Physician Groups & Specialty Practices 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.
Physician-owners decide; candidates are judged on productivity (wRVUs, collections), partnership track and payer mix.
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
Primary Care & Hospital-Based Physicians
Medical Specialty Physicians
Surgical Specialty Physicians
Advanced Practice Providers: NP, PA, CRNA
Physician Executives & Medical Directors
Practice, Ambulatory & Surgery Center Operations
Revenue Cycle, Reimbursement & HIM
Executive Leadership: C-Suite & VP
Specialty, Outpatient & Community Nursing
LPN/LVN, Nursing Assistants & Patient Care Techs
Medical Imaging & Radiation Therapy
Cardiovascular, Respiratory & Neurodiagnostic Technologists
Clinical Laboratory & Pathology
Medical Assistants, Nutrition & Patient Support
Medical Coding, Billing & Patient Financial Services
Locum Tenens Providers
Setting-specific role searches
Hiring situations
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.
How do we recruit for physician groups?
We recruit administrators, operators, finance leaders, and physician-facing support staff for physician-owned groups. We ask about the work, not just the title. That means we ask who signs off, who reports to whom, and what this hire must handle in the first months.
We then look for people who have worked inside similar ownership structures. A candidate from a large health system may not fit a partner-led practice. We compare the scope they actually handled, then bring you people who can work inside your reporting line and decision flow.
What does the person do on a normal workday?
A strong hire keeps the daily business moving without pulling physicians into every issue. They review schedules, staffing gaps, payer questions, patient access issues, and billing questions. They also prepare the material physicians need for board or partner discussion.
On a busy day, the person may settle a contract issue, review a variance, or talk through a staffing problem with a site lead. The physician-owner still decides on major business moves. We look for candidates who know where to advise and where to escalate.
Why is title alone not enough here?
Two administrators can share a title and do very different work. One may run a single office. Another may manage multiple sites, billing vendors, and board reporting. We ask what the person actually owned, including budget work, staff oversight, and the kinds of physicians they supported.
That matters because physician groups judge leaders by results and fit with ownership. We talk through wRVUs, collections, payer mix, partnership timing, and how the group makes decisions. A résumé only tells part of that story, so we dig into the rest.
What do we check before we present anyone?
We ask about the specialty itself and how the practice makes money. A procedural group has different daily pressures than a consultative one. We also ask how the candidate handled billing models, managed care questions, physician disputes, and growth changes that affected partners.
We also look at the person’s history with confidentiality and change. In a physician-led group, rumors travel fast. We want people who can speak clearly, keep details inside the search, and work through concerns without creating friction among partners or senior clinicians.
How do we handle offers and closing the search?
Once you choose a finalist, we stay involved through the offer phase. We help compare the role against the candidate’s current work, reporting line, and growth path. If the seat is permanent direct hire, we keep the search on that path.
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. If your need is temporary coverage, We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What should you send us first?
Send us the role, the site or sites, and what needs to change with this hire. We want the real work, the decision maker, the schedule limits, and any credential issue that could rule someone out. That keeps the search focused from the start.
We also ask about partner expectations, reporting lines, and any partnership track. Those details affect who will stay engaged after hire. If the job touches finance, operations, or physician relations, we need to know where the pressure sits.
What else should you ask about this search?
How do you judge fit for a physician-owned group?
We look at who the candidate reported to and who they influenced. We also ask how they handled physician questions, budget issues, and changes that affected partner trust. Title matters less than the work they actually owned.
What if our practice has an informal management structure?
That is common, and we account for it. We ask who really makes the call on staffing, spending, and partner issues. Then we look for candidates who can work inside that structure without creating confusion.
Can you recruit for a group with multiple sites or specialties?
Yes, we compare candidates across site count, specialty mix, and billing setup. The right person has handled similar reporting lines and can move between physician leaders without losing the thread of the work.
What should we prepare before opening the search?
Have the job scope, reporting line, schedule limits, and credential needs ready. If the role sits between physicians and operations, tell us where the person will have authority and where the physician-owner will decide. That helps us search the right background.
Which related pages help you prepare?
- Medical Coder, Remote for Physician Groups & Health Systems Recruiters
- How to hire a Medical Specialty Physicians team
- How to hire a Surgical Specialty Physicians team
- Medical Specialty Physicians: positions we recruit
- Surgical Specialty Physicians: positions we recruit
- Director of Revenue Cycle, Physician Group & MSO 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.