Vice President of Business Development & Growth 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.
You need a growth leader who can win referral relationships without committing service lines to work they cannot support.
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.
- Director of Business Development
- VP of Business Development
- Director of Strategic Partnerships
- Director of Physician Relations
- Director of Market Development
- Director of Growth and Acquisitions
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 Vice President of Business Development & Growth turns market evidence into choices for your executive, clinical, and operational leaders. In a typical week, that can mean reviewing referral patterns, meeting physicians or payers, testing a partnership proposal, and pausing outreach when access problems need attention first.
Ask when they chose not to pursue a referral source because intake, authorization, procedure scheduling, or follow-up could not support the promise. The answer should name the evidence reviewed, the internal owner, and the tradeoff accepted.
Your VP also needs credibility with specialists and operational leaders. They should translate a surgeon’s access concern, a referral office’s documentation question, or a payer’s network issue into a decision for the right leader.
What do we check before you see anyone?
Review CRM and analytics work. Ask which data fields they tracked, how they separated referrals from completed visits or procedures, and what report changed an outreach decision. Look for a clear link between the data, the question, and the action taken.
- Discuss physician marketing and compliance boundaries. Ask how they handled outreach events, sponsorship discussions, relationship records, or proposed arrangements that raised anti-kickback questions. A sound candidate knows when legal or compliance review belongs in the conversation.
- Test fluency in your clinical specialties. Ask them to describe a service to a referring office and name what they would confirm with a clinical leader before making a claim. They need accurate language, not clinical practice credentials.
- Examine follow-through across departments. Ask about market feedback that exposed an intake, scheduling, documentation, or communication problem. Listen for who owned the correction and whether outreach changed while the problem remained open.
- Explore payer relationship work. Ask how they prepared for a network-access or contract discussion using available service data and local market facts. Strong candidates can separate a useful payer meeting from terms that do not fit your service model.
- Check leadership scope and decision rights. Ask who reported to them, which leaders they influenced, and how they handled disagreement with operations or physician leadership. Field outreach cannot operate separately from the teams delivering care and scheduling access.
Where do we find them, and why would they move?
We recruit from regional hospital outreach programs, multispecialty group management, health system service line administration, physician relations, market development, strategic partnerships, and acquisition-related growth functions. Titles vary, so we screen for the decisions your organization needs this executive to make.
Others may be leaving narrow territory assignments, unclear reporting lines, or roles where leadership does not act on the intelligence they collect.
Which mistakes stall the search?
A common mistake is hiring a pure sales leader who promises volume without asking about intake, scheduling, physician coverage, and follow-up. Another is treating clinical knowledge as optional, then sending the executive into specialist conversations without clear referral criteria. This executive weighs volume against margin, scheduling access, physician coverage, and the experience after a referral arrives.
Leaving authority unclear between the VP, operations, and physician leaders, so external commitments outpace internal agreement.
How would we run the search for this opening?
We define your geographic market, service lines, referral sources, payer goals, reporting structure, and decision authority. We review work history, credentials, leadership scope, and reasons for considering a move. You meet candidates who match the brief. People may consider a move to gain authority over strategy, build a service line, or work where market feedback reaches executive decisions.
Set the Growth Brief
We also ask what must improve before broader outreach begins.
Screen for Operating Judgment
Our questions cover referral data, physician relationships, payer discussions, compliance escalation, and operational limits.
Support Your Selection
Your team completes its own interviews, credentialing, reference process, and assessment of clinical and organizational fit before making a hiring decision.
Where this search connects
Executive Leadership: C-Suite & VP
SpecialtyHospitals & Health Systems
SettingAcademic Medical Centers
SettingRural & Critical Access Hospitals
SettingPhysician Groups & Specialty Practices
SettingCEO / Hospital President
Related roleChief Operating Officer (COO)
Related roleChief Financial Officer (CFO)
Related roleService Line Administrator (Cardiovascular, Oncology, Ortho, Neuro)
Related roleAsk us for a current range
No direct SOC occupation matches this role.
No reasonable single SOC match for this brief. Ask us for a current range.
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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How long does selection for this VP role take?
Timing depends on how clearly you define the market problem and who interviews finalists. Candidates often meet operations, physician leadership, finance, and the executive accountable for growth. We keep discussions focused on the same decisions for every finalist. We look for candidates who report market feedback plainly and do not present demand estimates as settled facts.
Should a counteroffer concern us?
A counteroffer calls for a direct conversation, not an automatic rejection. We ask why the person started looking and whether the offer changes their authority, reporting line, or scope. You can then assess interest with the full facts.
Can you recruit a candidate who must relocate?
Yes: we discuss location expectations, timing, family considerations, and onsite leadership duties early. You decide whether the role permits a transition period, travel, or relocation support, and your written offer should state those terms.
What is the fee structure for this placement?
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.
How do we judge whether a candidate will work well with clinical leaders?
Include clinical and operational leaders in finalist interviews. If a service line has delayed scheduling despite physician interest, ask what the candidate would do first. Listen for useful questions before external commitments are made.
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.
Talk with Healthcare Headhunters when you need a VP who can turn market evidence into disciplined growth decisions. We arrange locum tenens, travel and contract coverage on request.
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?
Vice President of Physician Services · Service Line Administrator (Cardiovascular, Oncology, Ortho, Neuro)
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.
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.