RN Case Manager (Hospital Case Manager, Care Manager RN) Recruiters
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.
When discharge plans, status reviews, and payer decisions lag, your RN case management team can leave beds unavailable longer than needed.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
Get a free talent snapshot · Get a free job description review
- Hospital Case Manager
- Care Manager RN
- Transitions of Care RN
What does this hire really come down to?
An RN Case Manager reviews the record, tests the case against payer criteria, speaks with the care team, and builds a workable next-step plan. The role may also appear as Hospital Case Manager, Care Manager RN, or Transitions of Care RN.
Ask how they decide between inpatient and observation status when the first documentation is incomplete. Then ask what facts they seek from the physician, therapy team, or record before submitting a review.
A strong candidate can explain a disputed stay without reducing the conversation to a payer rule. They connect symptoms, treatment, response, barriers, and discharge options in a concise review. They also know when a medically ready patient still lacks a safe post-acute plan, and what work remains to resolve it.
What do we check before you see anyone?
Confirm an active RN license and review the candidate's license history. We ask where they are licensed, whether any restriction affects practice, and how they maintain licensure for the states relevant to your opening. Ask for a real example of a status review using InterQual or MCG.
- We ask which clinical facts supported the selected level of care, what was missing initially, and how the nurse documented a change in status.
- Test payer authorization ownership. We ask who submitted requests for skilled nursing, rehabilitation, home health, or other post-acute services, how the candidate tracked pending decisions, and what they did after a denial or request for more information.
- Explore discharge planning work that occurs before the discharge order. We ask how the nurse identified a caregiver gap, equipment delay, transport problem, or unavailable service, and how they documented the barrier for the team.
- Check communication with physicians, social workers, bedside nurses, and payers. We ask for an example of requesting clearer documentation when the provider disagreed with the initial review conclusion.
- Treat CCM or ACM-RN as a useful preference, not an automatic screen-out. We ask what formal case management training the candidate has completed and how that learning changed a recent review or discharge plan.
These are recruiting discussions about experience and stated credentials, not a substitute for clinical assessment. Your organization completes formal credentialing, license and privilege checks, and the hiring decision.
Where do we find them, and why would they move?
Hospital case management departments can produce nurses who know admission reviews, continued-stay documentation, multidisciplinary rounds, and post-acute referrals. Some may move because they want a smaller assignment, a different patient population, more authority over a defined service line, or clearer team support.
Health plans, home health, and ED case management are also relevant source pools. A health plan nurse may bring authorization and appeal knowledge. An ED case manager may be skilled at rapid assessment and locating community options under time pressure.
Which mistakes stall the search?
Do not equate critical care tenure with case management judgment. Ask whether the candidate personally completed status reviews, made payer calls, and addressed discharge barriers rather than supporting someone else who did. Clinical experience alone does not show whether someone can manage a case from admission through discharge.
Do not interview only for agreeable communication. Ask how the nurse requests documentation changes when a physician believes the patient should remain admitted and the record does not yet support that view.
Do not assume every candidate has managed your mix of payer authorizations. Clarify which post-acute services they sought authorization for, whether they handled denials, and how they recorded follow-up actions.
How would we run the search for this opening?
Tell us whether the opening focuses on inpatient review, discharge planning, ED coverage, transitions of care, or a combined assignment. We check RN licensure and distinguish direct hospital review experience from referral coordination or payer-side authorization work. Use a structured interview with your case management leader, physician advisor, and discharge planning partners when appropriate.
Describe the work
Share the patient populations, payer mix, documentation system, weekend expectations, and who owns authorizations.
Screen the decisions
We ask candidates to walk through an ambiguous status review, a delayed discharge, and a payer denial.
Interview the finalists
Compare answers against the work your team needs done, not against a general description of nursing experience.
Tell us the role and setting. We will discuss the work and terms with you before a search begins. There is no fixed shortlist or placement promise.
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.
Where this search connects
Specialty, Outpatient & Community Nursing
SpecialtyInfusion Nurse (Outpatient Infusion, Chemo Infusion RN)
Related roleDialysis Nurse (Hemodialysis RN, Acute or Chronic)
Related roleWound Care Nurse (WOC Nurse, Wound Ostomy RN)
Related roleUtilization Review Nurse (UR RN, Utilization Management Nurse)
Related roleNational median annual wage. SOC 29-1141, Registered Nurses.
BLS reports Registered Nurses as one occupation. It does not publish a separate estimate for RN Case Manager (Hospital Case Manager, Care Manager RN), its setting or its engagement terms.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
Open roles
Not ready to start a search?
Get a free talent snapshot
We tell you where qualified RN Case Manager (Hospital Case Manager, Care Manager RN) are working in your area and what it takes to move them. No fee. No obligation.
Get a free job description review
Paste or upload the JD. We flag unclear scope, requirements and terms that may put strong candidates off. No fee. No obligation.
Can a health plan or home health nurse move into hospital case management?
Yes, if the candidate can explain the gap between their current work and hospital-based decisions. Health plan experience may translate well to authorizations, while home health experience can strengthen discharge planning judgment; your team should assess inpatient review readiness. A home health nurse may spot gaps in a discharge plan.
Must an RN Case Manager hold CCM or ACM-RN?
Not for every opening. CCM or ACM-RN can show focused case management study, but you should weigh it alongside active RN licensure and demonstrated work with reviews, authorizations, and discharge planning.
How do we assess InterQual or MCG knowledge without asking for confidential records?
Present a hypothetical admission with incomplete documentation and ask what data the candidate would seek. Then ask how they would record the review outcome and communicate a status concern to the physician.
What should we ask about payer denials?
Ask for the candidate's personal role after a denial. Useful answers identify the record review, provider outreach, additional clinical detail, appeal handoff, and documentation of the final decision.
What is the fee structure for this service?
No upfront fee. 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.
What should you send us about this role?
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.
If you need an RN Case Manager who can connect status review, payer follow-up, and discharge planning, tell us where the work is breaking down. We will screen for the decisions your team needs handled.
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.
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.
Which other positions in this family should you consider?
Virtual Nurse (Telehealth RN, Tele-ICU RN) · Utilization Review Nurse (UR RN, Utilization Management Nurse)
What happens beyond the introduction?
We explain our recommendation in writing and flag what your team still needs to assess. We gather interview feedback, resolve practical questions and support offer discussions. The goal is the right person for the work, not simply a shortlist.
Read the full six-step search process · Compare recruiting models
How long will it take to see a short list?
That depends on the job, schedule, available people, and what your employer can offer. We discuss those constraints before outreach and update you as candidates respond. We do not promise a fixed shortlist date. We check the job brief before arranging interviews. Tell us which parts of the role you can change.
What if a candidate receives a counteroffer?
We ask why the person wants to move and discuss competing decisions before an offer. A counteroffer can still change their choice. Keep the duties and offer clear rather than assuming more money settles every concern. Tell us early if parts of your offer cannot change, so the candidate hears it from us first.
What are the replacement terms?
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. Ask us to walk through those terms before you sign, so you know how a replacement would work for your opening and who would start it.
What do we not do in a standard permanent search?
We do not bill standard contingency search by the hour or simply repost your job. Temporary coverage is a separate arrangement. Any retainer or different engagement must be agreed, not assumed. Tell us early if you need coverage while the permanent search runs.