Medical Biller (Billing Specialist) 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.
Persistent claim errors and unresolved denials can delay payment long after the patient visit is complete.
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.
- Billing Specialist
- Claims Specialist
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 medical biller reviews charge data, submits claims, works edits and denials, posts payment activity, and follows unpaid balances. You need someone who can explain why a claim failed, choose the next action, and document that work in your billing process.
The hiring decision often starts with a pattern, not one large balance. Your office may see the same payer reject modifier use, registration data, authorization details, or supporting documentation. A billing specialist should separate a correctable front-end error from a denial that needs research, records, or an appeal.
Ask what work is sitting with clinical or front-office staff. Providers should not be decoding remittance advice, and registration staff should not repeatedly repair claims without knowing the cause. The right hire can own follow-up queues while giving you clear notes on recurring edits, payer changes, and unresolved account issues.
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What do we check before you see anyone?
Payer rules and claim edits. We ask candidates to describe a payer bulletin they reviewed and the claim fields, code combinations, or documentation notes it changed. We also ask how they would communicate that change to registration, coding, or charge-entry staff.
- Clearinghouse workflow. A biller must read rejection reports, correct the source data when needed, and avoid sending the same faulty claim again. We ask how they group repeated edits and whether they track the person or process producing them.
- Specialty billing. We screen for work with your specialty’s common procedures, modifiers, authorizations, and payer patterns. We ask for an example of a difficult claim category and the steps used to research and resolve it.
- Denial judgment. Candidates should distinguish a demographic correction, coding correction, missing record, timely filing issue, and medical-necessity denial. We ask what evidence they would review before deciding whether to correct, appeal, or write off an account under your policy.
- System and reconciliation work. We discuss the billing platform, electronic health record, clearinghouse, remittance files, and aging reports used in prior roles. We ask how they compare submitted charges, payer responses, payments, adjustments, and remaining patient balances.
- Credentials and work history. CPB from AAPC or CRCR from HFMA can show formal study, but either is a plus rather than a universal legal mandate. We screen credentials, employment history, job changes, and references; you complete your own credentialing and assess job fit.
Where do we find them, and why would they move?
Physician groups can produce billers who know the daily handoff between registration, charge entry, providers, and collections. Someone may consider a move for a shorter commute, a different specialty, clearer ownership of accounts, or a role with less divided responsibility.
Billing companies and hospital patient financial services departments are also useful source pools. Some seek a smaller team, direct contact with office staff, or deeper experience in one specialty.
Which mistakes stall the search?
A common mistake is hiring only for data-entry speed. A fast claim submitter may not spot a recurring edit, research payer guidance, or close the loop with the staff creating the error. Another is treating all denials alike. A candidate who resubmits every denial can lose time when the account needs corrected demographics, records, coding review, or a documented appeal.
Assuming general billing history transfers automatically. Ask about your payer mix, specialty procedures, clearinghouse, and the account queues the person will actually own.
How would we run the search for this opening?
Tell us which accounts are aging, which payers deny most often, and who now touches those claims. We review work history, credentials, specialty exposure, payer-rule knowledge, clearinghouse actions, and denial decisions. Those professionals may work large queues, payer edits, remittance posting, or institutional account follow-up.
Map the work
We turn that into interview questions tied to the open desk.
Screen the billing judgment
You meet candidates whose examples match the work you need done.
Set terms before the 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.
Where this search connects
National median annual wage. SOC 43-3021, Billing and Posting Clerks.
The published occupation matches Medical Biller (Billing Specialist). BLS wages are not a specific employer offer.
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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What should we do if a current employer makes a counteroffer?
Compare the counteroffer with the reason the person entered the search. A biller may value specialty exposure, account ownership, schedule, location, reporting structure, or a different mix of payer work. We help you discuss the actual role rather than assume pay alone decides it.
When should we open a medical biller search?
Start when aging reports, denial queues, or repeat corrections show a pattern your current team cannot explain or clear. Waiting can leave the same payer issue embedded in new claims each day.
Do we need a candidate with CPB or CRCR?
Not necessarily: CPB from AAPC or CRCR from HFMA is a plus, not a universal legal mandate. Direct experience with your specialty, payer rules, and denial work may matter more for the open role.
How do you test whether someone can work denials?
We ask for a step-by-step account example. The candidate should explain what they reviewed, who they contacted, what correction or appeal they selected, and how they recorded the result.
Can you recruit for remote or contract billing coverage?
Yes, locum, travel, and contract coverage are available on request. Terms, licensing where applicable, credentialing, and malpractice arrangements are confirmed before anyone starts. Per diem placement adds a person to your own pool rather than covering individual shifts.
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 where claims stall, which payer issues repeat, and what your current team can no longer absorb. We will build a focused search for your next medical biller.
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.
Which other positions in this family should you consider?
Risk Adjustment Coder (HCC Coder, CRC) · AR / Insurance Follow-Up Specialist
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.