340B Program Manager
- Work
- 340B program oversight reviewing discounted drug purchases, dispensing records, replenishment, contract pharmacy claims, and audit documentation
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.
Choose the position that matches the work you need covered, not just the title on your staffing plan.
No upfront fee. You pay only if you hire.
543 positions across 35 families
543 matching positions
Our positions index helps you separate healthcare roles before you open a search. Similar titles can hide different duties, reporting lines, and credential expectations. We recruit for your vacancy by asking what the person will do during an ordinary workday, where decisions stop, and who takes over when a problem exceeds that role.
Start with the work that cannot wait. If medication administration is part of the job, distinguish licensed nursing duties from support tasks. If the vacancy concerns billing, separate claim preparation from denial follow-up and payer appeals. A broader title will not resolve those differences. Your job description should name the actual assignment.
A department leader may own schedules, staff coaching, and a budget. An executive may hold broader financial and operating accountability. A working supervisor may still carry a patient assignment or production queue. We ask how much hands-on work remains, which decisions need approval, and who reports to the hire.
Daily assignment: What must this person complete before handing work to the next shift or department? Useful answers name patient assignments, appointment queues, claims, reports, or staffing decisions. We compare that work with the candidate’s actual experience, rather than accepting a matching title.
Source pools follow the assignment. Clinical searches may draw from hospitals, ambulatory practices, long-term care providers, or other relevant care settings. Business-office searches may draw from provider billing teams and healthcare administrative operations. Leadership searches need backgrounds with comparable reporting relationships and decision authority, not merely a similar organization size.
We discuss those reasons against your actual opening. If someone wants less direct care or fewer after-hours duties, a title change alone may not make your vacancy a suitable move.
A common mistake is combining licensed care, front-desk coverage, and billing under one vague title. Separate the duties, then decide whether one position can reasonably perform them. Another is treating every manager as an executive. State which budget, staffing, and policy decisions belong to the job before comparing candidates.
Making every preferred credential mandatory. Identify what the work legally needs and what experience or training you would consider instead.
Tell us which work is uncovered, the setting, schedule, reporting line, and necessary credentials. We screen credentials, work history, and fit through questions about comparable assignments. Compare shortlisted candidates against the duties behind your selected position category. People may consider a move for a different schedule, clearer responsibilities, a shorter commute, or a change in setting.
We help clarify the position before searching, including duties that belong with another team.
You review candidates against the work you defined and conduct the interviews or assessments appropriate to that position.
Ask a nursing candidate about assignment boundaries and escalation, a billing candidate about claim preparation versus appeals, or a leader about budget authority and staff supervision. Use your interviews and job-specific assessments to decide whose experience matches the work and reporting line. 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.
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Management titles need the same care.
Send us the duties and reporting line. We can discuss the closest position category without changing your internal title.
Yes, if the assignment is coherent and the necessary license is clear. We ask how time is divided and which duties cannot be interrupted.
Compare authority, not wording. Identify who owns staffing decisions, budget decisions, performance reviews, and hands-on coverage.
Describe the pool’s schedule expectations and onboarding process.
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.
Send us the vacancy and the work behind its title. We can help you choose the right search.