Director of Revenue Cycle, Physician Group & MSO
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.
When documentation, enrollment, payer edits, and follow-up do not connect, completed physician work can become delayed, denied, or underpaid.
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.
Get a free talent snapshot · Get a free job description review
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 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 Revenue Cycle for a physician group or MSO leads professional-fee billing from charge capture through payment posting and denial follow-up. This differs from hospital patient accounting. On a typical day, the director reviews aging and denial trends, questions a fee-schedule variance, meets with billing leaders, and brings specific documentation issues back to practice operations or clinicians.
Assess whether the leader can speak with physicians, owners, or private equity stakeholders. Ask how they would link a missing specialty-template element to repeat denials, explain cash effects, assign ownership, set reviews, and change actions.
What do we check before you see anyone?
Ask for provider-side revenue cycle history, not hospital finance alone. We screen for professional claims, outpatient specialty billing, charge capture, coding edits, clearinghouse work, payment posting, denials, and receivables. Hospital experience can add value, but it does not by itself show readiness for physician-group billing.
- Explore enrollment and credentialing workflow knowledge. We ask what the candidate would check if a newly hired clinician treated patients but claims could not yet go to a payer. Good answers cover payer applications, effective dates, revalidation, payer contacts, held charges, and escalation before the backlog ages.
- Test contract oversight with an underpayment example. Ask how the candidate would compare remittance data against negotiated fee schedules. They should separate contract interpretation, system configuration, posting accuracy, claim correction, and payer dispute work before assigning ownership.
- Review documentation and coding judgment. We ask what the candidate would do if one specialty’s templates repeatedly miss information needed for clean claims. Useful answers distinguish template changes, coder review, clinician education, audit findings, and follow-up with the practice leader.
- Examine direct leadership of billing managers. We ask how candidates assign denial queues, review work quality, coach a manager whose team misses follow-up dates, and keep claims moving during turnover. A director who only reads dashboards may not find where the work stopped.
- Assess reporting for physicians and investors. Ask the candidate to explain a denial increase, aging movement, or payment variance without finance jargon. They should connect the report to cash, distributions, staffing decisions, payer strategy, and the next action.
Where do we find them, and why would they move?
We recruit from multi-specialty groups, specialty practices, regional MSOs, and provider billing organizations. Candidates may lead centralized teams or work with local managers, seeking payer analysis, reporting, technology choices, or a defined revenue problem. The relevant pool knows that group billing depends on clinician charge entry, specialty coding patterns, professional fee schedules, and payer enrollment.
Which mistakes stall the search?
A common mistake is hiring only from hospital finance because the candidate handled larger dollar amounts. Ask whether they owned professional claims, clinician documentation issues, enrollment, and fee-schedule payment review. Ask candidates to trace it to the handoff, template, edit, payer action, or work queue causing delayed charges, denials, enrollment gaps, underpayments, or unclear reports.
Treating a new practice management or electronic health record system as the answer. Ask who will set edits, review staff behavior, inspect payer results, and correct bad data after launch.
Holding the director accountable for collections while charge capture, coding, or billing staff report elsewhere. State who can change workflows and who responds when local teams miss them.
How would we run the search for this opening?
Share the reports driving concern, such as denial categories, aging, charge lag, underpayment findings, or enrollment backlogs. Decide who the director reports to and which teams report into the role. Your team completes its own credentialing and operational assessment. Start with the payment problem, not a general collections goal.
Define the revenue problem
We use those facts to build screening and interview questions.
Set reporting lines and authority
Clarify access to physicians, coding, billing managers, practice managers, payer data, and technology decision-makers.
Interview against actual decisions
Ask finalists how they would investigate a recurring denial, underpayment, or enrollment delay.
The role and the setting
Not ready to start a search?
Get a free talent snapshot
We tell you where qualified Director of Revenue Cycle are working in your area and what it takes to move them. No fee. No obligation.
Get a free job description review
Paste or upload the JD. We flag unclear scope, requirements and terms that may put strong candidates off. No fee. No obligation.
Does this director need experience in our exact specialty?
Exact specialty experience can help when documentation and coding have unusual patterns. Broad multi-specialty experience can also fit when a candidate explains how they learned a new payer mix, reviewed edits, and worked with clinicians on documentation. People may seek a different specialty mix, clearer owner support, a smaller organization, or responsibility for results they can directly influence.
Should we hire someone who says they can fix collections within a month?
Treat that statement carefully. A credible director first reviews charge lag, denial categories, payment posting, follow-up queues, contract terms, and enrollment status.
What should this director own versus our practice managers?
The director should own revenue-cycle standards, reporting, billing leadership, payer analysis, and corrective action across the process. Practice managers may own registration, scheduling, and local staff follow-through.
How should we handle a finalist who receives a counteroffer?
Counteroffers can arise when a current employer wants to retain payer knowledge or billing leadership. Ask what prompted the move, what authority the candidate needs, and what could cause them to stay.
What are your fee and replacement terms for a permanent 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 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 leader who can trace a payment issue to its source, Healthcare Headhunters can recruit for the leader your physician group or MSO needs to make those decisions. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
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 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.