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 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 Practice, Ambulatory & Surgery Center Operations 17 positions Search positions 17 matching positions ASC Administrator Work Ambulatory surgery center administrator overseeing schedules, staffing, supply spending, case costing, accreditation work, and surgeon-owner relations ASC Business Office Manager Work Ambulatory surgery business office manager overseeing registration, authorizations, patient estimates, collections, and assigned billing functions ASC Clinical Director / Director of Nursing Work Ambulatory surgery nursing director coordinating operating rooms, preoperative care, recovery, sterile processing, medication checks, and accreditation work Clinic Manager Work Clinic manager handling daily staffing, scheduling, patient complaints, supplies, equipment problems, and monthly financial performance Dialysis Facility Administrator Work Dialysis facility operational administrator overseeing staffing, finances, patient scheduling, and survey preparation separately from clinical decisions Director of Ambulatory Operations Work Ambulatory network operations director overseeing clinic staffing, scheduling, referral handoffs, and shared processes across specialty locations Director of Clinical Operations Work Clinical operations director overseeing staffing, documentation, patient flow, and corrective processes across ambulatory practices and surgery centers Director of Medical Staff Services Work Medical staff services director overseeing verification, privilege files, committee preparation, and appointment processes governed by bylaws Director of Operations Work Healthcare operations director managing staffing, schedules, spending, payer issues, and vendor work across care delivery operations Medical Group Administrator Work Medical group administrator overseeing multisite, multispecialty finances, physician compensation reviews, payer discussions, and local operational changes Practice Administrator Work Physician practice administrator coordinating owner decisions, staff follow-up, registration corrections, scheduling changes, and revenue cycle oversight Practice Manager Work Medical practice manager overseeing patient scheduling, front-office workflows, expenses, billing coordination, and electronic health record processes Regional Director of Operations, ASC Work Regional ambulatory surgery operations director overseeing surgery center operations and directing local center leadership Regional Practice Director Work Regional practice director overseeing practice operations across a region and directing local practice leadership Regional Practice Manager Work Regional outpatient operations manager reviewing schedules, staffing, patient access, collections, and site budgets while coaching practice managers Urgent Care Director of Operations Work Urgent care operations director overseeing operational work and directing staff responsible for urgent care operations VP of ASC Development Work Ambulatory surgery development vice president directing development activities and overseeing work related to surgery center development Start with the work What should you settle before you hire? Healthcare Headhunters recruits for permanent operations positions across physician practices, ambulatory services, and surgery centers. These jobs can share titles while covering different work. Before we search, we ask who owns scheduling, staffing, billing follow-up, purchasing, and clinical decisions. That distinction helps you select someone for the actual job, rather than a familiar title. A practice manager may spend the morning resolving provider schedule changes, checking referral backlogs, and addressing front-desk coverage. A broader practice administrator may also handle budgets, vendor agreements, and reporting to physician owners. Neither title tells you whether the person has managed multiple locations or worked through decisions with several owners. Ambulatory operations roles may coordinate several services with different appointment lengths, referral paths, and staffing patterns. Business management experience does not establish clinical qualifications. Ask for evidence What should you check before an offer? Ask, “When a provider changes clinic hours, what do you review before moving appointments?” Look for attention to room assignments, staff coverage, patient notifications, and downstream services. A useful answer explains who approves changes and how unresolved appointments are tracked. Ask, “How have you investigated a growing referral or authorization backlog?” Candidates should distinguish missing information, payer responses, scheduling delays, and unclear ownership. Ask what they measured and which team received each unresolved item, rather than accepting a general claim about improving access. Ask, “What financial reports did you review, and what decisions could you make?” Useful answers separate budget responsibility, purchasing approval, charge capture oversight, and billing follow-up. Confirm whether the candidate managed revenue-cycle staff directly or worked through a separate billing department. Ask, “If a surgery schedule changes late, what operational checks come first?” Look for communication with clinical leaders, supply availability, equipment readiness, staffing coverage, and patient scheduling. The candidate should recognize where operational coordination stops and clinical judgment belongs. Ask, “How did you handle disagreements between physician preferences and shared staffing plans?” Strong answers describe the competing requests, the information presented, and the decision authority. Also ask how they documented the final plan so supervisors and scheduling staff followed the same instructions. Ask, “Which responsibilities stayed with another leader in your last role?” This reveals title inflation and gaps hidden by broad job descriptions. We compare credentials, work history, and scope through these questions. You complete your own credentialing and any clinical assessment needed for the position. Different backgrounds, different fit Where does relevant experience come from? We look across physician-owned practices, health-system medical groups, outpatient service departments, and ambulatory surgery centers. Relevant backgrounds differ by assignment. Someone who managed centralized scheduling may suit an access-focused role, but may not have owned local purchasing, physician relations, or daily staffing decisions. For surgery center searches, we examine experience coordinating procedure schedules, supplies, vendors, and clinical counterparts. Candidates may consider moving for clearer decision authority, a different ownership structure, or responsibility across more locations. We ask about those reasons directly and compare them with what your position actually offers. Avoid these Which hiring mistakes should you avoid? A common mistake is using one operations title for incompatible duties. If you combine business administration with nursing supervision, define both scopes and identify the license needed for the clinical portion. Another is treating all outpatient experience as interchangeable. A referral-driven specialty practice, a multiservice clinic, and a procedure center have different scheduling dependencies and daily decision points. Giving the new hire accountability without approval rights. Specify who can change staffing, approve purchases, negotiate vendors, and resolve disputes among providers before presenting the position. Put it to work What are the next steps? We review locations, services, reporting lines, direct reports, and spending authority with you. We screen candidates against specific scheduling, staffing, financial, and coordination decisions. You meet candidates using realistic scenarios from the role. Surgery center operations add procedure scheduling, supply planning, equipment service, and coordination with clinical leadership. Define the operating scope We also separate duties performed personally from work supervised through team leads. Test comparable experience You receive a clearer account of what each person owned, supported, or referred to another leader. Interview around your decisions Before an offer, confirm reporting relationships, approval limits, credentials, and how performance will be reviewed. Does every operations position need a clinical license? No clinical license follows automatically from an operations title. If you assign licensed clinical duties or nursing oversight, establish the applicable license and scope before recruiting. If a position includes nursing oversight, identify the required nursing license and clinical authority separately. Should we recruit a practice manager or a practice administrator?

Accepted Answer

Start with the work, not the title. Daily office supervision differs from broader budget, vendor, and owner-reporting responsibility; describe which decisions this hire will own.

Question 2

Can a medical group manager lead surgery center operations?

Accepted Answer

Possibly, but verify procedure-related scheduling and supply experience. Ask how the candidate worked with clinical leadership when staffing or equipment disrupted the schedule.

Question 3

How should we assess a candidate for several outpatient locations?

Accepted Answer

Ask how they compared site performance without overlooking differences in services. Their answer should explain supervisor accountability, escalation routes, and decisions reserved for local leaders.

Question 4

What should physician owners settle before interviews?

Accepted Answer

Agree on reporting authority and which owner speaks for the group. Candidates need a clear process for resolving competing schedule, staffing, and purchasing requests.

Practice, Ambulatory & Surgery Center Operations: positions we recruit

Tell us who you need

What happens next

Practice, Ambulatory & Surgery Center Operations

ASC Administrator

ASC Business Office Manager

ASC Clinical Director / Director of Nursing

Clinic Manager

Dialysis Facility Administrator

Director of Ambulatory Operations

Director of Clinical Operations

Director of Medical Staff Services

Director of Operations

Medical Group Administrator

Practice Administrator

Practice Manager

Regional Director of Operations, ASC

Regional Practice Director

Regional Practice Manager

Urgent Care Director of Operations

VP of ASC Development

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 operating scope

Test comparable experience

Interview around your decisions

Does every operations position need a clinical license?

How can Healthcare Headhunters help with this hire?

Send us your open role

What happens next

Keep the hiring brief connected