Director of Clinical Informatics Recruiters
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This is what we do all day: recruit healthcare professionals.
Hire a clinical informatics director who can turn frontline charting problems into sound Epic build decisions.
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.
- Clinical Informatics Manager
- Nurse Informaticist
- CNIO
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 new documentation field can add seconds to one note and hours across a shift. You need a leader who can observe charting, ask why a workaround exists, and decide whether to change the build, training, or governance. This hire sits between clinical practice, Epic configuration, and leadership decisions.
The strongest candidates can explain what nurses, physicians, and analysts each need from a proposed change. They also know when a requested field supports care documentation and when it only adds duplicate work.
Ask how they handled a disputed order set, an incomplete flowsheet, or a clinician request that conflicted with established documentation standards. Your team completes its own credentialing and clinical assessment; we screen credentials, work history, and fit before introduction.
What do we check before you see anyone?
License status. We verify an active, unrestricted RN or physician license, including the state license your position calls for. Ask how the candidate has maintained clinical credibility while working in informatics leadership. Informatics credential. We confirm ANCC Informatics Nursing certification when your organization prefers or requests it, and review equivalent credentials where appropriate.
- Certification alone does not show whether someone can lead a difficult build decision.
- Epic ClinDoc work. We ask for specific ClinDoc build and optimization examples. The candidate should describe the original documentation problem, the configuration they changed, the people consulted, and what they reviewed after release.
- Clinician adoption. We explore how the candidate gathered feedback from nurses, physicians, and other users. Useful answers distinguish a training issue from a build issue and explain what feedback changed the final configuration.
- Governance judgment. We ask how the candidate documented decisions when service-line leaders wanted different workflows. Look for someone who can explain the clinical rationale, technical limits, approval path, and follow-up plan.
- Documentation standards. We review how the candidate translates applicable accreditation and documentation expectations into build decisions. Ask for an example where they reduced duplicate entry without removing information your organization needed.
Where do we find them, and why would they move?
We recruit nurse informaticists who have moved from clinical practice into informatics leadership. A nurse may consider a move when their current role limits their authority to shape governance, build direction, or clinician feedback processes. We also speak with Epic analysts who hold RN licenses and have deep ClinDoc experience.
Some seek a director role when they want responsibility for long-term clinical design decisions rather than a narrow queue of configuration tickets.
Which mistakes stall the search?
A common mistake is hiring only for a certificate. A certified candidate may still lack firsthand ClinDoc build work or the judgment to resolve competing clinical requests. Another is treating an Epic analyst and a director as interchangeable. The director must set decision paths, explain tradeoffs, and bring clinical leaders into the discussion.
Skipping questions about adoption. A technically correct change can fail if staff cannot explain when to use it or why it replaced their prior workflow.
How would we run the search for this opening?
Tell us which clinical groups, Epic modules, governance forums, and current documentation problems sit with this leader. We present candidates whose license, credential history, ClinDoc experience, and leadership examples match your brief. Your leaders interview finalists, conduct credentialing, and assess clinical judgment.
Define the decision scope
We use that scope to screen for comparable decisions, not just a matching title.
Review targeted candidates
You decide who advances after reviewing the evidence behind each introduction.
Complete your selection process
No upfront fee. You pay only if you hire.
Where this search connects
Healthcare IT, Epic & Clinical Informatics
SpecialtyHospitals & Health Systems
SettingAcademic Medical Centers
SettingRevenue Cycle & Healthcare Services Companies
SettingChief Medical Information Officer (CMIO)
Related roleEpic Clinical Analyst (Ambulatory, ClinDoc, OpTime, ASAP, Willow, Beaker, Radiant)
Related roleEpic Revenue Cycle Analyst (Resolute HB/PB, Prelude, Cadence, Claims)
Related roleEpic Application Manager / Epic Team Lead
Related roleNational median annual wage. SOC 11-3021, Computer and Information Systems Managers.
BLS publishes Computer and Information Systems Managers as a wider occupation. This administrative or professional function proxy does not isolate Director of Clinical Informatics, its clinical credentials, seniority or setting. It is not a pay estimate for the exact title.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
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Should this role be onsite?
If you expect regular observation of charting and direct sessions with clinical leaders, include onsite expectations in the search brief. A hybrid arrangement may work when your governance structure and Epic support model already support it. We screen for leaders who can move from a floor observation to a clear build request.
Does this director need an active clinical license?
For this search, we verify an active, unrestricted RN or physician license. Confirm the license type and state expectations for your position before interviews, especially if the director will hold a nursing leadership title.
Is ANCC Informatics Nursing certification mandatory?
It can be a strong preference, particularly for an RN-led informatics role, but it is not a universal legal mandate. Tell us whether you will consider equivalent credentials and demonstrated Epic ClinDoc leadership.
How do we test Epic ClinDoc depth?
Ask the candidate to walk through one optimization from problem report through release review. Listen for concrete details about flowsheets, documentation steps, user feedback, approvals, and what they changed after users responded.
What placement terms apply to a permanent clinical informatics search?
Permanent contingency placement carries no upfront fee, and 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. Locum, travel, contract, and per diem support are available on request, with licensing, credentialing, and malpractice arrangements confirmed before a start date.
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 charting breaks down, who owns the decisions, and what Epic ClinDoc work is waiting. We will build a focused Director of Clinical Informatics search.
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?
Chief Nursing Information Officer (CNIO) · Nurse Informaticist
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.