Clinic Support & Revenue Cycle 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 clinic support and revenue cycle staff who can do the work waiting on each shift.
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.
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 medical assistant, front-desk coordinator, coder, biller, denial specialist, and revenue cycle manager do different work. We help you define the seat before interviews. That prevents a patient-facing applicant from being judged as a coding hire, or a capable biller from inheriting clinical tasks they have not performed.
Clinic support hiring starts with the daily handoff. We ask who rooms patients, records histories and vitals within scope, prepares rooms, routes messages, schedules follow-ups, corrects registration errors, and collects balances. We also ask what happens when the schedule changes, a provider runs late, or a patient needs a same-day return visit.
Revenue cycle hiring starts with claim ownership. A charge entry specialist, coder, payment poster, denial representative, and manager may touch one account. We ask where the candidate enters the process, which edits or denials they work, when they contact a payer, and who reviews corrected claims.
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?
For clinical support openings, we verify stated AAMA CMA, AMT RMA, or NHA CCMA credentials when your role calls for one. We ask about recent rooming, histories, vitals, documentation, specimen handling, injections, exam-room preparation, and front-office coverage. For coding seats, we review AAPC CPC or AHIMA CCS certification when you seek a certified coder.
- We ask whether the person assigned ICD-10-CM and CPT codes, reviewed provider documentation, corrected edits, answered payer questions, or worked from codes selected by others.
- We identify the billing, practice management, and electronic health record modules each candidate used. Epic Resolute experience may matter, but a product name does not explain the work. We ask about charge review, claim edits, work queues, payment posting, denial follow-up, and reporting.
- For leadership searches, we note HFMA CHFP or CRCR designations as a preference when relevant. We ask how the candidate reads aging reports, assigns accounts, tracks denial patterns, and responds when intake, documentation, or coding creates a repeated loss.
- We ask for context behind lower-denial or cleaner-aging claims. Which denial category was involved? What action did the candidate take? Did they obtain missing documentation, appeal a payer decision, correct a queue rule, or identify an intake error?
- Specialty experience can change the learning curve for medical assistants. Dermatology experience may be useful, but cardiology clinic flow, terminology, testing support, and handoffs can differ. We ask which specialties they supported and what occurred during a typical clinic session.
Where do we find them, and why would they move?
We recruit from employer and background types including private practices, urgent care centers, multispecialty clinics, hospital-owned outpatient departments, centralized billing offices, and health system revenue teams. These backgrounds can show different exposure to intake, documentation, payer follow-up, and management reporting.
People may consider a move after a merger, acquisition, system migration, schedule change, limited advancement, or a wish to own a more defined function. We ask why they are open, what they want to leave, and what could make them decline an offer.
Which mistakes stall the search?
A common mistake is treating a billing clerk as a revenue cycle manager without testing denial ownership, payer escalation, aging reports, and staff supervision. Another is combining front desk, medical assistant, coding, and billing duties without stating which task occupies most shifts.
Interviewing for software names alone instead of asking what the applicant did in the system and what work they escalated.
How would we run the search for this opening?
Tell us where work is backing up. We confirm credential preferences, specialty exposure, software modules, payer mix, reporting duties, and who reviews work quality. We present candidates whose background fits the seat. You interview, complete credentialing and assessment, and decide whether to hire.
Define the open seat
We separate intake, clinical support, coding, claims, follow-up, posting, and leadership duties into a profile based on the actual job.
Set screening points
For blended roles, we ask which work comes first when tasks collide.
Review focused candidates
No upfront fee. You pay only if you hire.
What terms apply if we hire someone?
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. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
Should we hire one person for clinic support and billing?
That can work when the workload supports a blended seat and you can state which duties come first. We ask whether the person will room patients, register visits, post payments, work denials, or cover absences.
How do you screen medical assistant candidates?
We verify stated AAMA CMA, AMT RMA, or NHA CCMA credentials when applicable to your opening. We ask about recent specialty work, intake, documentation, clinic flow, and duties performed under the prior employer's policies.
What separates a coder from a denial follow-up hire?
A coder may assign codes, review documentation, and resolve edits before submission. A denial representative works rejected or denied claims after submission, researches payer responses, obtains corrections, and records the next action.
Can you recruit for Epic Resolute experience?
Yes: we ask which Epic Resolute functions the candidate used rather than treating the system name as proof of fit.
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 work is backing up and who owns it now.
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 related pages help you prepare?
- How to hire a Revenue Cycle, Reimbursement & HIM team
- Revenue Cycle & Healthcare Services Companies Recruiters
- Revenue Cycle, Reimbursement & HIM: positions we recruit
- Clinical Nurse Educator (Unit Educator) Recruiters
- Dialysis Nurse, Outpatient Dialysis Clinic Recruiters
- Licensed Clinical Social Worker, FQHC Integrated Behavioral Health Recruiters
- Our Healthcare Headhunting Process
- Healthcare Recruiter Fees: No Upfront Fee
- Salary Guide Methodology (BLS BLS OEWS May 2025)
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.