Medical Director, Urgent Care
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 physician leader who can oversee walk-in care, occupational services, provider practice, and chart quality across your clinics.
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?
A Medical Director may review charts, answer nurse practitioner and physician assistant scope questions, update clinical protocols, and address repeated note errors. The role may also cover employer injury visits, workers’ compensation records, work-status forms, and Department of Transportation examinations when your service line includes them.
Your leader must decide what happens when a provider asks whether a case falls within their agreed scope, two sites follow the same protocol differently, or an audit finds the same omission in several charts. Ask how they gave feedback, documented follow-up, and checked whether the next charts improved.
Walk-in care centers on episodic visits, referral decisions, discharge instructions, and return precautions. Occupational work may involve employer forms, injury records, work-status decisions, and workers’ compensation documentation. Ask candidates what they would review personally, what they would delegate, and when they would pause a process for clarification.
What do we check before you see anyone?
Confirm an active physician license in every state where the candidate will practice or provide medical direction. We ask about license status, board history, pending matters, and plans for multi-state practice. You complete credentialing and clinical assessment under your own process.
- Ask about direct oversight of nurse practitioners or physician assistants outside a hospital. We explore a real scope question, the chart-review process, how supervision was recorded, and what the physician did when a provider repeatedly departed from clinic policy.
- Test audit habits through actual chart decisions. We ask what the physician examines in an urgent care note, how they identify a pattern across sites, and what action follows an incomplete assessment, missing follow-up instruction, or unclear referral documentation.
- Discuss patient flow without reducing the issue to visit counts. We ask how the candidate would investigate long waits, repeat visits, incomplete discharge notes, or delayed referrals. A useful answer separates registration, staffing, documentation, and clinical decision causes.
- Explore occupational health knowledge without assuming every physician performs every service. We ask about employer injury documentation, workers’ compensation files, and work-status forms. DOT certification matters when the physician will conduct DOT examinations; it is not automatic for every Medical Director position.
- Check electronic medical record fluency against your clinic system. We ask whether the physician has used audit reports, adjusted note templates, reviewed chart trends, or worked with clinic leaders on documentation changes. They need practical access to clinical information, not an IT role.
Where do we find them, and why would they move?
We recruit physicians from urgent care groups, occupational health practices, community health organizations, and value-based care settings. These pools can include leaders who have supervised advanced practice providers, reviewed standardized records, and worked across multiple sites. We ask why they are moving and what they expect to change rather than assume compensation is the only reason.
A physician may consider a move for clearer authority over clinical policy, a different site schedule, defined leadership duties, or room to retain patient care.
Which mistakes stall the search?
Select a physician with hospital or academic experience only after testing how they would guide dispersed clinics, short visits, and advanced practice provider questions. Do not assume a prior Medical Director title proves supervision skill. Ask who reviewed charts, how feedback was delivered, and what happened after repeated concerns.
Do not treat occupational health as a small add-on when employer injury, DOT, or workers’ compensation services affect your business. Test documentation oversight before making an offer.
How would we run the search for this opening?
Tell us which sites, provider types, services, and decisions belong to the Medical Director. We screen credentials, work history, and fit before presenting candidates. You conduct interviews, references, credentialing, and clinical assessment. Urgent care and occupational health involve different decisions.
Define physician authority
We turn those details into screening questions about chart review, protocol changes, escalation routes, and time at each clinic.
Interview against clinic work
You can ask how a finalist would respond to an incomplete DOT form, a scope question, or the same chart error found at two sites.
Complete your final review
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.
The role and the setting
Not ready to start a search?
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We tell you where qualified Medical Director (Practice, Clinic, Region) are working in your area and what it takes to move them. No fee. No obligation.
Get a free job description review
Paste or upload the JD. We flag unclear scope, requirements and terms that may put strong candidates off. No fee. No obligation.
Can you help with temporary coverage during a permanent search?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Per diem placement adds a clinician to your own pool rather than filling individual shifts. Look beyond the physician’s own pace with patients.
How do location and compensation affect this search?
They shape the available physician pool, especially when you need multi-site oversight and occupational health experience. We discuss which points are fixed and which can move before approaching candidates.
How should we compare a counteroffer with the authority offered in this role?
We ask early why the physician is considering a change and what they want from the next position. If a counteroffer appears, you can compare your authority, schedule, location, and compensation with those stated reasons.
Is relocation assistance necessary?
No: it is a business choice, not an automatic expense. Assistance may broaden options when local physicians lack the urgent care and occupational health background you seek.
How do you assess communication with nurse practitioners and physician assistants?
We ask for examples involving chart feedback, a scope discussion, and disagreement over clinic practice. You should also have finalists meet the leaders and providers they would oversee.
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 how your clinics divide urgent care, occupational services, provider oversight, and chart review. We will build a permanent Medical Director search around those decisions.
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.