Role search
Get a RCM consultant who can own revenue cycle bottleneck adjustments.
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: A consultant brings a forensic perspective to your revenue cycle that permanent staff often lack due to organizational inertia. The assignment requires immediate diagnosis of why clinical documentation stalls in the transition to billable claims.
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
- RCM consultant
The judgment call
What this hire really comes down to
A consultant brings a forensic perspective to your revenue cycle that permanent staff often lack due to organizational inertia. The assignment requires immediate diagnosis of why clinical documentation stalls in the transition to billable claims. You need an executive who treats the revenue cycle as a functional factory, where every bottleneck in coding or charge capture requires a specific mechanical adjustment rather than a policy memo.
This person must possess the technical maturity to manipulate your specific EHR billing module without needing a transition period. They identify where patient data errors or payer-specific formatting requirements degrade your net collection rate. The goal is to move beyond superficial reporting and force the structural changes in departmental handoffs that prevent revenue leakage.
What we check
What we check before you see anyone
- We verify that the candidate has led a recovery of A/R days for a patient volume and payer mix comparable to your facility. We specifically look for their experience with your version of Epic, Oracle Health, or athena to ensure they understand the backend logic of your claim scrubbers and clearinghouse integration. This includes verifying their proficiency in handling the specific revenue management portals that dictate whether your claims are accepted or rejected upon initial submission.
- We validate their history in CDI improvement programs. This includes reviewing how they managed the interaction between coding staff and clinicians to ensure that high-acuity services are captured accurately. We confirm they have personally audited claim denial patterns to identify whether the issue is front-end registration error or back-end coding deficiency, often identifying hidden failures in mid-cycle data flow that internal teams missed.
- We test their understanding of payer contract logic. A consultant must be able to calculate the variance between expected and actual payments to identify where your contract management system fails. We look for evidence that they have rebuilt workflows for specific difficult payers rather than just accepting low yield. They must demonstrate they know how to reconcile complex EOBs to spot patterns in underpayments that indicate a systemic failure rather than isolated clerical mistakes.
- We confirm they have successfully managed large-scale billing office restructures. We look for proof that they held the authority to reorganize staff roles or modify system permissions. We verify their ability to translate these technical fixes into clear, actionable updates for your board regarding financial health and cash realization, ensuring they can stand in front of skeptical stakeholders to explain the technical debt being addressed.
Sourcing
Where we find them
We locate these professionals by identifying individuals who have moved between diverse hospital systems. These candidates are often high-performing directors who have spent years debugging revenue cycle problems in disparate EHR environments. They prefer project-based work because it allows them to focus on execution and measurable results rather than the long-term management of staff personnel.
Our search concentrates on those who have spent at least a decade in the weeds of patient financial services. They move when they see an environment where their technical skillset is the missing piece to a systemic problem. They are looking for direct influence over billing architecture and are comfortable entering an organization to reset failing processes.
Where searches go wrong
Mistakes we see
- Hiring someone who focused exclusively on strategy but lacks hands-on experience with the specific EHR billing module you use. They propose high-level changes that cannot be implemented within the technical constraints of your existing software setup.
- Accepting a candidate who relies on general industry best practices instead of auditing your specific payer mix and denial data. These consultants often impose off-the-shelf workflows that fail to address the unique claim nuances of your regional insurance carriers.
- Neglecting to test the consultant on the human element of CDI. If they cannot communicate the urgency of documentation requirements to clinical leads, their technical fixes will not resolve the root cause of your claim rejection.
The search
How the RCM consultant search runs
- First, we screen for direct technical fluency in your EHR platform. We ignore any candidate who has not spent years managing specific billing modules, focusing instead on those who know the configuration menus and audit logs.
- Next, we conduct a performance review of their prior turnaround projects. We discuss specific cases where they reduced denial rates or shortened A/R cycles, requiring them to explain the precise steps they took to overcome internal resistance to process change.
- Finally, we bring the top candidates to you for a focused discussion on your current performance dashboard. This final step reveals whether their experience matches the immediate, granular problems your system faces regarding documentation integrity and claim submission accuracy.
Questions
How does an RCM consultant differ from a permanent VP?
An RCM consultant operates with a singular focus on immediate process resolution and project execution. They do not handle long-term organizational development or personnel management, allowing them to fix broken workflows without political friction.
Is specific EHR knowledge mandatory for this hire?
Yes, deep fluency in your specific billing module is essential to prevent costly onboarding time. You need someone who can audit and repair your configurations immediately.
What is the primary way they improve cash flow?
They reduce the volume of claim denials by fixing front-end registration errors and ensuring clinical documentation supports the billed codes. This accelerates the collection timeline and reduces the frequency of re-billing cycles.
Do you charge fees before a hire?
No upfront fee. You pay only if you hire.
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.