Healthcare IT, Epic & Clinical Informatics
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 EHR changes, reports, or interfaces fail, staff create workarounds and leaders question the data behind daily 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.
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?
Healthcare IT, Epic, and clinical informatics are separate hiring lanes. An Epic analyst builds, tests, and repairs a module. An interface or data specialist follows information between systems and validates reports. An informatics leader governs requests, assigns work, and settles scope disputes.
We recruit permanent candidates on a contingency basis for the work you need. No upfront fee. You pay only if you hire.
Start with the work that fills the week. A module analyst may review defects, change the build, test in a nonproduction system, and answer user questions. A data specialist may reconcile a report against source records or trace a failed message.
Credentials matter, but they do not prove judgment. Ask what a candidate did when a clinician requested a shortcut affecting orders, documentation, or reporting. A useful answer names the workflow concern, the people consulted, the test plan, and the final decision. It should not stop at software terms.
What do we check before you see anyone?
Confirm the EHR modules the candidate configured, tested, or supported. Separate Epic certification from proficiency and project exposure. Ask whether they owned orders, documentation, scheduling, billing, or another module. For nursing informatics openings that call for it, confirm an active professional nursing license.
- A nursing informatics certificate may be preferred rather than universally required.
- Ask for a walk-through of two full go-lives. Learn what the candidate owned before activation, during activation, and afterward. Ask about a reported defect, who approved the correction, and what happened when a department was not ready. This separates project attendance from accountable work.
- Test reporting knowledge with a decision your leaders need to make. Ask how the candidate would check whether a Clarity or Caboodle result matches the source record. Listen for refresh timing, filter logic, field definitions, and workflow changes. Standard exports alone may not answer the question.
- Explore HL7 or similar interface work through a hypothetical failure. Ask how the candidate would trace a missing pharmacy, laboratory, imaging, or registration message. Look for checks of the sending record, mapping, queue, receiving system, and responsible team. Acronym familiarity is not enough.
- Review upgrade support through a ticket backlog. Ask how tickets were grouped, which needed immediate review, which could wait, and how users received updates. For a leadership opening, ask about a request they redesigned or deferred after disagreement between clinical, financial, and technical groups.
Where do we find them, and why would they move?
We search professionals from multi-site health systems, academic medical settings, community hospitals, ambulatory networks, specialty practices, and health technology teams. Source pools may include module builders, data specialists, interface analysts, trainers, project leaders, and informatics managers. We match the search to your EHR footprint and unfinished work.
People may consider a move after a major implementation, upgrade cycle, leadership change, or a shift from project work into maintenance. Others want ownership of a module, a smaller decision group, or closer contact with clinical users. We ask why they are open, what work they want next, and whether current project commitments affect timing.
Which mistakes stall the search?
A common mistake is hiring an Epic-certified candidate without confirming the module, build ownership, testing duties, and access level they actually held. Another is treating a nursing informatics credential as proof of technical build skill, or technical skill as proof of clinical workflow judgment.
Accepting “I fixed the outage” without asking what failed, who decided, how users worked during recovery, and what changed afterward.
How would we run the search for this opening?
Tell us whether you need module build, interfaces, reporting, clinical workflow ownership, team leadership, or a defined combination. We screen credentials, work history, project scope, and reasons for moving. Meet candidates around a recent upgrade, reporting dispute, interface defect, or governance request similar to yours.
Set the role boundary
We turn that scope into a candidate brief and screening questions tied to daily decisions.
Review proof of work
You complete your own credentialing and clinical or technical assessment, including any license review connected to the opening.
Interview against current decisions
Compare their actions and tradeoffs, not just their software vocabulary.
Every title in Healthcare IT, Epic & Clinical Informatics
- Chief Medical Information Officer (CMIO)
- Chief Nursing Information Officer (CNIO)
- Director of Clinical Informatics
- Nurse Informaticist
- Epic Clinical Analyst (Ambulatory, ClinDoc, OpTime, ASAP, Willow, Beaker, Radiant)
- Epic Revenue Cycle Analyst (Resolute HB/PB, Prelude, Cadence, Claims)
- Epic Application Manager / Epic Team Lead
- Director of EHR Applications
- Epic Credentialed Trainer
- Epic Report Writer (Clarity, Caboodle)
- Oracle Health (Cerner) / Meditech Analyst
- Interface Analyst (HL7)
- Director of Healthcare Analytics
- Healthcare CIO / VP of Information Technology
- Senior Epic Analyst
- Director of Healthcare IT
Should we hire an Epic analyst or a clinical informatics leader first?
Hire for the bottleneck you have now. Choose an analyst when build, testing, defects, or support queues need hands-on ownership. Choose a leader when requests lack decision rules or clinical and technical groups cannot settle scope. A leader may run change review and decide which requests need redesign, testing, or deferral.
How do we assess someone moving into informatics leadership?
Ask for examples of assigning work, running change review, and explaining decisions to clinicians and executives. Technical tenure can help, but it does not by itself show people leadership or governance judgment.
What should we ask about Epic certification?
Ask for the current credential, module, project role, and recent work performed. Confirm whether the opening needs certified build access or whether proficiency and workflow experience fit the scope.
Can you recruit temporary coverage for an upgrade or go-live?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
How do we judge communication with clinical users?
Give the candidate a hypothetical request from a nurse, physician, or department leader. Ask what they would learn before changing the build.
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 what is changing in your EHR program, who makes decisions today, and where work is stuck. We will screen permanent candidates against that work. 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.
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.