Director of Business Development (Home Health & Hospice) Recruiters
You need a business development director who can build referral relationships without promising home health or hospice services your clinical team cannot deliver.
No upfront fee. You pay only if you hire.
Need someone now? Call 954-738-4689.
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What does this hire really come down to?
We recruit directors who connect referral development, field sales management, and intake follow-through. Before searching, we ask which service lines you operate, where you accept patients, and who decides admission suitability. Those answers separate a credible growth leader from someone whose plan depends on promises outside your service scope.
Home health and hospice share referral sources, but their conversations differ. Home health outreach often addresses ordered services, discharge timing, and coordination with intake. Hospice outreach includes explaining the service and connecting appropriate inquiries with clinical staff. A director should explain those differences without making eligibility decisions that belong to clinicians.
On a typical workday, this director may review pending referrals, coach a liaison, meet a discharge planner, and discuss declined admissions with operations. We ask how the candidate identifies lost referrals and changes outreach accordingly. A useful answer distinguishes slow follow-up, service-area limits, staffing constraints, and referrals that were never appropriate.
What do we ask candidates about?
- Referral development: Ask, “How would you approach a hospital that sends inquiries but few accepted admissions?” Look for investigation of referral fit, response times, missing information, and feedback from intake before proposing more visits.
- Sales leadership: Ask, “What do you review when a liaison has frequent meetings but little referral activity?” Strong answers connect account plans, conversation quality, follow-up records, and coaching. Meeting counts alone do not show whether relationships produce appropriate inquiries.
- Home health and hospice boundaries: Ask, “What do you say when a referral partner asks whether someone qualifies?” Look for a clear explanation of the service, a handoff to clinical review, and restraint about admission promises.
- Intake partnership: Ask, “How do you resolve a disagreement about a declined referral?” Useful evidence includes reviewing the documented reason, hearing the intake team's concerns, and communicating accurately with the referral source rather than pressuring admission staff.
- Ethical outreach: Ask, “How would you respond if an account requested something outside approved outreach practices?” Look for recognition of a questionable request, consultation with compliance leadership, and documentation. The candidate should not treat relationship value as permission to bend rules.
- Forecasting and accountability: Ask, “How do you explain a missed growth target?” A useful answer separates inquiries, accepted admissions, referral-source changes, and internal service limits. Ask what the director changed and how they checked whether that change helped.
We discuss experience and qualifications. Your team assesses clinical ability and completes the credential checks before hiring.
Where do we look, and why would they move?
We look across home health agencies, hospice providers, and organizations operating both services. Relevant backgrounds include business development leadership, liaison management, and referral marketing with direct intake collaboration. Hospital or other post-acute outreach experience may transfer, but we test knowledge of these services rather than assuming a contact list transfers.
A candidate may consider moving for clearer sales accountability, a different territory, or stronger coordination between outreach and operations. We ask what they want to change and what they expect from you. Their answer should fit your reporting structure, travel expectations, referral mix, and available support.
Which mistakes stall the search?
Hiring for personal contacts without examining relationship ownership. Ask how the candidate builds new accounts when established contacts move or access changes.
Combining two service lines without defining the director's responsibilities for each. Separate growth goals, referral conversations, team oversight, and clinical handoffs before interviews.
Rewarding referral volume without discussing admission suitability. Ask how the director keeps outreach focused when operations cannot accept a particular service or geographic area.
How does your search work?
Tell us who you need
We ask about the job, your team, the requirements and what you can offer.
We find and contact people
We research suitable backgrounds and speak with candidates about their experience and interest.
You meet the strongest candidates
We explain why we recommend each person and arrange introductions for your interviews.
We help you complete the hire
We help with feedback, the offer, notice and practical questions before the start.
Tell us the job, setting and location. We will discuss your requirements and the terms before a search begins.
What happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
Where this search connects
Post-Acute, Senior Living & Home-Based Care Leadership
SpecialtySkilled Nursing & Post-Acute Care
SettingSenior Living (Assisted Living, Memory Care, CCRC)
SettingHome Health & Hospice
SettingPE-Backed Healthcare Platforms
SettingNursing Home Administrator (NHA)
Related roleAssistant Director of Nursing (ADON)
Related roleMDS Coordinator
Related roleRegional Nurse Consultant
Related roleNational median annual wage. SOC 11-2022, Sales Managers.
BLS reports Sales Managers as one occupation. It does not publish a separate estimate for Director of Business Development (Home Health & Hospice), 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.
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What do employers ask us?
Does this director need to be a clinician?
Not automatically for business development duties. If you combine this position with licensed clinical responsibilities, identify those duties and the applicable license before recruiting.
Can one director lead both home health and hospice outreach?
Yes, if the scope and supporting teams are clear. Ask finalists to explain distinct referral conversations and how they would divide coaching and account attention.
How should we assess a claimed referral network?
Ask how relationships were developed and maintained. Do not treat a list of contacts as evidence that referrals will follow the candidate.
Should intake report to business development?
Clarify that decision before interviews. Whatever the reporting structure, admission decisions need clear authority, and sales needs reliable feedback about declined inquiries.
What should we ask about territory travel?
Describe the actual geographic coverage and expected field presence. Ask how the candidate schedules account visits while keeping liaison coaching and intake follow-up from slipping.
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 referral development is falling short and what this director will own. We will screen for account planning, liaison coaching, and coordination with intake.
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
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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 Liaison (Home Health & Hospice) · PACE Center Director