Charge Capture Specialist (Charge Entry) 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.
Hire a charge capture specialist who can reconcile documented services with charge entry without guessing at missing details or duplicating charges.
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?
Charge entry gaps can leave accounts waiting, while incorrect entries create avoidable corrections downstream. We recruit charge capture specialists for the work your department actually assigns. Before searching, we clarify whether you need direct entry, daily reconciliation, exception follow-up, or a combination across professional or facility billing.
A charge capture specialist is not automatically a medical coder or a denial analyst. Your posting should identify who resolves coding questions and who approves corrections before a charge reaches billing.
The strongest fit depends on the records and queues involved. If your specialist compares procedure logs against posted charges, ask how they distinguish an absent charge from a delayed interface transmission. If departments submit manual charges, ask how they handle incomplete submissions without turning assumptions into billable entries.
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What do we check before you see anyone?
Ask: “How did you reconcile a day's service log against entered charges?” Look for identified source records, a repeatable comparison method, and a clear account of unresolved items. A useful answer explains how discrepancies reached the responsible department. Ask: “What would you check before entering a charge that appears missing?”
- Listen for patient encounter, service date, existing entries, documentation, and interface status. The candidate should explain when they would pause for clarification rather than create a duplicate.
- Ask: “How did you handle a charge with incomplete supporting documentation?” Look for a defined escalation route and a record of follow-up. They should distinguish collecting missing information from deciding that an undocumented service occurred.
- Ask: “How did you correct an entry posted to the wrong encounter?” A useful answer covers checking the underlying record, following authorized correction procedures, and preserving a traceable account of the change.
- Ask: “When several charge exceptions remained open, how did you decide what to address first?” Look for your likely workday pressures: billing deadlines, aging items, department response times, and issues affecting multiple accounts.
- Ask: “Which billing system functions did you use yourself?” Separate charge entry, reconciliation reports, work queues, and correction access from general familiarity. Ask candidates to describe an actual task rather than simply name software.
Where do we find them, and why would they move?
We look at hospital revenue cycle departments, physician practices, outpatient centers, and centralized billing offices. Background fit matters more than a matching title. Someone entering professional charges may need additional orientation before reconciling facility department logs or working with a charge description master.
Candidates may consider a move for clearer exception ownership, a different service mix, or steadier work hours. We discuss those reasons alongside the position's daily duties. A person seeking coding work may not remain interested in a role focused mostly on repetitive entry and reconciliation.
Which mistakes stall the search?
A common mistake is advertising a coding position when the job mainly enters approved charges. That mismatch can attract candidates expecting code assignment authority you do not intend to provide. Another is listing software experience without identifying the tasks performed. Opening accounts is different from reconciling interfaces or correcting posted charges.
Leaving department follow-up ownership unclear. If nobody knows who obtains missing documentation, unresolved charges can circulate between queues without a decision.
How would we run the search for this opening?
Tell us where service information originates, how it reaches charge entry, and which exceptions this hire will own. We review work history, stated credentials, and task fit through concrete questions. Compare shortlisted candidates using a de-identified reconciliation sample from your charge workflow.
Define the charge pathway
Identify the reporting relationship, schedule, and boundaries between charge entry, coding, and billing.
Screen against the daily work
You assess accuracy with your own interview or de-identified exercise. Avoid using live patient records in a recruiting exercise.
Assess the shortlist
Ask each person to separate missing charges from transmission delays, identify incomplete documentation, and explain which corrections need approval. Review their findings against your department's escalation rules. 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.
National median annual wage. SOC 43-3021, Billing and Posting Clerks.
BLS reports Billing and Posting Clerks as one occupation. It does not publish a separate estimate for Charge Capture Specialist (Charge Entry), 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
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Should this person resolve coding discrepancies independently?
Only assign decisions within the role's agreed scope and demonstrated knowledge. Ask how the candidate has routed code questions and tracked responses without substituting personal judgment for an authorized coding decision. The person may enter approved codes, reconcile service records, and route discrepancies without independently assigning codes.
Does this hire need a coding certification?
Not automatically for charge entry alone. If you assign code selection or coding review, identify the credentials and knowledge you expect before we search.
Can a charge entry specialist maintain our charge description master?
Do not assume that responsibility from charge entry experience. Ask about authorized updates, approval routes, and coordination with coding or finance if your position includes that work.
How can we test duplicate-charge detection?
Use a de-identified sample containing repeated entries, similar services, and different encounter dates. Ask the candidate to explain which items need investigation and what evidence would support correction.
What should we disclose about month-end charge work?
Describe deadlines, expected schedule changes, and who helps resolve late department submissions. Candidates need to know whether the role owns follow-up or simply reports outstanding items.
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 charge sources, exception queues, and decision boundaries. We can build a search around the entry and reconciliation work you need covered.
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?
Denials & Appeals Specialist · Credentialing Specialist (Medical Staff Credentialing)
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.