candidate for a formal interview.

Our client portal allows Directors of Nursing and HR managers to submit permanent staffing requests for Registered General Nurses (RGNs) across Med/Surg, Orthopaedics, Theatre, ICU, and Geriatric Care; Clinical Nurse Managers (CNM1, CNM2, CNM3) and Deputy Directors of Nursing; and Healthcare Assistants (HCAs).

Presentation timelines depend on whether the candidate is sourced locally or through our international talent pipeline: Local / Onshore Candidates (Ireland): For Registered Nurse (RN) and Healthcare Assistant (HCA) roles in Dublin and nationwide, initial candidate identification and preliminary screening begin as soon as the vacancy requirements are established. Pre-screened shortlists are presented as quickly as candidate availability and screening verifications allow. International / Overseas Candidates: For facilities expanding their talent pipeline overseas, candidate shortlists are generated from our database of international nurses and healthcare assistants. Shortlist presentation is aligned with preliminary background reviews, English language proficiency verification, and professional registration status (e.g., active NMBI pathways). Following shortlist presentation, Kind Hearts coordinates interview scheduling, collates necessary candidate documentation, and assists with agreed recruitment-related next steps. In accordance with Irish regulations, your organisation retains full authority over interviews and final hiring decisions, while formal employment contracts, permit applications (DETE/LMNT), and professional registration approvals remain under the remit of the employer and relevant state authorities.

Yes. Your dedicated account manager handles all logistics—including coordinating interview times (in-person or via Microsoft Teams/Zoom), issuing candidate interview briefs, collecting panel feedback, and managing offer letters and contract negotiations on your behalf.

Relying on temporary agency cover creates unpredictable hourly costs, high administrative overheads, and inconsistent staffing ratios. Securing permanent staff through Kind Hearts significantly lowers your annual agency spend, stabilizes your roster, reduces staff burnout, and builds familiar, trusting relationships between staff and residents.

When your core nursing or HCA staff exercise statutory leave entitlements, Kind Hearts provides dedicated Fixed-Term Permanent Placement recruitment. We source fully vetted clinical candidates willing to accept 6-to-12-month fixed-term contracts directly with your facility, offering roster stability without the inflated cost of daily locum relief.

If your healthcare group operates multiple registered nursing homes or hospitals, candidates placed by Kind Hearts can be assigned to your designated sister facilities under a single group agreement. However, to maintain HIQA Schedule 2 compliance, updated facility-specific Garda Vetting disclosures and local induction records must be filed for each individual location.

Retention begins during the selection process. We match candidates based on commute distance, shift pattern preferences, and cultural fit, ensuring realistic expectations from day one. Furthermore, our structured 30-day, 60-day, and 90-day post-placement check-ins allow us to support candidate integration, resolve settling-in challenges early, and maintain strong retention rates across your team.

Our partnership does not end on day one. Kind Hearts conducts structured 30-day, 60-day, and 90-day onboarding reviews with both the candidate and the Director of Nursing. This proactive follow-up helps resolve any settling-in challenges early, ensuring strong retention and high job satisfaction.

In full compliance with the Protected Disclosures (Amendment) Act 2022 and HIQA safeguarding protocols, Kind Hearts maintains a strict, transparent reporting policy. If a candidate raises a safeguarding concern or clinical incident regarding a previous placement during our screening process, or if an issue arises during their probationary period, it is formally logged and escalated to our designated Compliance Officer and shared with your Person in Charge (PIC) as appropriate to ensure full regulatory transparency.

Yes. Kind Hearts International Care Solutions Ltd holds an active Employment Agency Licence issued directly by the Workplace Relations Commission (WRC) under the Employment Agency Act 1971. Our candidate records, placement logs, and contract documentation are maintained in strict accordance with statutory WRC inspection standards, giving your management team complete legal peace of mind.

Kind Hearts strictly aligns with WRC guidelines and the EU Pay Transparency Directive. We ensure salary ranges or rate bands provided by your facility are transparently communicated in job postings. Furthermore, our recruitment consultants strictly observe the prohibition on asking candidates for their previous salary histories, focusing evaluation solely on clinical merit, qualifications, and benchmarked pay scales.

During candidate pre-boarding briefings, our team provides clear information regarding Irish statutory employment standards, including workplace pension auto-enrolment frameworks. While formal payroll enrolment occurs directly with your host facility upon contract commencement, our recruitment consultants ensure candidates understand how Auto-Enrolment operates alongside their gross contractual remuneration, facilitating a smooth transition during onboarding.