Role search
Get a Credentialing Manager who can own provider primary source verification.
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters: A provider is ready to work, but payer enrollment or privileges are still unresolved.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
- Credentialing Manager
The judgment call
What this hire really comes down to
The Credentialing Manager occupies a critical intersection of risk management and revenue protection. While your billing team manages claim submission, this manager verifies that the provider is authorized to perform the service. They control the primary source verification process for medical licenses, DEA registrations, and malpractice history. If a provider lacks current hospital privileges or misses a payer re-enrollment deadline, the practice cannot collect payment for their professional services, creating an immediate financial gap.
Your decision rests on whether your current internal process relies on reactive manual tracking or a structured, proactive system. A Credentialing Manager does not merely upload documents into a database. They audit existing provider files to identify missing information before payers trigger an audit or terminate participation. They manage the nuance of hospital bylaws and delegated credentialing agreements. They transition your department from a state of emergency maintenance to a predictable rhythm of ongoing maintenance and accurate payer status tracking.
What should the brief settle before we search?
A provider is ready to work, but payer enrollment or privileges are still unresolved. A credentialing manager should separate verification, enrollment and appointment requirements rather than treat them as one checklist. Ask how they trace an outstanding item to the payer, hospital or provider responsible. Check experience with your delegated credentialing arrangements and specialty mix. Missing renewal information can interrupt an otherwise established provider's work. Agree who communicates with clinical leadership when administrative timing affects scheduling.
What we check
What we check before you see anyone
- We verify technical proficiency with the specific credentialing software or CAQH ProView platform used in your organization. We confirm the candidate knows how to handle individual payer portals versus centralized platforms and how to interpret the specific requirements of government programs versus commercial networks. A candidate who lacks experience with your primary payer mix will require excessive oversight during the enrollment cycle.
- We assess their ability to handle state medical board requirements and hospital privilege bylaws. We look for evidence that they have successfully challenged erroneous entries on provider background reports or rectified historical lapses in licensure. They must demonstrate a thorough process for tracking expirables and triggering renewal applications long before the legal deadline.
- We evaluate their experience in managing delegated credentialing audits. We verify how they prepare for and pass inspections from payers who grant your facility the authority to credential your own providers. We look for a history of maintaining audit-ready files, including accurate record-keeping for malpractice history, board certifications, and curriculum vitae updates.
- We audit their approach to communicating with clinical staff. Credentialing requires providers to submit sensitive personal data and signatures on tight timelines. We check their ability to manage these professional relationships without creating friction, ensuring providers prioritize the necessary paperwork without disrupting their patient care schedules.
Sourcing
Where we find them
We locate candidates within the medical staff services departments of large health systems and specialized medical groups. We also target administrative leads within credentialing verification organizations. These individuals possess a deep understanding of the rigid, compliance-focused environment required to maintain facility accreditation and payer status. They recognize that their work is the foundation upon which all subsequent clinical billing depends.
Why would a manager take this assignment? We source people who excel in the high-precision environment of credentialing and seek to apply their skills in new, complex clinical environments. They are motivated by the challenge of cleaning up disorganized files or standardizing processes during a merger. They prefer roles where the outcomes of their work are measurable through clean claim rates and zero lapses in provider billing authorization.
Where searches go wrong
Mistakes we see
- Hiring someone who treats credentialing as clerical data entry rather than a sensitive compliance function. This leads to missed deadlines and delayed enrollments that directly impact cash flow.
- Failing to confirm the candidate understands the difference between initial enrollment and the ongoing maintenance of privileges. A manager who cannot distinguish between these processes will struggle to prioritize the backlog appropriately.
- Overlooking the need for software fluency. Credentialing involves complex database management; assuming an administrative assistant can learn this on the job without dedicated system training causes significant risk to your provider roster.
The search
How the Credentialing Manager search runs
- First, we define your specific credentialing hurdles, such as a backlog of provider renewals or a recent transition to a new billing vendor. We map your current payer mix against the candidate’s history to ensure they already understand the portal requirements for your major insurers.
- Next, we perform the technical screening to ensure the candidate understands the regulations surrounding primary source verification. We review their methodology for document tracking and how they handle non-compliant or unresponsive providers during the enrollment period.
- Finally, we facilitate direct interviews focused on your specific administrative gaps. You define the immediate priorities, and we ensure the candidate describes exactly how they will audit your current state, stabilize the process, and implement a sustainable tracking system.
Questions
How does a Credentialing Manager differ from a Billing Manager?
A Billing Manager focuses on processing claims for services already rendered. A Credentialing Manager ensures the provider is legally authorized to bill so those claims are eligible for payment.
Do I need this role if I use a third-party CVO?
Yes, you still need an internal lead to manage the relationship with the CVO. An internal manager ensures the CVO receives accurate information and identifies process gaps.
What should we discuss before requesting Credentialing Manager candidates?
A credentialing manager should separate verification, enrollment and appointment requirements rather than treat them as one checklist. Ask how they trace an outstanding item to the payer, hospital or provider responsible.
What software platforms are standard for this role?
Most managers are proficient with CAQH ProView, various payer portals, and software like Cactus or CredentialStream. We confirm the candidate's background matches your environment.
How do you verify if they understand delegated credentialing?
We ask for specific examples of how they prepared for a payer audit. They must explain how they organize provider folders to meet documentation standards.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
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The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.