Pharmacy, Infusion & Dialysis 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.
340B, USP 797/800, specialty pharmacy accreditation (URAC, ACHC), home infusion, and dialysis clinics under CMS ESRD rules.
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
Practice, Ambulatory & Surgery Center Operations
Pharmacy Leadership & Clinical Pharmacy
Executive Leadership: C-Suite & VP
Specialty, Outpatient & Community Nursing
LPN/LVN, Nursing Assistants & Patient Care Techs
Pharmacists & Pharmacy Technicians
Medical Assistants, Nutrition & Patient Support
Medical Coding, Billing & Patient Financial Services
Setting-specific role searches
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 do we recruit for in pharmacy, infusion, and dialysis settings?
We recruit for roles that handle medication work, infusion delivery, dialysis clinic flow, and service-line leadership. That includes pharmacists, pharmacy leaders, sterile compounding staff, infusion nurses, dialysis nurses, technicians, and administrators. We look at the site, the shift, and the decisions the person will own.
A home infusion manager may review orders, coordinate compounding, and answer nurse questions. A dialysis administrator may watch clinic flow, staffing, supply use, and patient concerns. A pharmacy director may handle dispensing oversight, budgeting, compliance, and team management.
How do we screen for sterile compounding and pharmacy oversight?
We ask about daily work in sterile compounding, outpatient pharmacy, and specialty distribution. For pharmacy hires, we check who handled USP 797 or USP 800 work, who managed 340B tasks, and who owned audit prep. We also ask how they worked with technicians, prescribers, and billing staff.
If the role sits in specialty pharmacy, we ask about accreditation work with URAC or ACHC. We want to know who kept the workflow moving, who reviewed exceptions, and who answered problems at the counter, on the phone, or in the clean room.
What do we look for in home infusion and ambulatory infusion leaders?
Home infusion and infusion center leaders need to manage orders, scheduling, patient teaching, drug handling, and nurse questions in real time. We ask how they handled line access concerns, missed doses, delivery delays, and physician calls. We also ask how they kept service steady across multiple sites or home visits.
A strong candidate can describe a normal day without sounding vague. We want to hear who reviewed the care plan, who checked medication and supply flow, and which issues were sent to the physician-owner or health system leader.
How do we evaluate dialysis administrators and clinic managers?
For dialysis searches, we look for people who know the rhythm of a clinic day. That means chair assignments, staffing, patient arrivals, supply checks, treatment starts, incident follow-up, and communication with nurses and regional leadership. We ask how they handled patient concerns and staff coverage.
We also ask about CMS ESRD rules and the pressure of daily clinic operations. The right person can speak to team huddles, infection control conversations, documentation review, and follow-up after a missed treatment or equipment issue.
What details should you bring us before we start?
Send the role, location, reporting line, and the problems you want fixed. Tell us which credentials matter, which schedule limits matter, and which duties belong to the hire. We use that to separate must-have experience from work that can be learned after start date.
If the seat touches 340B, compounding, dialysis, or home infusion, tell us where the risk sits. We ask about audit exposure, weekend coverage, on-call expectations, and whether the person will lead staff or work as an individual contributor.
How does our search process work for these roles?
We begin with a direct conversation about the work, not just the title. Then we map people who have handled similar daily decisions and reach out to them directly. We qualify them in live conversation and send you a short list with a written brief on each person.
We stay with the search through interviews and offer discussions. If the role is permanent direct hire, we work on contingency. If you need non-permanent coverage, We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What else should you ask about this search?
How do you screen a pharmacy leader for 340B work without overfitting to one hospital model?
We ask which parts of 340B they actually owned. That may be audit prep, split-billing review, contract pharmacy coordination, or issue follow-up with finance and compliance. We also ask what happened when policy, inventory, or reimbursement changed during the workday.
What should a physician-owner tell you about a home infusion opening?
Tell us how the service runs now and what is breaking. We ask about order review, nursing coordination, delivery timing, and who speaks to the physician when the plan changes. If the hire will manage both operations and clinical questions, we need that split spelled out.
How do you judge whether a dialysis manager can run a clinic, not just talk about one?
We ask for examples from the floor. Who covered staffing gaps, who handled treatment delays, and who followed up after a patient or equipment issue. We also ask how they worked with nurses, the administrator, and regional leadership during a normal clinic day.
What if the role mixes sterile compounding, specialty pharmacy, and team leadership?
We separate the duties before search begins. That lets us ask whether the candidate has led clean room work, supervised technicians, handled specialty distribution, or owned the schedule. If one person will not cover every part, we help you define the gap clearly.
Which related pages help you prepare?
- Home Infusion Pharmacy Manager Recruiters
- Dialysis Nurse, Outpatient Dialysis Clinic Recruiters
- Dialysis Nurse (Hemodialysis RN, Acute or Chronic) Recruiters
- Dialysis Patient Care Technician (Hemodialysis Tech, CCHT) Recruiters
- Infusion Nurse (Outpatient Infusion, Chemo Infusion RN) Recruiters
- Inpatient Pharmacy Technician (Hospital Pharmacy Tech) 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.