Primary Care Physician, Value-Based Care Clinic
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 primary care physician who links each chronic-condition visit, follow-up decision, and note to your value-based panel.
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.
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?
Your physician must do more than address the reason for today’s visit. They review active conditions, decide what needs attention now, assign follow-up work appropriately, and document the care actually delivered. Healthcare Headhunters recruits permanent physicians on a contingency basis.
No upfront fee. You pay only if you hire.
This role differs from a volume-focused office position. Ask how the physician handles several conditions in one visit, separating same-day issues from work that can be scheduled, referred, or assigned within another team member’s scope.
Documentation is part of clinical work. A copied problem list alone does not show management.
What do we check before you see anyone?
Confirm an active physician license for the practice location. Review ABFM status if it is part of your selection profile, not as a universal rule. We ask about license dates, board history, practice states, and disclosures that may affect your review.
- You complete final credentialing and clinical assessment.
- Discuss HCC documentation through a realistic visit. We ask how the physician decides whether a condition is active and assessed, monitored, evaluated, or treated that day. Listen for a distinction between clinical review and carrying an old diagnosis forward without discussion.
- Ask about pre-visit preparation for a patient with diabetes, chronic kidney disease, missed follow-up, and overdue preventive services. We explore what the physician reviews, what staff can prepare, and what information changes the plan. This shows whether they use scheduled visits to manage a panel rather than react only to the chief complaint.
- Review daily EHR work rather than asking only whether the candidate has used Epic. We ask how they complete notes, review problem lists, act on results, track referrals, and identify patients due for screening. Epic experience may matter for your clinic, while sound habits from another integrated platform may transfer.
- Use a quality-gap scenario. If a patient is overdue for colorectal screening, diabetic eye care, and a medication review, ask what the physician handles during the visit and what goes to staff. Ask how they document a declined service, an outside result, or a clinically appropriate deferral.
- Explore team decisions after an abnormal result or missed referral. We ask how the physician works with nurse practitioners, physician assistants, nurses, medical assistants, pharmacists, and referral staff. Look for named ownership, clear chart communication, and respect for each person’s scope.
Where do we find them, and why would they move?
Relevant source pools include value-based primary care clinics, integrated medical groups, multispecialty health systems, and Medicare Advantage practices. Some fee-for-service physicians bring annual wellness, registry, chronic-condition follow-up, or recall work. We screen duties, not titles. A physician may consider a move for a panel closer to their clinical interests, clearer care-team roles, or more workable documentation tools.
We ask why they are open to a change before presenting them to you.
Which mistakes stall the search?
A common mistake is treating years in family medicine as proof of risk-adjustment documentation skill. Ask how the physician assesses and records an active chronic condition during an annual or follow-up visit. Ask how the candidate records findings, medication decisions, condition status, and follow-up when several chronic diagnoses appear in one chart.
Selecting only for high visit volume. A physician used to same-day complaints may need a different transition than one who has reviewed registries, recalls, and planned follow-up across a defined panel.
Waiting until the offer stage to explain quality measures, note expectations, panel mix, and team roles. Late details can expose a mismatch after both sides have invested time.
How would we run the search for this opening?
Tell us the age mix, common chronic conditions, payer mix, visit model, and available care-team roles. We review license details, board history, work history, documentation experience, EHR use, and reasons for a move. You meet physicians whose background fits the opening and assess clinical judgment, credentialing eligibility, and fit with your care model.
Describe the panel
We use those facts to describe the regular decisions your physician will make during a clinic week.
Screen the working method
We ask scenario questions about chart preparation, condition assessment, gap follow-up, and communication with staff.
Interview with shared facts
If you hire, the written agreement sets fee and replacement terms for the standard search.
The role and the setting
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Can you support contract, relocation, or interim coverage discussions?
We can support communication between you and the candidate about contract terms and relocation. Locum, travel, and contract coverage are available on request, with licensing, credentialing, and malpractice arrangements confirmed before anyone starts. Others may seek more time for preventive discussions and chronic disease follow-up.
How do you identify genuine value-based care experience?
We ask for specific examples of panel review, chronic-condition documentation, quality-gap follow-up, and care-team coordination. We also ask what the physician personally handled versus work completed by coding, nursing, or population-health staff.
Must the physician hold ABFM certification?
That depends on your physician profile and credentialing standards. We can screen for current ABFM status and board history while you decide how it applies to this opening.
Can you recruit physicians with Epic experience?
Yes: we ask about note completion, problem-list review, inbox work, registries, referral tracking, and other EHR tasks.
How do you handle counteroffers tied to panel size or documentation workload?
We discuss motivation early, including panel size, schedule, care-team support, compensation, and documentation expectations. If a counteroffer appears, you can respond with the full work picture rather than compensation alone.
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 Healthcare Headhunters how your panel is built and how follow-up work moves through your team.
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 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.