Director of Facilities 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 a facilities leader who can keep occupied care areas operating while systems, projects, and code issues compete for attention.
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 Facilities
- Director of Plant Operations
- Director of Facilities and Construction
- Director of Environmental Services
- Regional Facilities Director
- Director of Engineering
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 Director of Facilities runs the physical plant behind patient care. Their day may include reviewing generator tests, approving a shutdown plan, checking maintenance backlogs, meeting a contractor, and defending a capital request. You need a leader who can make those decisions with clear awareness of occupied patient areas.
This is more than a maintenance management hire. The director decides what work comes first when a roof leak, failing air handler, fire-door issue, and capital constraint appear at once. They must separate work that needs immediate action from work that can be documented, monitored, or scheduled around clinical activity.
Look for sound judgment under pressure. A credible candidate can explain who they notify before disruptive work, what interim controls they use, how they document completion, and how an area returns to normal operations. Your leadership team completes its own clinical assessment and final evaluation.
What do we check before you see anyone?
Ask for a specific example of Joint Commission physical plant and safety standards in an active clinical setting. What issue was found, who owned the correction, and how did the candidate assemble evidence for the next review? Confirm knowledge of NFPA 101 Life Safety Code as it applies to hospital operations.
- Ask how they would address a blocked exit path, damaged fire door, or missing inspection record without treating every finding as a major construction project.
- Review a multi-million-dollar capital project. Ask how the candidate phased work in occupied hospital wings, set shutdown windows, handled an unexpected structural condition, and explained a cost change to executive leaders.
- Explore HVAC work serving surgical suites, isolation rooms, and other controlled spaces. Ask who they consulted before filter changes or air-balance work, what records they reviewed, and how they limited disruption to scheduled procedures.
- Test emergency systems knowledge. Ask the candidate to describe their first actions after a generator alarm, medical gas concern, or mechanical failure. Listen for escalation to clinical, safety, and executive leaders, along with a documented return-to-service decision.
- Check labor and vendor management. Ask how they compare internal labor cost, response time, warranty coverage, and contractor scope before assigning a specialized repair. Confirm experience leading trade unions or contracted maintenance vendors.
Where do we find them, and why would they move?
We recruit from background types including academic medical centers, regional hospital systems, specialty hospitals, ambulatory surgical centers, and large healthcare campuses. Candidates may consider a move for broader capital authority, a larger portfolio, or responsibility for aging mechanical systems. A merger, reporting-line change, or completed project can also prompt a conversation.
We ask why a candidate is open to a move, what authority they held over budgets and vendors, and whether your on-site expectations fit their plans.
Which mistakes stall the search?
A common mistake is hiring a commercial property leader who cannot explain hospital emergency power, medical gas, life safety records, or work in occupied care areas. Another is interviewing only engineering leaders and leaving out nursing, infection prevention, safety, or perioperative leaders affected by shutdowns.
Treating long tenure at one site as proof of scope without asking which budgets, teams, vendors, surveys, and projects the candidate actually led.
How would we run the search for this opening?
Share selected survey findings, deferred-maintenance items, and capital constraints. If an air-handling unit serving an ICU area fails during severe weather, ask for the first hour of decisions. Present a capital project with a newly discovered structural issue and a reduced facilities budget.
Review the operating record
Ask what the candidate would review first, what can wait, and what facts they need before recommending work.
Run an occupied-area scenario
Listen for clinical communication, temporary operations, vendor escalation, documentation, and a defined return-to-service plan.
Test budget and project judgment
Ask what scope they would protect, defer, or redesign, and how they would explain the choices to executive and clinical leaders.
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 roleNational median annual wage. SOC 11-3013, Facilities Managers.
BLS reports Facilities Managers as one occupation. It does not publish a separate wage for Director of Facilities, this seniority level or these engagement terms.
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 do you assess a candidate from another healthcare employer?
Hospital facilities leaders often bring transferable experience with surveys, life safety work, capital planning, and vendor oversight. We ask why they are considering a move and keep discussions focused on their experience, not confidential information from a current employer. We screen credentials, work history, scope, and answers to role-specific questions.
Does this role need to be on-site every day?
Usually, yes. The director needs direct visibility into plant conditions, contractor work, rounds, and unexpected equipment failures. The exact schedule depends on your portfolio, site locations, and local leadership structure.
Should clinical leaders interview the candidate?
Yes: nursing, perioperative, infection prevention, safety, and emergency management leaders can test how the candidate plans shutdowns and communicates disruption. They can also identify whether the candidate respects clinical scheduling constraints.
Can we consider a candidate from another state?
Yes, especially when local candidates lack hospital plant or capital-project scope. Discuss relocation support, on-site expectations, reporting relationships, and any role-specific licensing questions early in the process.
What does the permanent-search agreement cover for this facilities leadership hire?
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 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.
If you need a Director of Facilities who can connect plant decisions to occupied clinical operations, Healthcare Headhunters can begin with your reporting line, portfolio, and immediate facility concerns.
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.
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.