Home Health & Hospice Recruiters
Healthcare Headhunters recruits healthcare professionals for employers. No upfront fee. You pay only if you hire.
This is what we do all day: recruit healthcare professionals.
Medicare-certified agencies run on OASIS, PDGM, hospice CAP and quality reporting; leaders manage field clinicians across a territory and must be survey-ready (CHAP, ACHC, TJC).
Contingency search. No fee unless you hire.
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 happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
No upfront fee· Pay only if you hire· Healthcare recruiting only· We reach people who aren't on job boards· Written replacement terms on standard searches
Roles we fill here
Advanced Practice Providers: NP, PA, CRNA
Physician Executives & Medical Directors
Post-Acute, Senior Living & Home-Based Care Leadership
Revenue Cycle, Reimbursement & HIM
Quality, Patient Safety, Case Management & Compliance
Specialty, Outpatient & Community Nursing
Home Health, Hospice & Long-Term Care Nursing
LPN/LVN, Nursing Assistants & Patient Care Techs
Cardiovascular, Respiratory & Neurodiagnostic Technologists
Rehabilitation Therapy & Audiology
Medical Assistants, Nutrition & Patient Support
Medical Coding, Billing & Patient Financial Services
Travel & Rapid Response Clinicians
Hiring situations
Specialty sub-settings
What does the hire need to do?
Send us the role, where the person will work and what needs to change with this hire. We will ask about the work, not just the title. Share any license or schedule limits that could rule someone out before we begin the search.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
What does a home health administrator handle during a typical day?
A home health administrator reviews referrals, schedules, start-of-care timing, and missed visits. They watch OASIS timing, payer issues, and field coverage across the territory. We ask how they handled staffing gaps, plan-of-care delays, and late documentation without taking clinical judgment from the right owner.
They also speak with nurses, therapists, aides, intake, and billing. Some issues belong with the clinical manager. Others belong with the administrator. We ask who signs off on policy changes, who handles escalations, and how they trace recurring problems back to the source.
What does a hospice executive director manage each day?
A hospice executive director keeps admissions, visits, and after-hours coverage moving. They track CAP activity, face-to-face timing, and the chart work tied to each episode. We ask how they handled missed certification dates, survey questions, and field communication when families and clinicians needed quick answers.
Their day includes calls with the medical director, admissions staff, bereavement support, and the field team. They decide on staffing moves, branch issues, and follow-up for compliance gaps. Clinical judgments stay with the clinician. The executive director owns the system, the schedule, and the follow-through.
Which backgrounds fit this territory-based leadership work?
We look for people who have led decentralized care and stayed close to the field. That may come from home health, hospice, post-acute leadership, or a related service line with many daily handoffs. We ask for examples of territory coverage, referral flow, and how they kept local offices aligned with one standard.
Ownership history matters too. A leader from a hospital-owned program may bring a different reporting style than someone from an independent agency. We ask about the service area, the branch setup, and who made final calls in the last role.
What do we screen for before you interview?
We screen for people who can read reports and use them in the field. That includes quality reports, admission trends, documentation backlogs, and payer issues. We ask what they noticed first when a branch slipped, what action they took, and who they involved before making a change.
Survey readiness matters here. We ask about CHAP, ACHC, or TJC survey prep, mock review work, and how they handled findings after a visit. We also ask what they do when nursing, therapy, intake, and billing all see the same issue from different angles.
How do we run the search with you?
You send the role, the territory, and the parts of the job that cannot change. We ask about travel, reporting lines, call expectations, licensure limits, and whether the hire will lead one branch or several. That first conversation keeps the search centered on the work, not only the title.
We then speak with people already working in similar settings and compare their real workday to your opening. We do not hand you a long name list. We bring you a short list with notes on the decisions they made, the teams they led, and the gaps that still need review.
When does direct hire fit, and when do locums or contract coverage help?
Permanent direct hire is our core service for this setting. That fits leaders who will own the territory, the staff, and the reporting rhythm over time. If you need short-term coverage instead, we can discuss that need and match the search to the schedule and the role.
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. We stay clear on who is making the hire, who is supervising the work, and what the leader must hand off on day one.
What else should you ask about this search?
How do you screen a home health administrator for field leadership, not just office management?
We ask for examples from the branch floor, not only from reports. That includes missed visit fixes, clinician coverage changes, and how they handled referral delays with intake and billing. We also ask who they call first when a branch has a documentation problem.
What should we share before a hospice executive director search starts?
Send the service area, call structure, and what the leader owns. We also need to know how much time they spend in the field, who approves staffing changes, and whether you expect survey prep or a turnaround in a branch. That lets us speak with people with matching experience.
Do you recruit leaders who have worked in both home health and hospice?
Yes, when the role truly covers both. We ask how they split attention between hospice CAP work, home health documentation, and field staff oversight. If one side of the job is larger, we screen for depth in that side first.
What if the hire will report to a physician-owner or a small ownership group?
We ask how decisions are made now. That includes spending approval, staffing moves, policy changes, and when the owner wants direct updates. Candidates should be comfortable with close oversight and clear follow-up, so we check for that in the interview.
Which related pages help you prepare?
- How to hire a Home Health, Hospice & Long-Term Care Nursing team
- Home Health, Hospice & Long-Term Care Nursing: positions we recruit
- Clinical Liaison (Home Health & Hospice) Recruiters
- Director of Business Development (Home Health & Hospice) Recruiters
- Director of Clinical Services (DCS), Home Health Agency Recruiters
- Home Health, Hospice & Long-Term Care Nursing Recruiters
- Our Healthcare Headhunting Process
- Healthcare Recruiter Fees: No Upfront Fee
- Salary Guide Methodology (BLS BLS OEWS May 2025)
What do you get at each step of the search?
Our process for every search: calibrate the seat with you, map the market, research the real people, reach out to each one personally, qualify them in live conversation, then hand you a short list with a written brief on each person and support through the offer.
Search Calibration
You get an agreed brief: the work, reporting line, credentials, schedule, and offer you can make.
Market Mapping
You get a search aimed at relevant backgrounds, including people working now who have not applied.
Professional Contact Intelligence
We check appropriate ways to reach the people identified for your search. You do not have to chase them yourself.
Persistent Personalized Outreach
We explain your actual job and follow up with people who may consider a conversation.
Live Candidate Qualification
You see people we have spoken with about the work, interest, and practical fit, not an unread resume pile.
Candidate Intelligence and Process Support
You get a written brief and support through interviews and offer discussions. You make the hiring decision.
What are the fee and payment terms?
No upfront fee. You pay only if you hire. The signed agreement sets the fee and when it is due, along with the placement terms. We agree those terms before the search starts and before any candidate introductions. Temporary or contract coverage is a separate arrangement.
How long will it take to see a short list?
That depends on the job, schedule, available people, and what your employer can offer. We discuss those constraints before outreach and update you as candidates respond. We do not promise a fixed shortlist date. We check the job brief before arranging interviews. Tell us which parts of the role you can change.
What if a candidate receives a counteroffer?
We ask why the person wants to move and discuss competing decisions before an offer. A counteroffer can still change their choice. Keep the duties and offer clear rather than assuming more money settles every concern. Tell us early if parts of your offer cannot change, so the candidate hears it from us first.
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. Ask us to walk through those terms before you sign, so you know how a replacement would work for your opening and who would start it.
What do we not do in a standard permanent search?
We do not bill standard contingency search by the hour or simply repost your job. Temporary coverage is a separate arrangement. Any retainer or different engagement must be agreed, not assumed. Tell us early if you need coverage while the permanent search runs.