Assistant Director of Nursing (ADON)
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- Post-acute nursing leader supporting the DON through staffing adjustments, unit visits, documentation review, and survey preparation
Position directory
Post-Acute, Senior Living & Home-Based Care Leadership: positions we recruit
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.
Hiring across post-acute care, senior living, and home-based services starts with separating responsibility for resident care, daily operations, and care delivered outside your building.
No upfront fee. You pay only if you hire.
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.
Positions we recruit
Post-Acute, Senior Living & Home-Based Care Leadership
18 positions
18 matching positions
Clinical Liaison (Home Health & Hospice)
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- Home health and hospice liaison gathering referral information, explaining services, and connecting families with intake staff
Clinical Manager, Home Health
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- Home health clinical manager coordinating daily visit coverage, condition escalations, documentation review, and clinician follow-up
Director of Business Development (Home Health & Hospice)
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- Home health and hospice business development director managing referral relationships, field sales coaching, and intake follow-through
Director of Clinical Services (DCS), Home Health
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- Home health clinical director guiding field clinicians, reviewing charts and OASIS data, and addressing recurring care problems
Director of Nursing (DON), Skilled Nursing
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- Skilled nursing director overseeing resident care assignments, condition reporting, chart review, incidents, and survey preparation
Director of Sales & Marketing, Senior Living
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- Senior living sales director managing inquiries, tours, deposits, referral relationships, sales coaching, and move-in coordination
Executive Director, Senior Living
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- Senior living community leader overseeing department heads, occupancy, budgets, family communication, and operational responses to nursing concerns
Health Services Director (Assisted Living)
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- Resident services director overseeing assisted living and memory care service plans, medication staff, incidents, and condition changes
Home Health Administrator
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- Home health agency administrator overseeing intake, staffing, records, payroll, referrals, quality reports, and survey corrections
Hospice Director of Patient Care Services
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- Hospice patient care director overseeing assessments, care plans, interdisciplinary actions, clinician coaching, and corrective chart reviews
Hospice Executive Director / Administrator
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- Hospice agency executive overseeing care delivery, payroll, referrals, interdisciplinary work, regulatory compliance, and aggregate CAP monitoring
MDS Coordinator
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- Assessment coordinator reviewing clinical records, obtaining missing facts, coding MDS assessments, and submitting reimbursement documentation
Nursing Home Administrator (NHA)
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- Nursing home administrator overseeing department heads, referral review, ownership questions, survey responses, and corrective actions
PACE Center Director
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- PACE center director overseeing center operations and directing the work of center staff and services
Regional Director of Operations (Post-Acute & Senior Living)
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- Regional operations leader directing post-acute and senior living administrators, financial reviews, census monitoring, and survey corrections
Regional MDS Coordinator
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- Regional skilled nursing assessment coordinator reviewing MDS calendars, auditing coding, coaching local staff, and addressing documentation conflicts
Regional Nurse Consultant
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- Regional nursing consultant reviewing multiple facilities, coaching nursing directors, auditing corrections, and supporting survey recovery
Start with the work
What should you settle before you hire?
We recruit permanent leaders for these settings, but the titles alone rarely define the search. A nursing facility administrator, senior living executive director, and home health agency leader may oversee different services, staff, and financial decisions. Tell us what your organization provides, who reports to the hire, and which decisions belong elsewhere.
We use that picture to distinguish the positions you need.
In skilled nursing and rehabilitation settings, administrative leadership covers facility operations, department coordination, and financial oversight. Nursing leadership covers clinical staffing, care oversight, and nursing practice. If one vacancy spans both areas, establish the authority attached to each duty. Do not assume an administrator title proves nursing qualifications or that a clinical background proves operating responsibility.
We ask which service the person actually led, rather than treating every community or agency title as interchangeable.
Ask for evidence
What should you check before an offer?
What services were under your direct oversight? A useful answer separates skilled nursing, rehabilitation, residential support, home health, hospice, or nonmedical care. We ask about actual authority, not services offered somewhere within a previous employer. Which staffing decisions did you make during a difficult shift or weekend?
- Look for an explanation of coverage, escalation, and clinical versus administrative authority. Someone who only received staffing reports may not have managed those decisions.
- How did you handle a delayed admission or start of service? The answer should identify missing information, staff availability, family communication, and the person authorized to decide. We distinguish managing intake from approving clinical care.
- What did you review when care concerns or complaints repeated? Useful evidence includes how the leader gathered facts, involved the right discipline, documented follow-up, and checked whether the issue continued. General assurances about satisfaction tell you little.
- Which budget decisions were yours? Ask about staffing expense, supplies, occupancy, or service volume as applicable. A credible answer separates decisions the candidate made from recommendations sent to a regional office.
- What license did your position require, and where was it held? We screen stated credentials and work history. You verify current licenses applicable to your setting and jurisdiction, then complete your own credentialing and clinical assessment.
Different backgrounds, different fit
Where does relevant experience come from?
Potential source pools include skilled nursing facilities, rehabilitation providers, senior living communities, home health agencies, hospice providers, and nonmedical home care organizations. We match the background to your service model. A leader from residential operations may bring relevant staffing experience without having managed clinicians visiting patients at home.
We also consider multi-site operators when your position includes oversight across locations. Ask whether that experience involved direct decisions or support to local leaders. Candidates may consider a move for clearer authority, a different service focus, or less travel. We discuss those reasons against your actual schedule and reporting structure.
Avoid these
Which hiring mistakes should you avoid?
A common mistake is combining administrative and nursing duties without defining decision rights can create an unworkable vacancy. Specify who directs nursing practice, who owns the operating budget, and whether the role needs a particular license. Home-based searches need another distinction: home health, hospice, and nonmedical home care do not share identical services or leadership duties.
Treating memory care experience as proof of home-based leadership misses different staffing and communication demands. Ask how the candidate managed distributed employees before counting community experience as a direct match.
Selecting on occupancy or growth alone overlooks service execution. Ask what happened after admission, who handled complaints, and how the leader responded when staffing could not support the planned service.
Put it to work
What are the next steps?
We clarify your setting, reporting lines, staffing responsibilities, travel, and license expectations. We screen candidates against decisions they have actually made. Use interviews to examine staffing, admissions, complaints, and budget decisions. Senior living searches should distinguish independent living, assisted living, and memory care responsibilities.
Define the service and authority
Separate facility-wide leadership from clinical department leadership before choosing the title.
Compare relevant backgrounds
You receive context about their service model, direct reports, and reasons for considering your position.
Test the match
Your team assesses clinical qualifications where relevant and confirms credentials before making its hiring decision.
Should memory care experience be preferred for every senior living leader?
For a community that offers only independent living, memory care experience may be less relevant than residential operations experience. Base that preference on the services the hire will oversee, and ask about coordination with care leaders and communication with families.
Can one search cover an administrator and a director of nursing?
Only if you have defined a combined position with clear authority and applicable qualifications. Otherwise, separate the operating vacancy from the nursing leadership vacancy.
Does assisted living experience fit a skilled nursing leadership opening?
Some operating skills may transfer, but the services and clinical oversight differ. Ask what the candidate directly managed and verify any license needed for your position.
How should we distinguish home health from nonmedical home care leadership?
Describe the services, clinical reporting relationships, and field staffing model. We ask candidates to explain their own agency's work rather than relying on an agency director title.
When is regional experience relevant to a single-site position?
It helps when the candidate can demonstrate direct accountability for local decisions. Check willingness to return to daily staff supervision rather than assuming broader oversight means a better fit.
How can Healthcare Headhunters help with this hire?
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.
Share your service model and the decisions this hire will own. We can help you define the position before beginning a permanent leadership 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.
Keep the hiring brief connected
Post-Acute, Senior Living & Home-Based Care Leadership hub
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