Google Ads for Healthcare Recruitment (2026 Edition)

If you are trying to fill a clinical vacancy, Google Ads can work, but only under conditions most guides never check. Search results for this topic are dominated by patient-advertising guides, which usually tell you to block job searches, and by advice written for corporate recruiters filling hundreds of roles. A clinic filling one or two roles has fewer searches, almost no conversion data, and a prize that disappears the moment the role is filled.

This guide is for practice owners, managers and group operations leads. It helps you decide whether to try Google Ads for a vacancy, price a test before you spend, keep hiring ads away from patient campaigns, stay inside Australian rules, and know when to stop.

It does not cover attracting patients (start with our Google Ads benchmarks for healthcare clinics), recruiting clinical trial participants, or marketing for recruitment agencies.

How to read this guide

• Numbers marked as placeholders show the arithmetic. They are not benchmarks, and no reliable public Australian benchmark for hiring through Google Ads exists.
• “Our reading” marks analysis. It is not a Google statement or a research finding.
• Platform and legal details change. Recheck them when you act.
• A qualified enquiry is a contact from someone who holds, or could hold, the registration the role needs and could realistically work at your location. Set that rule before you launch.

Does Google Ads work for recruiting doctors, dentists and allied health in Australia?

Google Ads for healthcare recruitment can work for a clinic hiring a GP, dentist or allied health clinician, but only if three things hold: your offer is competitive with live local listings, enough relevant job searches exist within commuting distance, and every enquiry gets a fast reply. If one fails, fix it before spending.

Hiring ads also need a stop rule. A vacancy has one prize, so spending should end once enough qualified candidates are in process.

Is Google Ads the right tool for this hire? The Five-Check Gate

Start by assuming it might not be. Ads bring more people to look at your offer. They cannot improve the offer, and they cannot make your clinic look more credible than it does when a candidate checks. Our reading, developed in our guides on why doctors reject job offers and building a clinic employer brand, is that pay works as a gate, and that location, flexibility and support decide between offers that clear it.

Run five checks before spending anything:

1. Offer. Put your offer beside two or three live local listings for the same role. Are you clearly not the weakest on what candidates compare first (billing split, guarantee, hours, patient mix, nursing and admin support)? If not, fix the offer. Ads will only show more people something they will decline.
2. Verification. Search your clinic name. Do your website, Google Business Profile, reviews and board listings tell the same story? If not, fix the inconsistencies first.
3. Demand. Can the clicks you need arrive in the time a vacancy is worth waiting? The maths section below answers this. If not, use boards, referrals or social channels instead.
4. Response. Does a named person reply to every enquiry within one working day, including when the practice manager is on leave? A candidate who waits three days has often moved on.
5. Economics. Does the expected value of a filled role exceed the cost of the test plus your own time? The maths section answers this too.

How to read the result. One failure: fix it first if it is the offer or the response process, then launch. Two or more: do not launch yet. The money does more good fixing the failures.

Do the offer check with real listings, not memory. If you are weakest on the things candidates compare first, you have your answer before you spend a dollar.

Terms used in this guide

Term	Meaning here
VR / non-VR GP	Vocationally registered or not. Listings use the labels to signal a GP’s Medicare recognition. Confirm exact definitions with the Department of Health or your adviser.
DPA	Distribution Priority Area. International medical graduates work in a DPA to be eligible for Medicare. The Department’s page lists the most recent annual DPA update as March 2025, and a catchment’s classification can change. To check a location, use the Department’s Health Workforce Locator.
MMM	Modified Monash Model, a remoteness classification from MM 1 (major city) to MM 7 (very remote). The same locator shows it.
19AB	A section of the Health Insurance Act that restricts Medicare access for some doctors trained overseas. Listings mention it when exemptions apply.
Search terms report	The list of what people actually typed before seeing your ad
Impression share	The share of eligible searches where your ad appeared

Who Google Ads can reach, and who it can’t

A Google Search ad reaches someone who has typed something into Google. That makes it useful for active job seekers and close to useless for a clinician who is content where they are. Our reading is that many hires come from people who were not scanning the market until something reached them.

Search catches people at the moment they start looking, which is valuable but narrow. For the other group, see our guide to reaching clinicians through social media.

Can you target doctors by job title on Google?

Not on Google Search. A Search Engine Land overview lists keywords and in-market audiences as the targeting on Google Ads, job title and seniority on LinkedIn, and job title, employer or interest on Facebook and Instagram. Check the options in your own account, because they change.

Is Google for Jobs available in Australia?

Not according to Google’s own documentation. Google’s job posting documentation, last updated 8 September 2026, lists the regions where the job search experience is available, and Australia is not among them. Read Google’s job posting documentation and recheck it before relying on this, because the list can change.

How do you advertise a clinic job on Google in Australia?

There are four routes: paid Search ads, your own careers page appearing in ordinary results, listings on boards that already rank, and ads on other channels. Google’s job search panel is not one of them while Australia is off the list.

If that stays true, paid search may be one of the few ways a clinic’s own page appears beside the boards on generic job searches. That is an inference, not a measurement. Check who is bidding in your area. For what the page itself should show, see our careers page guide.

What the Australian results look like

While researching this guide, a search through a research tool for “GP jobs Melbourne” returned job boards and agencies, including MJA Jobs, AusDoc, HealthcareLink, Indeed Australia and CareerOne. That was not a live Google page, so repeat the check for your own area. It takes twenty minutes:

1. Write down five phrases a candidate would type: “GP jobs [your area]”, “VR GP [your area]”, “associate dentist [your area]”, “[your clinic] jobs” and “[your clinic] careers”.
2. Search each in a private window with your location set to the area.
3. Record who holds the ads and the top organic results.
4. Note whether your own site appears for “[your clinic] jobs”.
5. Note what the top ads lead with: pay structure, location, flexibility or support.

Where Google Ads sits among the channels

Channel	Reaches	Main limit
Google Search ads	People searching for a role or employer now	Capped by search volume; you compete with boards and agencies
Job boards (recruitGP, AusDoc.JOBS, HealthcareLink, MJA Jobs, SEEK, Indeed)	People already browsing listings	You are one listing among many
Social and video	People not searching	Needs creative; harder to attribute
Referrals and recruiters	Clinicians who know someone, or sit in an agency’s database	Slow and unpredictable, or paid by fee. Get quotes.

What a hire is worth, and what a test costs

Most advice on Google Ads for recruitment starts with cost per click. Start instead with the chance that spending delivers a hire, and what a hire is worth to you.

How much does it cost to recruit with Google Ads?

There is no reliable public Australian figure. Total cost has four parts: ad spend, any management fee, your internal time, and any board or agency fees you still pay. Estimate click cost from Keyword Planner, price a test using the steps below, and compare it with what a filled role is worth.

Do not borrow patient benchmarks. Cost-per-click and cost-per-lead figures for patient searches describe a different auction and a different searcher.

Step 1: the Reverse Funnel

Chance a qualified enquiry becomes a hire (h) = interview rate × offer rate × acceptance rate

The rates are yours. As placeholders, suppose half of qualified enquiries reach interview, half of interviews lead to an offer, and 70% of offers are accepted. Then h = 0.5 × 0.5 × 0.7 = 0.175. That means about 5.7 qualified enquiries per hire on average.

Step 2: the chance a campaign delivers a hire

Averages mislead when you fill one role. With N qualified enquiries, the chance of at least one hire is:

P = 1 − (1 − h)^N

Qualified enquiries (N)	Chance of at least one hire (h = 0.175)
3	about 44%
5	about 62%
8	about 79%
10	about 85%

This treats every enquiry as independent and equally likely to convert. In practice a weak offer lowers h for all of them, so the table is the best case for a given h.

Step 3: demand, geography and the clock

Patient advertising teaches tight targeting: suburb by suburb, a few kilometres around the clinic. Applied to hiring, that habit can leave a campaign that barely shows.

Check demand first:

1. List eight to twelve phrases a candidate would use for your role and area, mixing role plus place, pay-structure and eligibility terms such as “DPA”, and your clinic name plus “jobs”.
2. Open Keyword Planner and set the location to the area a clinician could realistically commute to.
3. Record the monthly search ranges and the top of page bid ranges. Google describes the low range as roughly the 20th percentile and the high range as roughly the 80th percentile of what advertisers have historically paid for top-of-page placement in your location. Ranges can be missing for keywords with limited history. Treat the high range as a cautious ceiling for click cost, not a price you will pay. See Google’s Keyword Planner forecast guide.

Two separate things stop campaigns serving. A keyword with very little search traffic is not eligible to show, which is separate from your bid or ad quality.

And a geography can be too small: targeting one postal code, a small radius or a low-population city may limit reach or prevent serving. Google explains the second case on its targeting too narrow page.

Then work out how long the clicks take to arrive:

Qualified enquiries per month = relevant searches × impression share × click rate × click-to-enquiry rate × qualified share

Using placeholders for a thin market: 400 relevant searches a month, your ad on half of them, 5% of viewers click, 10% of clickers enquire, 60% of enquiries qualified. That is 10 clicks and 0.6 qualified enquiries a month. Reaching 5 qualified enquiries (a 62% chance of a hire) takes about eight months.

For a workable market with 1,500 relevant searches and the same rates: 37.5 clicks and 2.25 qualified enquiries a month. Reaching 5 takes about two months.

In thin markets the binding constraint is click volume, not budget.

Step 4: price the test and compare it with what a hire is worth

1. Clicks per qualified enquiry = 1 ÷ (click-to-enquiry rate × qualified share) = 1 ÷ (0.10 × 0.60) ≈ 17.
2. Clicks for N = 5 ≈ 83.
3. Test spend = clicks × cost per click. At placeholder costs of $3, $6 and $12 a click, that is about $250, $500 and $1,000.

Now the benefit:

Expected net value = P × Z × (weeks avoided × weekly contribution lost + fees avoided) − spend − internal time − management fee

Z is the share of ad-sourced hires that would not have happened on a similar timeline anyway. It is the number people skip and the one that matters most.

Workable market, placeholders: P = 0.62 (N = 5), Z = 40%, 4 weeks avoided, $3,000 weekly contribution lost, $0 fees avoided, $500 spend at $6 a click, $1,500 internal time, no management fee.

Expected net value = 0.62 × 0.40 × $12,000 − $500 − $1,500 ≈ $980.

Thin market, same placeholders: the clicks take eight months, so the four-weeks-avoided assumption no longer holds unless the role will genuinely stay open that long. Treat the benefit as near zero and the result is roughly −$2,000.

Sensitivity checks:

• If Z falls to 20% in the workable market, the result falls to about −$510.
• If click-to-enquiry falls from 10% to 3%, clicks per qualified enquiry rise from about 17 to about 56, and the workable market’s two-month wait becomes about seven months.

A small change in two assumptions flips the answer, which is why the gate comes first. Replace every placeholder with your own numbers.

Step 5: set the Stop Rule

Patient advertising can scale because each new patient has lasting value. A vacancy has one prize. The first few qualified candidates are worth far more than the tenth.

Stop rule: pause or throttle spending when N qualified candidates are in process.

Choose N before you start, based on how many candidates you can interview within a fortnight. Resume if the pipeline drops.

Campaign types for hiring

Type	Role in a hiring account	Caution
Search	The core: role plus place, and pay-structure searches	Needs the demand check above
Branded Search	“[clinic] jobs” and “[clinic] careers”	Cheap protection; see the keywords section
Demand Gen and YouTube	Possible reach for clinicians who are not searching	Needs creative; results are harder to read at hiring volumes
Display and remarketing	Following up careers-page visitors	Audience lists must meet Google’s size requirements, and one clinic’s traffic may fall short
Performance Max and broad match	Rarely suited to a single vacancy	Less control over where ads appear, so patient and hiring intent can mix (our reading)

Account structure: keeping hiring ads away from patient ads

This is where clinics with existing accounts get hurt, because patient and hiring searches share vocabulary: “dentist”, “GP”, the same suburb names.

Most healthcare Google Ads advice, including our own benchmarks guide, tells you to exclude words like “jobs” and “salary” from patient campaigns. Hiring campaigns want exactly those searches. If both sit in the same campaigns with the same negatives and goals, each can damage the other.

Our reading of why. Automated bidding learns from whatever you count as a conversion. If a candidate’s call counts the same as a patient booking, patient campaigns may learn from the wrong people. If broad match or another expansion option wanders beyond your keywords, a patient may see a hiring ad or a candidate a booking ad.

The Two-Sided Account

1. Separate campaigns for patients and hiring, with separate budgets.
2. Separate conversion goals, applied only to the hiring campaign.
3. One hiring campaign per role family, not per vacancy. Two GP roles in the same area belong together. A GP and a dental assistant do not.
4. Cross-negative lists in both directions.
5. Search campaigns first.

Campaign	Typically exclude	Check before blocking
Patient	jobs, careers, vacancy, hiring, employment, locum, salary	“Bulk billing” appears in both patient searches and job listings
Hiring	book appointment, opening hours, new patient, urgent care, prices	“Near me” appears in both

Review the search terms report in both campaigns weekly for the first month. Groups should also read our multi-location Google Ads strategy.

Keywords and ad copy that match how Australian clinicians search

Generic recruitment guides use US examples. Australian listings have their own vocabulary, and it shows what candidates compare.

The intent ladder

Tier	What the candidate is doing	Example patterns	Treatment
1: Role + place	Looking for a specific job	“GP jobs [suburb]”, “associate dentist [region]”, “physio jobs [city]”	Core ad groups
2: Structure and eligibility	Comparing deals, or checking whether they can take the role	“VR GP”, “non-VR GP”, “DPA GP jobs”, “mixed billing GP”	Separate ad groups that lead with the structure
3: Your name	Checking you out	“[clinic] jobs”, “[clinic] careers”	Always on, low cost
4: Research	Gathering information	“GP salary Australia”	Write content instead of buying ads

Tier 3 is the cheap one people skip. We expect candidates who see your ad to search your clinic name next, so check your own branded search data. If you are not the first result for your name plus “jobs”, a board listing or an agency ad may take the click.

Starter patterns to validate in Keyword Planner (patterns from how listings read, not volume claims):

Role	Patterns
GP	GP jobs [suburb]; general practitioner jobs [region]; VR GP [region]; non-VR GP jobs; DPA GP jobs; mixed billing GP
Dentist	associate dentist [suburb]; dentist jobs [region]; locum dentist [city]
Physio and allied health	physio jobs [suburb]; physiotherapist jobs [region]; psychologist jobs [city]; podiatrist jobs [region]
Nursing and practice staff	practice nurse jobs [suburb]; registered nurse general practice [region]

What each candidate weighs (our reading, to validate with the questions your own candidates ask)

Candidate	What they are likely weighing	What the ad should lead with
Registrar or new fellow	Supervision, teaching, structure	Mentoring, rostering, support
VR GP	Billing split, patient mix, flexibility	Structure, guarantee, hours
Overseas-trained or non-VR GP	Eligibility, support, timelines	What you can support, with care (see the roles section)
Associate dentist	Chair time, equipment, mix of work	Equipment, nurse support, case mix
Physio or allied health	Caseload, mentoring, location	Mentoring, hours, location
Locum	Dates, rate structure, speed	Specific dates and a fast reply

Writing the ads

Responsive search ads cap headline and description length, so check the current limits in your account. Add a call asset so a candidate can phone from the ad. Location settings decide whether Google shows your ad only to people in an area or also to people showing interest in it, so check which option your campaign uses.

Six fictional examples, and the claim to prove before using each:

Headline pattern	Prove before using
“VR GP Wanted, Geelong”	The role is open and the vocational requirement is accurate
“Mixed Billing, Full Books”	Billing model and patient load are current and match the page
“DPA Location, GP Role”	The area is currently a DPA, checked in the Health Workforce Locator
“Associate Dentist, Penrith”	Engagement type is stated correctly
“Physio Role, Mentoring”	Mentoring is real and described on the landing page
“Locum GP, March Dates”	Dates and rate structure match the page

Rules for the words: state billing structure or conditions rather than income promises. Do not signal age, sex or similar preferences, including by implication. Do not promise registration, visa or provider-number outcomes. Use the same numbers in the ad, the landing page and your listings.

Where the click lands: the page candidates use to check you

A candidate who clicks your ad is checking you, not applying. They will look at your website and Google profile, read reviews, and sometimes ask colleagues. Treat the page as a verification surface, and keep it within the limits in our Ahpra checklist.

For ads specifically:

• One landing page per role family, not the homepage and not a generic page listing everything.
• Match the ad. If the headline says “Mixed Billing, Full Books”, the first screen says so too.
• Show the same facts everywhere. Hours, billing, location and contacts must match your Google Business Profile and board listings.
• Keep the form short: name, phone, and one qualifying field such as registration status. When candidates are scarce, a lost enquiry costs more than a poorly qualified one, and one qualifying field filters cheaply. That is our reasoning, not a measured result.
• Show a phone number and a named person, and state when they reply. Some candidates will phone, so track calls so they count. Recording calls is regulated and the rules differ across jurisdictions, so get legal advice before you record.

Conversions, bidding and budgets with few hires

Automated bidding learns from conversions. A clinic filling one or two roles a year cannot feed it hires, and may struggle to feed it enquiries.

Choose conversions in order of usefulness

Level	Conversion	Use
Primary	Qualified enquiry: a call above a chosen length, or a form with the registration field completed	What the campaign optimises toward
Secondary	Click to call or apply	Visibility
Observation	Page engagement	Diagnostics only
Optional	“Interview booked” imported later	Groups with enough volume only

Pick a call length that reflects a real conversation, excluding wrong numbers and hang-ups.

What Google actually says about low volume

• Google says advertisers can start Target CPA with no conversion history and that it is effective for campaigns of all sizes. For evaluation, it recommends measuring the last 30 days, including at least 30 conversions. It also says that from 17 August 2026 it is updating its bidding systems for budget-limited campaigns, and that Target CPA and Target ROAS campaigns may see temporary fluctuations. Strategy labels also changed in June 2026, so names in your account may differ from older guides. The source is Google’s Target CPA page.
• Maximize conversions is designed to spend the full average daily budget and has no cost target.
• A Google guide for Display campaigns points advertisers expecting no more than three conversion events a month towards Maximize conversions. It is written for Display, so applying it to Search is our inference.

So Google does not forbid Target CPA at low volume. The real problem is that you cannot tell whether a target is being met.

Budgets are averages

Google says spend on a given day may reach up to twice your average daily budget, and that you will not be charged more than your monthly charging limit of 30.4 times the average daily budget. The detail is on Google’s “Manage your spend” page.

So set the average daily budget as planned monthly spend ÷ 30.4, expect uneven days, and do not treat a daily budget as a hard cap.

Three options (our judgement, not Google’s rule)

Approach	Good when	Risk	Control
Maximize conversions	You want volume and have few conversions	Spends the full budget whatever each enquiry costs	The monthly limit, plus a manual pause at your stop rule
Target CPA, set loosely from the most you would pay per qualified enquiry	You know a sensible ceiling	A target set too low can make you forgo clicks that might have converted. Results are noisy to evaluate.	A loose target, judged over a longer window
Manual CPC on tight keyword sets	Very low volume and you want control	More hands-on	Weekly search terms review

For a single vacancy we would start with the first or third. Conversion thresholds apply per campaign, which is another reason to group similar roles, with the message trade-off noted earlier.

Capture where candidates heard about you

Add a “How did you hear about us?” field and ask on calls. Candidates often click an ad, check you out, and come back by searching “[clinic] jobs”, so last-click reporting credits the branded search. If ad clicks fall while branded job searches rise, the ads may be doing work that other reports attribute elsewhere.

Rules that apply to Australian recruitment ads

This is general information, not legal advice. Have a lawyer review your ad wording and audience settings.

Google’s policy is not the law. Google’s restricted targeting policy sets access-to-opportunities rules for housing, employment and credit ads in the United States and Canada. You can read it on Google’s restricted targeting policy page.

Enforcement follows the location being targeted, so if you target those countries to reach overseas doctors, the restrictions apply there. In the pages we reviewed, we found no equivalent Australian restriction. Many guides recommend demographic targeting, and Google may not block it here, but that does not make it safe.

Australian law covers recruitment advertising broadly.

• The Australian Human Rights Commission’s guidance defines “advertisement” broadly under the federal Sex Discrimination Act, covers work under a contract for services such as independent contractors, and extends to people who cause or permit an ad to be published. The page is archived and may not be current, so treat the Commission’s recruitment advertisement guidelines as a starting point.
• Many GPs work as independent contractors, so do not assume discrimination rules are irrelevant to GP recruitment. If an agency places your ads, the same care applies.
• Other federal, state and territory laws cover other attributes, such as age. A lawyer can confirm which apply.
• Whether an audience setting such as an age or gender filter counts as part of an “advertisement” is a legal question. The cautious position is not to use these filters and to avoid wording such as “young” or “energetic”.

Pay and claims. The Fair Work Ombudsman says job ads must not include pay rates that breach the Fair Work Act or an award or agreement. That concerns employees, and contractor arrangements differ, so ask your adviser.

More broadly, the Australian Consumer Law prohibits misleading or deceptive conduct in trade or commerce, and also prohibits specific false or misleading claims about goods, services, land and employment. Whether a particular job ad is caught is a question for your lawyer. Keep every claim accurate regardless.

Ahpra. A law firm summary says section 133 of the National Law binds anyone who advertises a regulated health service, including practice owners who are not registered practitioners.

We have not found a ruling that settles whether a careers page counts as advertising a regulated health service, so treat it conservatively: no patient testimonials and no clinical claims. Our guide to showcasing workplace culture within Ahpra rules covers the detail.

Candidate data. Privacy and spam rules may apply to follow-up contact. Have your adviser confirm before you build any email or SMS sequence.

Pre-flight checklist

• No age, sex, family status or similar signals in wording
• No demographic audience filters unless a lawyer approves
• Every pay or structure claim is accurate and matches the landing page
• No promise about registration, visas or provider numbers
• Authority to work stated neutrally if needed, not citizenship
• Careers page free of patient testimonials and clinical claims
• Engagement type (employee or contractor) not misstated
• A lawyer has seen the ad text and audience settings

How the plan changes by role and situation

GPs

Eligibility and billing structure drive the search language (Tier 2). See our GP recruitment guide.

Dentists

The same model applies, with different vocabulary and a different board mix. See our dentist recruitment guide.

Physios and allied health

Same model again. Mentoring and caseload tend to be the comparison points (our reading). See our physiotherapist guide.

Nurses and practice staff

Vocabulary differs (practice nurse, registered nurse, enrolled nurse, nurse practitioner), and so does scarcity. Test volume in Keyword Planner first. Where applicants are plentiful, boards and your own page usually do the job, and paid search rarely justifies its cost. We have less Australian evidence on these roles, so run the gate honestly.

Locums

Run a short burst with a concentrated budget, dates in the ad, a very fast reply and a tight stop rule.

Overseas-trained doctors

Eligibility is the core question. Never promise registration or visa outcomes. If you show ads to people overseas, choose location settings deliberately, remember the US and Canada point in the rules section, and take advice because other countries’ rules may apply to ads shown there.

Groups and larger employers

More conversions may make automation workable, so structure by role family across sites. Hospitals and large providers hiring in volume face different economics, and much of this guide still applies.

Regional and DPA roles

Demand is often thin, so use a wider radius, test volume first, and expect to rely on other channels. State Rural Workforce Agencies are worth contacting in rural areas. Confirm current classifications in the Health Workforce Locator before you write them into an ad.

Build it, read it, stop

Build it in nine steps

1. Run the Five-Check Gate.
2. Estimate h, Z and the value of a filled role; choose N.
3. Record demand and bid ranges in Keyword Planner; price the test and the clock.
4. Set the stop rule.
5. Fix the landing page and the facts everywhere; set up call tracking.
6. Separate hiring from patient campaigns, with separate goals and cross-negatives.
7. Launch Tier 1 and branded Tier 3 first; add Tier 2 once the search terms show what candidates use.
8. Choose a bidding approach and set the average daily budget as planned monthly spend ÷ 30.4.
9. Review weekly for the first month, then at 60 and 90 days, and stop when your pipeline reaches N.

Diagnose by symptom

What you see	Check first
No impressions	Keyword status, location size, daily budget, policy status
Clicks but no enquiries	Page matches the ad, form length, visible phone number, page speed, reply time
Enquiries, mostly unqualified	Keywords too broad, missing negatives, vague ad copy
Qualified enquiries, no hires	The offer, the interview process, speed of response

Why hires are the wrong number to count

With so few events, luck dominates. If 3 of 60 visitors enquire, that is 5%, but a standard 95% interval runs from about 2% to 14%. Judge the campaign on qualified conversations, time to first reply and pipeline over a fixed window, not on single weeks. A campaign that reaches its stop rule has done its job.

Getting help

You can run most of this yourself if you have one vacancy, a clean account and no patient campaigns sharing it. The parts that most often justify a second pair of eyes are structural: separating hiring from patient campaigns without disturbing what already works, tracking calls and forms so qualified enquiries are counted properly, and multi-site accounts where volume is enough for automation to help.

We are a healthcare marketing agency, not a recruiter. We cannot fix an offer, a roster or a commute, and we do not place clinicians. What we can review is account structure, conversion tracking and landing pages, before you spend. If you would like that, talk to the Pracxcel team.

Four questions to ask any provider, including us

1. How will you separate hiring from my patient campaigns?
2. What counts as a conversion, and how will you capture calls?
3. How will you stop spending once the pipeline is full?
4. Who owns the account and its data if we part ways?

FAQs