Home Health Administrator 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 Home Health Administrator who can connect branch decisions with field execution, claims support, and referral growth.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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- Agency Director
- Branch Director
- Executive Director (Home Health)
What does this hire really come down to?
Your clinicians work across the service area while the branch manages intake, schedules, records, payroll, and referrals. You need a leader who can decide whether an admission can be staffed, question late documentation, review quality reports, and address rising labor costs before those issues compound.
This is a branch leadership role, not simply a senior clinical position. The administrator directs Medicare-certified agency operations across intake, clinical leadership, scheduling, billing, and referral relationships. During a normal week, they may review unsigned orders, discuss chart trends with clinical managers, assess admissions against available coverage, and explain branch results to ownership or regional leadership.
Growth decisions need judgment. A referral source may offer more admissions, but the branch must consider geography, disciplines needed, visit timing, payer mix, and record completion. PDGM review may reveal documentation patterns that affect claims, while repeated corrections can add work for field staff. We look for leaders who can explain what they would change, who would own the follow-up, and how they would judge the result.
What do we check before you see anyone?
We verify an applicable state license when the jurisdiction and assigned role call for one. We ask where it was held, whether it is current, and whether restrictions or disciplinary history need discussion. Your agency completes its own credentialing, legal review, and clinical assessment.
- We examine Medicare-certified agency operations closely. Candidates should describe how they monitored Medicare Conditions of Participation, checked whether branch practice matched policy, and assigned follow-up. If they took part in a survey, we ask what they prepared, which findings they addressed, and how they tracked the plan of correction.
- We screen PDGM knowledge through branch decisions. We ask how the candidate reviewed documentation, clinical grouping details, functional scoring, and claim-risk patterns. Strong answers identify how records were selected for review and how repeat corrections were reduced without adding needless paperwork.
- We discuss star ratings as a management tool. We ask which measures the candidate reviewed, who received the findings, and what changed afterward. If a score fell, we ask whether the issue involved reporting, field practice, documentation, or a process that needed revision.
- We test referral and census growth with a realistic situation. If several referrals arrive late in the day, what would the candidate check before acceptance? Useful answers cover service area, clinician availability, disciplines, admission timing, payer mix, and communication with the referral source.
- We review budget responsibility in plain language. Ask which costs the person controlled, how payroll was compared with census, and what action followed increased overtime or outside staffing expense. A clinically strong leader may have limited experience making branch profit-and-loss decisions.
These are recruiting discussions about experience and stated credentials, not a substitute for clinical assessment. Your organization completes formal credentialing, license and privilege checks, and the hiring decision.
Where do we find them, and why would they move?
Our source pool includes administrators and branch managers at other agencies. We also speak with Agency Directors and Executive Directors who have led Medicare-certified home health operations. These are professional background types, not a statement that any particular person is available.
A leader may consider a move for greater authority over branch decisions, a different ownership structure, or a reporting relationship that fits their management approach. Others may want a clearer growth plan.
Which mistakes stall the search?
A common mistake is hiring a strong clinician who has never owned a branch budget, referral plan, or agency-level operating decision. Another is treating survey attendance as survey leadership without asking which findings, corrections, and follow-up actions the person handled.
Hiring for census growth without testing how the candidate decides whether admissions can be staffed and documented on time.
How would we run the search for this opening?
Tell us what needs attention now. We review credentials, work history, and fit. Meet candidates using situations from your branch. Ask how they would respond to late records, a referral surge, declining quality measures, or rising payroll. We ask why they would leave, what they want to change, and what they expect from the next role.
Define the branch gap
We discuss Medicare certification, state license expectations, reporting lines, branch scope, budget ownership, referral goals, and the decisions this administrator will make.
Screen the work behind the title
We ask about surveys, PDGM oversight, chart reviews, star-rating actions, referral discussions, turnover, and budget choices.
Interview against real decisions
We manage the permanent contingency search while you choose whom to hire.
Tell us the role and setting. We will discuss the work and terms with you before a search begins. There is no fixed shortlist or placement promise.
What happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
Where this search connects
Post-Acute, Senior Living & Home-Based Care Leadership
SpecialtySkilled Nursing & Post-Acute Care
SettingSenior Living (Assisted Living, Memory Care, CCRC)
SettingHome Health & Hospice
SettingPE-Backed Healthcare Platforms
SettingNursing Home Administrator (NHA)
Related roleAssistant Director of Nursing (ADON)
Related roleMDS Coordinator
Related roleRegional Nurse Consultant
Related roleNational median annual wage. SOC 11-9111, Medical and Health Services Managers.
BLS reports Medical and Health Services Managers as one occupation. It does not publish a separate estimate for Home Health Administrator, its setting or its 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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Can you recruit interim or contract home health leadership?
Permanent/direct-hire recruitment is our core service across clinical, operational and leadership roles. If you need a temporary or other arrangement, describe the need so we can discuss whether we can help. Responsibilities and terms must be confirmed separately for that engagement. Your organization retains clinical assessment and credentialing responsibility.
Do we need Medicare-certified agency experience?
For a Medicare-certified agency, direct experience is usually an important screen. Ask candidates how they worked with Conditions of Participation, surveys, documentation oversight, and PDGM-related branch choices.
Should this administrator hold a clinical license?
That depends on your state, agency structure, and assigned duties. We verify an applicable state license when the role calls for one, while your agency confirms its own credentialing, legal, and clinical standards.
How do you assess star-rating experience?
We ask which measures the candidate reviewed, who saw the reports, and what changed afterward. We also ask about a score that did not improve, which separates direct ownership from familiarity with reports.
How does the fee work 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 Home Health Administrator who can make disciplined branch decisions, speak with Healthcare Headhunters about 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 happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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?
Director of Sales & Marketing, Senior Living · Director of Clinical Services (DCS), Home Health
What happens beyond the introduction?
We explain our recommendation in writing and flag what your team still needs to assess. We gather interview feedback, resolve practical questions and support offer discussions. The goal is the right person for the work, not simply a shortlist.
Read the full six-step search process · Compare recruiting models
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.