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 Quality, Patient Safety, Case Management & Compliance 15 positions Search positions 15 matching positions Case Management Manager Work Case management supervisor assigning patient cases, adjusting staff coverage, reviewing discharge barriers, and coordinating family communication Chief Compliance Officer Work Compliance executive reviewing billing, referrals, privacy, and vendor arrangements, assigning corrective actions, and presenting board decisions Chief Quality Officer Work Quality executive connecting board oversight with clinical operations through adverse event review, measure validation, and improvement accountability Director of Accreditation & Regulatory Readiness Work Accreditation director interpreting standards, tracing operational evidence, coordinating survey preparation, and reviewing findings and corrective actions Director of Care Management / Population Health Work Care management director overseeing inpatient transitions, ambulatory coordination, or patient panel outreach, with team assignments and escalation Director of Case Management Work Case management director supervising discharge planning, payer review, and social work while investigating avoidable inpatient delays Director of Patient Experience Work Patient experience director overseeing complaint resolution, distinguishing grievances from safety events, and investigating communication survey changes Director of Quality Work Quality director investigating missed measures, reviewing chart abstraction, coordinating care process corrections, and tracking sustained changes Director of Utilization Management Work UR director overseeing admission and continued-stay review, investigating payer denials, and coordinating status decisions with physician advisors HEDIS / Stars Quality Manager (Health Plan) Work Health plan quality manager overseeing HEDIS and Stars reporting, investigating measure changes, and coordinating provider outreach HIPAA Privacy Officer Work Healthcare privacy officer investigating chart access complaints, reviewing information disclosures, documenting incidents, and advising on records requests Infection Preventionist / Director of Infection Prevention Work Infection prevention practitioner or director conducting surveillance, observing care practices, teaching teams, and validating NHSN reporting Patient Safety Officer Work Patient safety officer reviewing care safety concerns, investigating patient harm, and coordinating actions to prevent recurrence Quality Improvement Manager Work Healthcare improvement manager validating measures, coordinating departmental data, testing process changes, and reporting results for approval Risk Manager Work Healthcare risk manager reconstructing clinical events, protecting factual records, coordinating multidisciplinary reviews, and documenting mandatory reporting Start with the work What should you settle before you hire? Quality, patient safety, case management, and compliance staff often examine the same patient record for different reasons. We help you separate those assignments before recruiting. A quality analyst may validate a measure, while a case manager resolves a discharge barrier. Neither assignment automatically prepares someone to investigate a safety event or assess a compliance concern. Start with the decisions the hire will own. Quality roles examine performance data, reporting accuracy, and improvement work. Patient safety roles review events, identify contributing factors, and track corrective actions. Ask whether you need someone to produce findings, lead reviews, or hold department leaders accountable for follow-through. Screen for evidence that the candidate has corrected reporting errors, led event reviews, or tracked overdue corrective actions, as applicable. Case management roles connect care plans, discharge options, payer processes, and available support. Compliance roles assess whether practices follow applicable rules and internal policies. Some assignments require clinical licensure; others rely on analytical, investigative, or operational experience. Ask for evidence What should you check before an offer? Quality reporting: Ask, “How did you resolve a mismatch between a reported measure and its underlying records?” A useful answer explains the measure definition, source checks, correction process, and communication with the reporting owner. Patient safety review: Ask, “How would you review an event when accounts from staff conflict?” Look for a structured timeline, careful separation of facts from assumptions, appropriate escalation, and actions tied to identified causes. Case management judgment: Ask, “What would you do when a discharge plan cannot proceed because services or family support are unavailable?” Listen for alternatives, documented barriers, team communication, and clarity about who makes each decision. Payer-facing work: Ask, “How have you handled a disagreement about authorization or a denial?” Strong answers distinguish clinical documentation, payer criteria, escalation routes, and the limits of the candidate’s own authority. Compliance investigation: Ask, “How would you respond to a concern involving a supervisor?” Look for conflict checks, appropriate reporting channels, protected information handling, factual documentation, and awareness of when legal review is needed. Credentials and boundaries: Ask which duties depended on a professional license and which certificates supported the work. You complete your credentialing and any clinical assessment before assigning clinical responsibilities. Different backgrounds, different fit Where does relevant experience come from? Source pools may include hospital quality departments, patient safety teams, health system compliance offices, and clinical case management departments. For discharge-focused searches, we also consider relevant backgrounds in rehabilitation, post-acute care, and community-based care coordination. Experience must match your patient population and assignment, not merely a familiar title. Health plans and healthcare organizations with audit, reporting, or regulatory review teams can offer relevant backgrounds for selected positions. Someone may consider a move for clearer decision authority, a different patient population, or more focused work. We ask what they want to change rather than assume every candidate wants broader responsibility. Avoid these Which hiring mistakes should you avoid? A common mistake is combining reporting, safety investigations, discharge coordination, and compliance oversight into one job without explaining who owns competing deadlines or confidential reviews. Another is treating a preferred certificate as a substitute for demonstrated work, or as a legal condition when the assignment does not establish that. Selecting a candidate from an adjacent function without testing the missing skill, such as assuming discharge experience proves competence in data validation. Put it to work What are the next steps? Tell us which tasks recur each day, which deadlines cannot move, and which decisions belong elsewhere. We compare candidates against those tasks and ask for specific examples. Compare the shortlist against the decisions assigned to this position. Review how each candidate validates measures, documents event findings, resolves discharge barriers, or investigates policy concerns, as applicable. Separate the assignments We clarify reporting lines, clinical duties, license needs, and whether this is one coherent position or several distinct assignments. Test the relevant background You interview for local judgment, review relevant work samples where appropriate, and assess how the person would handle your reporting or escalation process. Complete the hiring decision Discuss gaps in experience and confirm who can make clinical decisions before choosing a candidate. 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. Does every case management position need an RN? No single license fits every assignment. Define whether the work includes nursing assessment, social work duties, or nonclinical coordination, then confirm the applicable license for the duties and location. Define clinical duties first, then identify the license needed for those duties. Should quality reporting and patient safety sit in the same position?

Accepted Answer

They can, if the workload and authority are clearly defined. Ask whether reporting deadlines would leave enough time for event reviews and corrective-action follow-up.

Question 2

Can a quality analyst move into compliance?

Accepted Answer

Possibly, but measure validation alone does not demonstrate investigative judgment. Test how the candidate handles evidence, confidentiality, conflicts of interest, and escalation.

Question 3

How should we assess discharge experience from another setting?

Accepted Answer

Ask the candidate to explain the patients served, referral options, payer interactions, and barriers they handled. Compare those details with your setting before treating the experience as transferable.

Question 4

What should we ask a safety candidate about corrective actions?

Accepted Answer

Ask how they determined whether an action changed the process. A useful answer names the action owner, follow-up evidence, and what happened when the original action did not work.

Quality, Patient Safety, Case Management & Compliance: positions we recruit

Tell us who you need

What happens next

Quality, Patient Safety, Case Management & Compliance

Case Management Manager

Chief Compliance Officer

Chief Quality Officer

Director of Accreditation & Regulatory Readiness

Director of Care Management / Population Health

Director of Case Management

Director of Patient Experience

Director of Quality

Director of Utilization Management

HEDIS / Stars Quality Manager (Health Plan)

HIPAA Privacy Officer

Infection Preventionist / Director of Infection Prevention

Patient Safety Officer

Quality Improvement Manager

Risk Manager

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?

Separate the assignments

Test the relevant background

Complete the hiring decision

Does every case management position need an RN?

How can Healthcare Headhunters help with this hire?

Send us your open role

What happens next

Keep the hiring brief connected