Medical Coding, Billing & Patient Financial Services
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 revenue cycle staff who can turn records, claims, and patient balances into accurate next actions.
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?
Coding, billing, and patient financial services are related functions, but they are not interchangeable seats. Coders assign codes from documentation. Billers submit, correct, and follow claims. Patient financial staff explain balances, post payments, and document account questions. We recruit permanent hires for the work you assign.
Your team completes credentialing and its own clinical assessment.
A CPC or CCS reflects certification, not automatic skill in your open seat. A professional-fee coder may not know facility outpatient records. A biller who submits clean claims may not handle appeals. A patient account representative may manage calls well but lack payer follow-up experience. We screen credentials, work history, and fit against the daily work rather than a broad revenue cycle title.
Follow one account during the interview. Ask what the candidate reviews first, what they correct, who they contact, and what they enter in the account note. A useful answer separates a missing modifier from an authorization issue, a coding correction from a payer edit, and a statement question from a disputed balance. That sequence shows judgment beyond data entry.
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?
Coding scope: We ask which records the candidate coded, including professional visits, facility outpatient encounters, inpatient stays, surgery, radiology, or emergency department accounts. We ask what they do when documentation does not support a code and whether they prepare a query or send the record for review.
- Claim ownership: We identify the billing tasks the person actually performed. Those may include charge review, claim edits, electronic submission, payment posting, denial follow-up, appeals, refunds, or credit balances. This distinguishes claim submission experience from ownership of aging accounts.
- Patient balance work: We ask how the candidate explains deductibles, copays, statements, payment options, and insurance balances without making unsupported promises. We also ask how they document a call and route an account needing payer, supervisor, or financial counseling review.
- Specialty exposure: We compare the candidate’s service lines with yours. A primary care biller may need support in surgery, where modifiers, global periods, and authorizations affect payment. We ask about payer types and recurring rejection reasons instead of assuming a specialty transfers directly.
- Systems and queues: We confirm the practice management system, encoder, claim tools, spreadsheets, and work queues the candidate has used. We ask what they review at shift start, how they work assigned accounts, and what they do when an account reaches your internal aging target.
- Audit response: We ask for an audit finding or recurring denial pattern the candidate handled. They should describe the cause, correction, and account note. We also ask whether they changed a work step or brought a recurring issue to a manager for review.
Where do we find them, and why would they move?
Our source pool includes coding departments, hospital business offices, physician groups, outpatient centers, billing services, specialty practices, and patient account teams. People may consider a move after a system conversion, a narrower role, a schedule change, or limited exposure to a desired specialty.
Each person has their own reason.
Clear answers help you describe the opening honestly and compare candidates on more than compensation.
Which mistakes stall the search?
A common mistake is hiring for one broad revenue cycle title when the seat needs daily coding, denial appeals, or patient balance calls. Another is treating a preferred certificate as proof of specialty knowledge, payer edit experience, and software familiarity.
Testing code knowledge but skipping handoffs among coders, billers, front-office staff, and patient account teams.
How would we run the search for this opening?
Tell us which accounts the hire will touch, which queues they own, and what a normal shift includes. Use a realistic denial, documentation gap, or patient balance question from your setting. Compare demonstrated work with your process, schedule, pay range, and onboarding plan.
Map the seat
We use that detail to separate coder, biller, and patient financial services candidates.
Review work examples
Ask for the first review point, next contact, account note, and reason for that sequence.
Choose with clear terms
No upfront fee. You pay only if you hire, under a written agreement that sets fee and replacement terms for standard searches.
Every title in Medical Coding, Billing & Patient Financial Services
- Medical Coder (Certified Coder, CPC, CCS)
- Inpatient Coder (DRG Coder)
- Outpatient & ED Coder
- Professional Fee Coder (Pro-Fee, Physician Coder)
- Surgical & Specialty Coder (Interventional, Cardiology, Orthopedic)
- Risk Adjustment Coder (HCC Coder, CRC)
- Medical Biller (Billing Specialist)
- AR / Insurance Follow-Up Specialist
- Denials & Appeals Specialist
- Charge Capture Specialist (Charge Entry)
- Credentialing Specialist (Medical Staff Credentialing)
- Provider Enrollment Specialist (Payer Enrollment)
- Patient Access Representative (Registrar, Admitting Rep)
- Prior Authorization Specialist (Pre-Cert, Referral Coordinator)
- Financial Counselor (Patient Financial Advocate)
- HIM Technician / Release of Information Specialist
- Senior Medical Coder
- Coding Supervisor
Can one hire handle coding, billing, and patient balances?
Sometimes, especially in a smaller practice, one person covers several stages. We ask how much time belongs to each task because a strong coder may not want daily payment calls or denial appeals. Candidates often ask who answers coding questions, how billers trace denials, whether leaders share audit feedback, and how patient calls are documented.
How does specialty affect a coding search?
Specialty changes the records, codes, modifiers, and payer edits a candidate sees. We ask about direct exposure to your service lines rather than assuming general coding experience transfers without support.
Do medical coders need a license?
Medical coders generally do not hold a clinical license for coding work. Employers may prefer certifications such as CPC or CCS, but a preferred certification is not automatically a universal legal mandate.
How should we address a counteroffer?
Ask why the candidate is open to moving before you make an offer. If schedule, reporting, role scope, or specialty work matters, describe your actual setup and avoid promises your team cannot keep.
What if we need temporary coverage rather than a permanent hire?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
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 which revenue cycle seat is open and where accounts stall.
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.