ASC Clinical Director / Director of Nursing, Ambulatory Surgery Center
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This is what we do all day: recruit healthcare professionals.
Hire a nursing leader who can protect sterile practice while keeping your surgery schedule moving.
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.
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 Clinical Director of Nursing in an ambulatory surgery center manages the daily link between the OR, pre-op, PACU, sterile processing, anesthesia supplies, and surgeon expectations. The right person sees a delayed tray, missing medication check, or incomplete credential file before it disrupts the day.
We recruit permanent contingency hires. No upfront fee. You pay only if you hire.
Your director may review staffing before the first patient arrives, address a break in sterile processing flow at midday, and prepare records for an accreditation survey after cases end. Ask how they decide when a turnover concern needs an immediate stop and when it can be corrected between cases.
A strong director gives direct feedback without treating ownership as permission to ignore a safety issue. We explore how candidates handled disagreement with surgeons, anesthesia providers, and staff when the facts were uncomfortable.
What do we check before you see anyone?
Active RN license: we screen for a current license applicable to your state and role, then you complete your own credentialing and clinical assessment. Ask whether the candidate has managed a center under the nursing rules that apply to your location.
- Accreditation leadership. Ask whether they led an AAAHC or Joint Commission survey as the facility lead. Have them describe the documents reviewed, staff preparation, findings, and corrective work after the survey.
- Sterile processing decisions. Ask for an example of a tray, biological indicator, instrument, or staffing issue that threatened turnover. Listen for how they protected sterile integrity while communicating the case impact to the OR team.
- Infection control follow-through. Ask about a nonconformance found during a full surgical week. A useful answer identifies the observation, immediate containment, investigation, staff education, and later audit.
- Specialty-specific files. Review how they track licenses, certifications, competencies, and privileges for staff working with your case mix. Ask what they do when an expiration date approaches or documentation is incomplete.
- Anesthesia and emergency supplies. Ask how they inspect dated medications, emergency equipment, and anesthesia stock. The candidate should explain who checks what, how shortages are escalated, and how records are maintained.
Where do we find them, and why would they move?
Our source pool includes nursing leaders from ambulatory surgery centers, surgical clinics, and hospital outpatient surgery departments. Some have managed one specialty; others have supported several service lines. We match that background to your actual procedures, ownership structure, and survey status.
People may consider a move when they want more authority over daily operations, a closer relationship with physician owners, or a chance to build a new team. Others may be leaving layers of approval that limit their ability to correct recurring delays. We test the reason for moving rather than assume it.
Which mistakes stall the search?
A common mistake is choosing a hospital nurse manager without asking about same-day case flow, sterile processing, and outpatient recovery operations. Another is accepting survey exposure as survey leadership without checking what the candidate personally prepared, answered, and corrected. This is a combined clinical and operational leadership seat.
Skipping a candid discussion about direct feedback from surgeon-owners, then discovering the hire avoids hard conversations or delivers them poorly.
How would we run the search for this opening?
Tell us your case mix, staffing pattern, survey history, surgeon-owner involvement, and recurring delays. Meet candidates with the owners and leaders who will work with them. You conduct interviews, credentialing, reference review, and clinical evaluation under your policies. Surgeon-owners may want fast answers on block use, delayed starts, staffing, and a policy concern.
Describe the workday
We turn those facts into interview questions rather than using a generic director profile.
Review operational evidence
Ask each candidate to walk through a survey finding, a sterile processing interruption, and a staffing decision from their own experience.
Complete your assessment
We support the search through selection and confirm the written agreement, fee, and replacement terms for the standard search.
The role and the setting
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Paste or upload the JD. We flag unclear scope, requirements and terms that may put strong candidates off. No fee. No obligation.
What happens if the hire does not work out?
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. Review those terms before the search begins.
How do surgeon-owner schedules affect interviews?
Interview timing often depends on when surgeon-owners can meet. Set the decision makers early, and reserve time for a final discussion after the operational interview. Long gaps can give a candidate time to accept another role.
Should we match a candidate’s current employer’s counteroffer?
First ask why the candidate entered a search. More pay may not address limited authority, poor owner communication, or disagreement about standards. Explain the scope of your director role before changing compensation.
What balance should we seek between nursing leadership and business awareness?
Look for someone who can explain how clinical decisions affect case flow, staffing cost, supply waste, and surgeon communication. They should not treat faster turnover as a reason to bypass sterile practice, documentation, or staff qualifications.
Should relocation outweigh ASC survey experience?
Discuss relocation timing early, especially if you need an on-site leader by a certain date. Still compare candidates against your specialties, accreditation body, state rules, and ownership expectations. A local candidate without ASC leadership may need more development than your center can support.
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.
Share your case mix, current survey position, and the decisions your next director must own. We will build a permanent search around the work that happens in your center each day.
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?
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 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.