Question 1

Profession and urgency (optional) Who are you hiring? Physicians Hospitalist, family medicine, anesthesiology Advanced practice Nurse practitioner, PA, CRNA Nursing leadership Director of nursing, CNO, unit manager Nursing RN specialist, charge nurse, nurse educator Allied health Imaging lead, therapist, pharmacist Practice operations Practice administrator, clinic manager Revenue cycle and finance Revenue cycle director, controller Executive leadership CEO, COO, administrator, VP How soon? Now The seat is open today Within 30 days Opening soon Planning ahead Building the plan Anything else? (optional) Website I agree that Healthcare Headhunters, a trade name of Royalty Talent LLC, may contact me about this request. I have read the privacy policy . Looking for a job? Join our talent network. Send Us Your Open Role What happens next The initial conversation clarifies the work, location and search terms. Ivan or a senior team member will reach out soon. When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions. 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. Positions we recruit Medical Coding, Billing & Patient Financial Services 18 positions Search positions 18 matching positions AR / Insurance Follow-Up Specialist Work Insurance receivables specialist investigating unpaid claims through payer portals, submission records, account notes, corrections, and appeals Charge Capture Specialist (Charge Entry) Work Charge entry specialist reconciling service logs with professional or facility charges and investigating missing or duplicate entries Coding Supervisor Work Medical coding supervisor overseeing coders, assigning accounts by experience, reviewing coding work, and coordinating difficult case reviews Credentialing Specialist (Medical Staff Credentialing) Work Provider credentialing specialist collecting documents, conducting primary source verification, preparing committee files, and tracking enrollment and revalidation Denials & Appeals Specialist Work Denials specialist reviewing payer reasons and supporting records, preparing corrections or appeals, and tracking submission deadlines Financial Counselor (Patient Financial Advocate) Work Patient financial counselor explaining service estimates, reviewing coverage gaps, processing assistance applications, and documenting balance discussions HIM Technician / Release of Information Specialist Work Health records technician reviewing information requests, retrieving records, checking release permissions, documenting disclosures, and resolving incomplete submissions Inpatient Coder (DRG Coder) Work Inpatient coding specialist reviewing encounters, assigning ICD-10-CM and ICD-10-PCS codes, determining DRGs, and identifying documentation clarification needs Medical Biller (Billing Specialist) Work Billing specialist reviewing charges, submitting claims, correcting edits, resolving denials, posting payments, and following unpaid balances Medical Coder (Certified Coder, CPC, CCS) Work Coding specialist translating provider documentation into ICD-10-CM and CPT codes, reviewing records and querying unclear documentation Outpatient & ED Coder Work Outpatient and emergency department coder reviewing facility or professional encounters, assigning codes, and resolving documentation discrepancies Patient Access Representative (Registrar, Admitting Rep) Work Patient registration representative checking identifiers, verifying coverage, reviewing referrals, and handling scheduled visits, emergency arrivals, or inpatient admissions Prior Authorization Specialist (Pre-Cert, Referral Coordinator) Work Authorization specialist gathering clinical records, submitting payer requests, monitoring decisions, and updating schedulers and billing staff Professional Fee Coder (Pro-Fee, Physician Coder) Work Professional fee coder reviewing physician service documentation and assigning codes for professional claims rather than facility claims Provider Enrollment Specialist (Payer Enrollment) Work Payer enrollment specialist collecting provider documents, checking applications, resolving record discrepancies, and tracking approvals and effective dates Risk Adjustment Coder (HCC Coder, CRC) Work Outpatient coding specialist mapping documented conditions to applicable HCC categories and flagging unsupported reported diagnoses Senior Medical Coder Work Experienced medical coder reviewing complex records, identifying unsupported codes, explaining corrections, and seeking documentation clarification Surgical & Specialty Coder (Interventional, Cardiology, Orthopedic) Work Surgical and specialty coder reviewing interventional, cardiology, or orthopedic documentation and assigning codes for documented services Start with the work What should you settle before you hire? Healthcare Headhunters recruits for permanent positions across this family. We help you separate coding accuracy, claim submission, payer follow-up and patient account responsibilities before reviewing candidates. A person who resolves rejected claims may not have experience assigning codes from clinical documentation. A strong coder may never have discussed an unpaid balance with a patient. Coding work turns documented services into codes used for claims and reporting. Hospital inpatient coding differs from outpatient and professional coding in record review and coding conventions. Ask which account types the employee will handle, not simply whether they know your software. Patient financial services can include insurance verification, estimates, financial counseling, account questions and collections. Supervisory positions add assignments, quality review and escalation decisions. If one position combines these duties, specify the daily split and decision authority. Otherwise, you may select someone for coding knowledge while expecting most of their day to involve payer calls. Ask for evidence What should you check before an offer? Coding scope: Ask, “Which services did you code, and how did you handle documentation that did not support a code?” Useful answers identify the setting, code sets, query route and review process without treating an unsupported assumption as documentation. Claim edits: Ask, “Describe how you investigated a rejected claim before resubmitting it.” Look for a distinction between a submission rejection and a payer denial. The answer should connect the edit to registration, coding, authorization or claim data. Denial follow-up: Ask, “How did you decide whether to correct, appeal or escalate a denied account?” Listen for payer guidance, filing dates, supporting records and documented follow-up. Repeated submissions without identifying the cause are not a sound method. Payment posting: Ask, “What did you do when a remittance did not match the account balance?” A useful answer describes reconciliation, adjustment review and escalation of unexplained differences. Confirm whether the person posted payments or only reviewed posted accounts. Patient conversations: Ask, “How would you explain a balance when the patient disputes insurance processing?” Look for account review before an explanation, clear language and approved escalation routes. The person should distinguish a billing correction from a payment arrangement. Credentials and systems: Ask which coding certification the candidate holds, if your position calls for one, and verify its status. Then ask them to explain a task completed in their billing or record system. Software familiarity alone does not establish coding accuracy. Different backgrounds, different fit Where does relevant experience come from? We look at candidates from hospital business offices, physician practices, outpatient centers, centralized billing departments and revenue cycle service organizations. Their backgrounds can differ sharply. Someone handling professional claims may know payer edits well but need training in hospital account structures. A candidate from a service organization may have worked only one narrow account queue. Possible reasons for moving include a different service mix, clearer account ownership, a shorter commute or more direct supervisory responsibility. We ask what the candidate wants to change and compare that with your actual work. Someone seeking fewer patient calls would be a poor match for a position centered on balance discussions. Avoid these Which hiring mistakes should you avoid? Avoid combining coding, authorization follow-up and collections without defining ownership. State who answers documentation questions and who contacts payers when an account crosses teams. Do not treat a coding certificate as proof of experience in every setting. Check the credential and examine the candidate’s recent inpatient, outpatient or professional coding work. Do not measure only account volume. Ask how candidates documented corrections, handled aging accounts and avoided closing work that still needed investigation. Put it to work What are the next steps? Tell us your service mix, account types, systems and reporting line. We screen credentials, work history and fit through task-specific questions. Compare shortlisted candidates against the account work you assigned to this position. Use a sample documentation gap, rejected claim or disputed patient balance to assess their reasoning. Define the account work Identify the tasks this hire owns and those handled elsewhere, including appeals, patient contact and coding review. Screen against that scope You review examples or assessments suited to your records and complete your own credentialing and assessment of technical judgment. Agree on the search Ask what they would resolve themselves, what they would refer and how they would record the next action. 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. Should coding and billing sit in one position? That can work when the service scope is clear and the workload leaves time for both. Describe who resolves documentation gaps and who handles claim follow-up before combining them. Billing work follows the claim through edits, submission, payment posting and follow-up. Does every billing hire need a coding certification?

Accepted Answer

No certification should be assumed necessary for every billing assignment. Match any credential preference to the actual coding duties and your hiring standards.

Question 2

How do we compare hospital and practice billing experience?

Accepted Answer

Compare claim types, payer follow-up and account ownership. Ask candidates to explain what they handled themselves versus what another department resolved.

Question 3

What should a patient financial services interview test?

Accepted Answer

Test account explanation, insurance questions and escalation judgment. A hypothetical disputed balance reveals whether the candidate reviews facts before discussing payment.

Question 4

What distinguishes a supervisor from an experienced account worker?

Accepted Answer

Look for assignment decisions, quality review and coaching examples. Resolving difficult accounts alone does not show experience directing other employees.

Medical Coding, Billing & Patient Financial Services: positions we recruit

Tell us who you need

What happens next

Medical Coding, Billing & Patient Financial Services

AR / Insurance Follow-Up Specialist

Charge Capture Specialist (Charge Entry)

Coding Supervisor

Credentialing Specialist (Medical Staff Credentialing)

Denials & Appeals Specialist

Financial Counselor (Patient Financial Advocate)

HIM Technician / Release of Information Specialist

Inpatient Coder (DRG Coder)

Medical Biller (Billing Specialist)

Medical Coder (Certified Coder, CPC, CCS)

Outpatient & ED Coder

Patient Access Representative (Registrar, Admitting Rep)

Prior Authorization Specialist (Pre-Cert, Referral Coordinator)

Professional Fee Coder (Pro-Fee, Physician Coder)

Provider Enrollment Specialist (Payer Enrollment)

Risk Adjustment Coder (HCC Coder, CRC)

Senior Medical Coder

Surgical & Specialty Coder (Interventional, Cardiology, Orthopedic)

What should you settle before you hire?

What should you check before an offer?

Where does relevant experience come from?

Which hiring mistakes should you avoid?

What are the next steps?

Define the account work

Screen against that scope

Agree on the search

Should coding and billing sit in one position?

How can Healthcare Headhunters help with this hire?

Send us your open role

What happens next

Keep the hiring brief connected