Coding Auditor / Coding Educator Recruiters

What do we check before you see anyone?

Ask, “Which record types and code sets have you reviewed recently?” Look for specific inpatient, outpatient, or professional coding experience that matches your assignment. A broad resume should not substitute for recent work with the records you need reviewed. Ask, “How would you support a disputed finding?”

• A useful answer connects the record, applicable coding guidance, and the proposed correction. It also explains when the reviewer would seek clarification rather than infer undocumented facts.
• Ask, “How do you select records for a focused audit?” Listen for a stated purpose, a defensible selection method, and acknowledgment of what the sample cannot show. Distinguish targeted error detection from broader performance measurement.
• Ask, “How would you teach a recurring error without repeating the same presentation?” Strong answers describe anonymized examples, audience-specific instruction, and a later check of coding work. Attendance alone does not show whether the lesson changed decisions.
• Ask, “What happens when documentation does not support the reported code?” Look for a clear distinction between correcting coding and referring documentation questions through your established process. The candidate should explain boundaries with clinical documentation staff.
• Ask candidates to explain their certifications, current status, and relevant continuing education. You verify requested credentials and complete your own assessment, using a record exercise suited to the assignment.

Which mistakes stall the search?

A common mistake is combining audit and education without assigning time to each can leave findings unfinished or lessons repeatedly postponed. Specify the expected balance before interviews. Another is using reimbursement changes as the only measure of audit quality can obscure unsupported coding. Ask how findings remain grounded in documentation and coding guidance.