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 Revenue Cycle, Reimbursement & HIM 19 positions Search positions 19 matching positions CDI Specialist Work Inpatient documentation specialist comparing clinical indicators, provider notes, and treatment records to develop compliant clarification queries Coding Auditor / Coding Educator Work Coding reviewer and educator examining clinical records, supporting disputed findings, and teaching record-specific coding corrections Coding Manager / Director of Coding Work Coding department leader supervising coders, reviewing audits, resolving coding escalations, and addressing missing clinical documentation Controller Work Healthcare accounting leader directing financial close, reviewing reconciliations, resolving unusual balances, and explaining revenue and expense changes Controller / Director of Finance (Hospital or Medical Group) Work Hospital or medical group finance leader directing financial close, investigating service-line variances, and coordinating multi-entity audits Credentialing & Provider Enrollment Manager Work Credentialing and enrollment manager verifying provider information, resolving application discrepancies, and tracking payer enrollment by location Denials Management Manager Work Denials manager classifying claim rejection causes, assigning follow-up, directing appeals, and coordinating prevention across departments Director of Clinical Documentation Integrity (CDI) Work Clinical documentation integrity director leading chart review, provider discussions, query oversight, and documentation-related reporting assessment Director of Health Information Management (HIM) Work Health information management director overseeing record completion, disclosure requests, coding operations, and unresolved chart issues Director of Patient Access Work Patient access director overseeing scheduling, registration, eligibility verification, authorization tracking, and unresolved previsit account issues Director of Patient Financial Services (PFS / CBO) Work Patient financial services director leading billing, payer follow-up, payment posting, patient collections, and account escalation Director of Reimbursement Work Reimbursement director reconciling institutional cost reports, reviewing payment discrepancies, directing underpayment appeals, and preparing audit support Director of Revenue Cycle Work Revenue cycle director assigning operational work across eligibility, authorization, coding, billing, payments, denials, and appeals Managed Care Contracting Director Work Managed care contracting director reviewing payer terms, modeling fee schedules, and preparing reimbursement negotiation positions Revenue Cycle Manager Work Revenue cycle manager supervising daily staff work across billing, payment processing, and account follow-up Revenue Cycle Supervisor Work Billing team supervisor assigning accounts, reviewing work queues and denials, checking corrections, and escalating payer or system problems Revenue Integrity Manager Work Revenue integrity manager overseeing charge accuracy and coordinating corrections to billing discrepancies across revenue cycle operations Risk Adjustment (HCC) Coding Manager Work Risk adjustment coding manager overseeing HCC coding work and reviewing diagnosis coding for risk adjustment reporting VP of Revenue Cycle Work Revenue cycle executive directing hospital and professional billing strategy, claim corrections, and billing system decisions Start with the work What should you settle before you hire? Healthcare Headhunters recruits permanent staff across these connected functions. This index separates their responsibilities so you can identify the position behind your vacancy. Before searching, we ask which work is falling behind, who owns each handoff and what authority the new hire will have. Front-end staff check coverage and account details. Follow-up staff investigate unpaid claims, while denial staff examine rejection reasons and appeal options. Managers need evidence they can distinguish recurring process defects from isolated account errors. Reimbursement positions examine how payment rules, payer contracts and reporting affect revenue. HIM positions manage health information, including record completion, coding support and release of information. Coding and documentation improvement may sit within different departments. Name the reporting relationship rather than assuming the title tells candidates who directs their work. Ask for evidence What should you check before an offer? Ask, “Which account errors did you correct before claim submission, and which went elsewhere?” A useful answer separates registration, authorization, coding and billing responsibilities. It describes a handoff without suggesting the candidate changed information outside their authority. Ask, “How did you investigate an unpaid claim?” Listen for review of submission status, payer responses, account notes and relevant deadlines. The candidate should explain the next action and what evidence supported it, not merely describe repeated phone calls. Ask, “What made a denial worth appealing?” Look for a reasoned distinction between missing information, payment disagreement and a claim that needs correction. Strong answers describe documentation and escalation, without promising every denial can be reversed. Ask, “How did you check whether a payment matched the expected reimbursement?” Relevant candidates should identify the contract language, payment methodology or report they used. Distinguish routine payment posting from contract analysis and reimbursement reporting experience. Ask, “How did you handle an incomplete record or release request?” HIM answers should describe identity checks, permitted access, documentation and escalation. For coding positions, ask about code sets, encounter types and queries within the employer’s policies. Ask, “Which credentials did your last position involve, and what work did you perform under them?” We screen stated credentials and work history. Verify any applicable license and distinguish a preferred certification from a mandatory qualification. You complete your own credentialing and role-specific assessment. Different backgrounds, different fit Where does relevant experience come from? We consider backgrounds in hospital business offices, physician practices, outpatient organizations, health plans and revenue cycle service organizations. A hospital claims specialist may know institutional billing but need assessment before moving into professional billing. A payer-side analyst may understand adjudication without having managed a provider’s appeal queue. People may seek clearer ownership, a different service mix or a role closer to analysis. We ask what they want to change and compare that answer with your actual opening. Avoid these Which hiring mistakes should you avoid? A common mistake is advertising one position for coding, collections, contract analysis and records oversight without stating the main assignment. Candidates cannot judge the opening, and interviews may test work the hire will rarely perform. HIM and reimbursement searches also draw from medical records departments, coding teams, reimbursement reporting groups and healthcare consulting backgrounds. Treating a familiar software name as proof of account judgment. Ask candidates to explain a claim problem, the records they reviewed and the action they took before discussing system familiarity. Selecting a manager solely because they handled a large queue. Ask how they reviewed team errors, assigned unresolved cases and explained recurring issues to registration, clinical documentation or finance colleagues. Put it to work What are the next steps? Tell us the setting, payer mix, account types and reporting line. We screen candidates against the actual assignment and ask for examples of account decisions, payment analysis or record handling. Use a de-identified claim, payment variance or records scenario appropriate to the position. Define the work Identify whether the vacancy owns transactions, analysis, records control or staff supervision. We use that distinction to describe the opening accurately. Compare relevant backgrounds We present the relevant experience and identify areas you should test during interviews. Assess and decide Confirm credentials and access responsibilities before hiring. No upfront fee. You pay only if you hire. Should billing and denial follow-up be separate positions? Separate them when submission work and post-submission investigation need different ownership. A combined position can work when you define the queue, escalation route and time split. Billing staff work claim edits and submissions. Revenue cycle positions follow accounts from registration through payment and resolution. Can a payment poster fill a reimbursement analyst vacancy?

Accepted Answer

Posting experience alone does not demonstrate payment analysis. Ask the candidate to explain a variance using contract terms or a payment methodology.

Question 2

Does every HIM opening need coding experience?

Accepted Answer

No: record completion and release work differ from code assignment. Specify whether coding is part of the job before selecting credentials or interview exercises.

Question 3

How should we assess a coding candidate?

Accepted Answer

Match the assessment to your encounter types and coding responsibilities. Use an appropriate de-identified exercise and have your qualified reviewer assess the reasoning.

Question 4

What separates a revenue cycle manager from a specialist?

Accepted Answer

A specialist resolves assigned work. A manager also needs evidence of staff oversight, queue decisions and correction of recurring problems across departmental handoffs.

Revenue Cycle, Reimbursement & HIM: positions we recruit

Tell us who you need

What happens next

Revenue Cycle, Reimbursement & HIM

CDI Specialist

Coding Auditor / Coding Educator

Coding Manager / Director of Coding

Controller

Controller / Director of Finance (Hospital or Medical Group)

Credentialing & Provider Enrollment Manager

Denials Management Manager

Director of Clinical Documentation Integrity (CDI)

Director of Health Information Management (HIM)

Director of Patient Access

Director of Patient Financial Services (PFS / CBO)

Director of Reimbursement

Director of Revenue Cycle

Managed Care Contracting Director

Revenue Cycle Manager

Revenue Cycle Supervisor

Revenue Integrity Manager

Risk Adjustment (HCC) Coding Manager

VP of Revenue Cycle

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 work

Compare relevant backgrounds

Assess and decide

Should billing and denial follow-up be separate positions?

How can Healthcare Headhunters help with this hire?

Send us your open role

What happens next

Keep the hiring brief connected