Healthcare executive search

What kinds of leadership searches do we handle?

We handle permanent direct hire searches for hospitals, physician groups, outpatient providers, and post-acute organizations. The roles include chief executive, administrator, COO, CFO, nursing executive, regional operations leader, practice administrator, revenue cycle leader, compliance leader, quality leader, and medical director. We talk about the work, the reporting line, and the change you need from the hire.

For a hospital CEO search, we look at board reporting, physician relationships, and organizationwide decisions. For a clinical director search, we focus on daily oversight, service line decisions, and how the role works with physicians, nursing, and administration.

How does a hospital CEO search differ from a clinical director search?

A hospital CEO search reaches across the whole organization. We ask who the CEO reports to, what the board wants, and where final authority sits for budget, strategy, and major staffing calls. The work is broader than one department.

A clinical director search is closer to the service line. We ask who sets standards, who approves changes, and how the director handles daily decisions with physicians and nursing leaders. Board reporting may sit above the role, so we separate that line clearly.

What do we ask before we begin?

We start with the seat, not just the title. We ask what the person will do on a normal day, what needs to change in this hire, who they report to, and which choices belong to the board, physician-owner, or executive team. That keeps the brief grounded in the actual job.

We also ask about location, travel between sites, schedule limits, and any license or credential detail that affects who belongs in the search. If there are split duties between operations and clinical leadership, we want that spelled out before outreach starts.

How do we reach people who are not applying online?

We map the market and contact people directly. Many strong leaders already have jobs and never post resumes. We speak with them about the work, the reporting line, and the reasons they might consider a change.

You see a short list with a written brief on each person. We share the background, current scope, and the parts of the role that match the search. That gives you a real candidate set, not an unread pile of applications.

Who makes the hiring decision?

You make the hiring decision. We present people who match the brief and keep the process moving through interviews and offer discussions. We do not blur ownership of the seat or the final choice.

For board-reporting roles, we also clarify who interviews and who signs off. That may include the board chair, a physician-owner, or another executive leader. We ask about that line early, so the search does not drift.

What do we need from you first?

Send us the role, the site, the reporting line, and the change you want from this hire. Tell us whether the seat sits with a hospital, physician group, outpatient setting, or post-acute provider. We can then shape the search around the right work.

No upfront fee. You pay only if you hire. 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 else should you ask about this search?

Which related pages help you prepare?

• How long a healthcare search takes and why
• How to hire a Executive Leadership: C-Suite & VP team
• How to hire a Healthcare IT, Epic & Clinical Informatics team
• How to hire a Physician Executives & Medical Directors team
• PE-Backed Healthcare Platforms Recruiters
• Revenue Cycle & Healthcare Services Companies Recruiters
• Our Healthcare Headhunting Process
• Healthcare Recruiter Fees: No Upfront Fee
• Salary Guide Methodology (BLS BLS OEWS May 2025)