Two hiring lanes for the roles med spas need most.
ScrubOps separates operational support from clinical recruiting so each role gets the right sourcing strategy, pricing model, onboarding path, and replacement terms.
Offshore talent for front-office capacity.
This lane is for high-volume work that keeps patients moving but does not require a license or in-person presence.
Remote receptionist
Inbound call coverage, intake routing, missed-call recovery, and front-desk backup.
View role guideScheduling coordinator
Consult booking, provider calendar support, reminders, confirmations, and reschedules.
View role guideLead follow-up coordinator
Fast response to new leads, CRM updates, nurture touches, and booking handoff.
View role guidePatient concierge
Patient communication, rebooking outreach, post-treatment check-ins, and service coordination.
View role guideIn-market search for clinical and revenue roles.
This lane is for licensed, in-person, or leadership roles where candidate scarcity and local market fit matter.
Injector or aesthetic nurse
Direct outreach and screening for providers with aesthetic experience and aligned compensation expectations.
View role guideNP or PA
Local sourcing for advanced providers who fit the practice model and supervision structure.
View role guideTreatment coordinator
Search support for consult conversion, patient education, and sales coordination roles.
View role guidePractice manager
Operational leadership for clinics adding providers, services, locations, or stronger sales systems.
View role guide
What ScrubOps handles.
We run the recruiting motion and give owners a clean path from need to hire without making every role feel like a custom project.
Role scoping
We define responsibilities, systems, schedule coverage, required credentials, compensation, and success metrics.
Sourcing and screening
ScrubOps sources, screens, and shortlists candidates against the lane and role requirements.
Candidate coordination
We support interview scheduling, feedback loops, offer coordination, and next-step discipline.
Onboarding handoff
The client receives a clear handoff so the hire knows the tools, responsibilities, and expected cadence.
Workflow setup
For Package B, we support SOPs, training structure, CRM and scheduling guidance, and launch readiness.
Replacement guarantee
Replacement terms are included in the agreement so owners know what happens if a hire does not work out.
The questions we use to find the right lane.
Operational capacity
- Who handles scheduling, follow up, CRM, and patient comms today?
- How quickly does your team respond to new leads?
- Are missed calls or slow responses costing you bookings?
- What would change with one more reliable support person?
Local clinical talent
- Which roles are hardest for you to fill right now?
- Are you currently hiring injectors, estheticians, or managers?
- What would a strong injector or practice manager be worth to you?
- How soon are you looking to hire?
Tell us where the team is stretched.
We will help you decide whether to start with remote support, local recruiting, or both.