340B Program Manager Recruiters
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This is what we do all day: recruit healthcare professionals.
Hire a 340B Program Manager who can trace purchase data, contract pharmacy activity, and audit records before gaps become expensive problems.
No postings. No stacks of resumes. No chasing. You interview a short list.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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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.
- 340B Director
- 340B Coordinator
What does an open seat cost you every week?
An open role costs you more than the recruiting fee. Someone covers the work, waits for care, or stops a service. We ask what is falling behind and who is carrying it. Use your own figures to compare the cost of waiting with the cost of hiring.
The seat is costing you every week.
Overtime, diverted patients, a stretched team and a schedule held together by favors.
The posting brought the wrong people.
Applicants arrive, but the person who has done this exact work is employed and not looking.
You are the one chasing.
Screening calls, no-shows and follow-ups land on the desk of someone with a facility to run.
What does this hire really come down to?
A 340B manager reviews the records behind discounted drug purchases, dispensing activity, replenishment, and contract pharmacy claims. You need someone who can ask why two reports differ, identify the owner of each data feed, and document the follow-up before an HRSA inquiry or internal review exposes the gap.
This hire is not simply a pharmacy operations leader. The manager must connect pharmacy, finance, informatics, and outside pharmacy partners without assuming that a vendor report answers every question.
Apexus 340B ACE certification shows formal 340B training and is a useful screening point. Look for work that involved reviewing claim logic, reconciling replenishment records, preparing materials for HRSA audit activity, and explaining findings to leaders who do not work in pharmacy.
What do we check before you see anyone?
Ask about 340B ACE certification from Apexus, including when it was earned and how the candidate applies the training. A current credential can support baseline knowledge, but your team should assess the person’s command of your policies and program design.
- Test HRSA audit readiness with a document request scenario. Ask how the candidate would locate purchase records, dispensing or claim support, policy versions, and correspondence without rebuilding the file from emails and vendor portals.
- Review contract pharmacy oversight in detail. Ask how the candidate reviews partner reports, investigates unusual claim patterns, tracks exceptions, and records discussions when reported activity does not match agreed processes.
- Ask the candidate to describe a replenishment reconciliation. Listen for comparison of purchase data, dispensing data, accumulator logic, inventory records, reversals, and timing differences rather than reliance on a single dashboard.
- Explore internal audit work. A useful candidate can explain how they select a sample, record findings, assign corrective actions, and return to confirm that a correction changed the underlying process.
- Ask how they present a finding to finance, pharmacy leadership, and informatics. The manager should state the issue, financial exposure, source records, owner, and next decision in plain language.
Where do we find them, and why would they move?
We recruit 340B coordinators at hospitals and FQHCs, along with 340B administrators who have moved beyond report production into program oversight. Some are ready for broader authority over contract pharmacy review, self-audits, or cross-department follow-up. We discuss the reason for change directly, including reporting structure, scope, and the work the person wants next.
People may consider a move when their current role offers little ownership of corrective work, when reporting tools change, or when a larger program offers different operational questions.
Which mistakes stall the search?
A common mistake is choosing a software-focused candidate who cannot explain the 340B logic behind an exception, reversal, or replenishment result. Another is treating ACE certification as a substitute for asking about audit files, contract pharmacy follow-up, and corrective-action records.
Leaving finance and informatics out of interviews, then discovering that the finalist cannot explain a data issue without pharmacy shorthand.
How would we run the search for this opening?
We ask you which systems, partners, reports, and leaders touch 340B activity. You meet candidates who can discuss a discrepancy from first question through documented resolution. We coordinate interviews and references around your process. During interviews, ask for a real example of a discrepancy: what triggered the review, which records were compared, and how the candidate documented the resolution.
Map the program records
Then we screen for experience matching the records your manager will review each week.
Interview the working judgment
Your team tests communication, scope judgment, and ownership against your current program.
Confirm the hire terms
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.
Where this search connects
Pharmacy Leadership & Clinical Pharmacy
SpecialtyHospitals & Health Systems
SettingRural & Critical Access Hospitals
SettingSkilled Nursing & Post-Acute Care
SettingPharmacy, Infusion & Dialysis
SettingDirector of Pharmacy
Related roleClinical Pharmacy Manager
Related roleClinical Pharmacy Specialist (Oncology, ID, Critical Care, Ambulatory Care)
Related roleSpecialty Pharmacy Manager
Related roleNational median annual wage. SOC 13-1041, Compliance Officers.
BLS publishes Compliance Officers as a wider occupation. This administrative or professional function proxy does not isolate 340B Program Manager, its clinical credentials, seniority or setting. It is not a pay estimate for the exact title.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
Open roles
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How do you assess someone’s reason for leaving?
We ask about reporting lines, decision authority, systems, workload boundaries, and the next role they seek. A candidate may want broader program ownership, a different organization type, or a clearer route for resolving findings. It is not, by itself, proof that someone can manage your program.
Do we need an Apexus 340B ACE-certified manager?
ACE certification is a strong screening factor because it reflects standardized 340B training. It does not replace your own assessment of policy knowledge, data review skills, and program scope.
Can a 340B coordinator step into a manager role?
Possibly, if the coordinator has led reconciliations, partner follow-up, audit preparation, and corrective work. We ask what decisions they owned rather than assuming the title describes their actual scope.
What should our interview team ask about contract pharmacies?
Ask for an example of a report that raised a question and the records used to investigate it. Also ask who received the finding, what action followed, and how the result was documented.
Can you help if we need interim coverage first?
We arrange locum tenens, travel and contract coverage on request. Terms, licensing, credentialing, and malpractice arrangements are confirmed before anyone starts; per diem placement means adding someone to your own pool.
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.
Tell us where your 340B records break down, which partners need closer review, and what authority the manager will have. We will focus the search on people who have done that work.
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
- 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.
Which other positions in this family should you consider?
Clinical Pharmacy Specialist (Oncology, ID, Critical Care, Ambulatory Care) · Specialty Pharmacy Manager
What do you get at each step of the search?
Our process for every search: calibrate the seat with you, map the market, research the real people, reach out to each one personally, qualify them in live conversation, then hand you a short list with a written brief on each person and support through the offer.
Search Calibration
You get an agreed brief: the work, reporting line, credentials, schedule, and offer you can make.
Market Mapping
You get a search aimed at relevant backgrounds, including people working now who have not applied.
Professional Contact Intelligence
We check appropriate ways to reach the people identified for your search. You do not have to chase them yourself.
Persistent Personalized Outreach
We explain your actual job and follow up with people who may consider a conversation.
Live Candidate Qualification
You see people we have spoken with about the work, interest, and practical fit, not an unread resume pile.
Candidate Intelligence and Process Support
You get a written brief and support through interviews and offer discussions. You make the hiring decision.
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.