Executive search
Healthcare Administration & Revenue Cycle
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 starts with the work behind this request: This family covers the administrative and financial side of healthcare. It does not cover clinical staffing, which is a different market.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
You have a business to run.
Hiring a senior person yourself takes time you do not have. Here is what we hear from owners and hiring managers every week.
Not sure if you need interim or fractional? Use the decision helper
- The seat is open and the work is piling up on you.
- A job posting brings in hundreds of resumes and none of them have done the job.
- You do not have weeks to screen, chase and schedule.
- You need to know the person can do it before they start, not after.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
Healthcare Administration & Revenue Cycle titles we fill
Titles with a page link through to it. The rest are titles we also fill; choose one and we pass it to the form with your request.
- Interim Revenue Cycle ManagerSpecialist search for Interim Revenue Cycle Manager. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Contract Medical CoderSpecialist search for Contract Medical Coder. Discuss the scope, relevant experience and several vetted options. No fee unless you engage someone we present.
- Contract Coding AuditorFix your clinical documentation and coding accuracy with a Contract Coding Auditor. We provide specialists for revenue integrity and audit remediation.
- Coding AuditorFix your clinical documentation and coding accuracy with a Contract Coding Auditor. We provide specialists for revenue integrity and audit remediation.
- Contract Medical Billing SpecialistHire a skilled Contract Medical Billing Specialist to stabilize your revenue cycle. Ensure clean claim submission and denial resolution during transitions.
- Medical Billing SpecialistHire a skilled Contract Medical Billing Specialist to stabilize your revenue cycle. Ensure clean claim submission and denial resolution during transitions.
- Contract Credentialing SpecialistA Contract Credentialing Specialist manages the provider enrollment lifecycle to ensure uninterrupted billing and payer compliance for healthcare organizations.
- Contract Epic AnalystEngage a Contract Epic Analyst to audit system configurations, resolve clearinghouse rejections, and restore financial throughput in your EHR.
- Billing ManagerA focused guide on hiring a Billing Manager to improve revenue cycle metrics, reduce denials, and manage your specific EHR billing workflows.
- billing managerA focused guide on hiring a Billing Manager to improve revenue cycle metrics, reduce denials, and manage your specific EHR billing workflows.
- Patient Financial Services ManagerFind a Patient Financial Services Manager to audit your billing workflows, reduce claim denials, and stabilize your accounts receivable performance.
- Patient Access ManagerHire a Patient Access Manager to fix front-end registration errors, reduce denials, and ensure clean patient data for your billing and revenue cycle.
- patient access managerHire a Patient Access Manager to fix front-end registration errors, reduce denials, and ensure clean patient data for your billing and revenue cycle.
- Credentialing ManagerHire a Credentialing Manager to oversee provider enrollment, state licensing, and hospital privileges for consistent revenue flow and compliance.
- Certified CoderFind a Certified Coder who matches your facility setting, clinical specialty, and EHR system to stabilize your revenue cycle and documentation accuracy.
- CDI SpecialistHire professional Clinical Documentation Improvement specialists to manage provider queries and medical record accuracy. Improve your revenue cycle integrity.
- CDI specialistHire professional Clinical Documentation Improvement specialists to manage provider queries and medical record accuracy. Improve your revenue cycle integrity.
- prior authorization specialistHire a prior authorization specialist to audit and process insurance approvals. Reduce claim denials and improve your revenue cycle efficiency.
Hiring guides
Not sure which title fits? Describe the seat in the form and we will match it.
Related roles
Executive roles above this family
Non clinical roles with specific language
This family covers the administrative and financial side of healthcare. It does not cover clinical staffing, which is a different market. An interim revenue cycle manager runs the process from patient access to payment. Medical coders translate records into codes. Coding auditors check the accuracy of that work. Medical billing specialists prepare and follow claims. Credentialing specialists keep provider enrolment and licences current. Epic analysts configure and support the electronic record system.
Each has its own pool and vocabulary. A coder is not a biller, and a biller is not a revenue cycle manager. Describe the process step that is failing: registration, coding, claims, payment posting, denials, or enrolment.
If you are unsure, tell us what you see in results and we will help trace it.
Manager or specialist
An interim revenue cycle manager owns the performance of the cycle, the team and the relationships with payers and vendors. They examine where claims stall, set priorities and report to leadership. Specialists perform defined tasks. A coder who works well inside a weak process cannot fix the process.
If the leader has left and work is slipping, a manager is the answer. If the process is sound and you have a backlog of charts or claims, contract specialists are efficient.
Auditing sits between. A coding auditor needs independence and the standing to give findings that coders will accept.
Technical differences
Coding differs by setting and by specialty. Professional fee coding, facility outpatient coding and inpatient coding use different rules. Specialty experience such as surgery, cardiology or emergency care matters. Credentials differ and should match the setting.
Billing differs by payer type and by the claim systems used. Credentialing differs by the payers and boards involved. Documentation improvement work needs clinical understanding and tact with providers.
Epic work is by module: registration, scheduling, billing and others. Certification in the relevant module matters, and so does experience with an actual build or support environment.
Where we find people and how we screen
We draw on contract coders and billers, former hospital and physician group staff, revenue cycle managers between roles, credentialing specialists from health systems and independent system analysts. Some come from outsourcing companies that serve many providers.
Screening checks credentials and measured performance where they can be described. We ask about accuracy audits, types of charts coded, volumes managed in general terms and how they handled denials. For managers we ask how they diagnosed a problem and who they involved. For analysts we ask what they built and tested.
We also check discretion with patient information.
Dependencies across the organization
Revenue cycle work depends on clinical documentation, front desk accuracy, payer behavior and system configuration. A denial is often the result of an error several steps earlier. Fixing it at the end only treats the symptom.
Credentialing depends on providers returning paperwork. Coding depends on providers documenting clearly. Billing depends on registration capturing coverage correctly. Systems depend on the business agreeing how they should work.
Tell us which steps are weak and which departments the person must work with.
Briefing mistakes specific to healthcare administration
Common mistakes include asking for a billing person when the problem is coding or registration, leaving out specialty and setting, and failing to name the system. Another is expecting a contractor to change provider documentation habits without support from leaders.
Briefs also hide backlog, denial patterns or payer disputes. Candidates with experience can help only if they see the facts.
Finally, be clear about privacy rules, access and remote work. Candidates must know what systems and records they will see.
Questions to settle before you brief
Tell us the type of organization: a hospital, a physician group, a specialty practice or an outsourcing company. Each has different payers, systems and volumes of work. Also say whether the work is on site or remote, and what training is required to access your systems.
Add the specialties involved and any recent changes, such as a new system, a merger or a change of payer mix. Change is a common source of denials and delays, and candidates who have lived through it can recognize the pattern.
Finally, say who will check the first examples of the person's work. Healthcare administration runs on accuracy, and a clear feedback loop at the start protects you and the new person alike. Candidates who know they will be reviewed tend to ask better questions and to settle in more confidently.
Questions
How does an administrative or revenue cycle search begin?
We define the assignment, reporting structure, and required experience before contacting candidates. You then review vetted options to decide who you wish to engage.
What fees are due at the start of the search?
There are no upfront fees for beginning a search. We only invoice for services once you have engaged a candidate we presented.
Do I pay if I interview candidates but do not hire?
No payment is required if you do not hire anyone. We invoice only after you engage an interim professional based on agreed terms.
Can you approach individuals who are currently employed?
Yes, we headhunt active professionals and independent executives. We assess their interest, availability, and potential conflicts before presenting them to you.
How do you ensure candidate titles match our actual needs?
We map your specific operational requirements to the necessary skill sets instead of relying on standard job titles. This ensures the person can perform the exact tasks your current process requires.
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.
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.