Post-Acute, Senior Living & Home-Based Care Leadership
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 leader who can turn survey findings, staffing gaps, occupancy pressure, and payment choices into daily action.
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?
Skilled nursing, senior living, and home-based care need different leadership backgrounds. A skilled nursing leader may manage surveys, Medicare and managed care mix, nursing labor, census, and quality indicators. A senior living executive may manage private-pay move-ins, caregiver coverage, family concerns, and occupancy.
We define the work before we search.
A polished interview is not enough. Ask what the candidate did after a citation, census decline, recurring documentation problem, or cluster of caregiver resignations. Useful answers name the people involved, the first change made, and the follow-up that showed whether practice changed.
Match the background to the setting. A Nursing Home Administrator may bring survey and Medicare knowledge but little private-pay sales exposure. A senior living executive may know occupancy and family communication but lack skilled nursing survey ownership. A home health leader may know PDGM and referral flow but have limited residential operations history. We screen for the overlap your role needs.
What do we check before you see anyone?
License review. For skilled nursing administrator roles that call for it, we verify an active state Nursing Home Administrator license obtained through the NAB examination process. We review available disciplinary history and ask whether the license applies in your state.
- Survey ownership. We ask about the cited area, the immediate response, the plan of correction, staff follow-up, and later review. This separates leaders who directed the response from those who only attended corporate meetings.
- Staffing decisions. We ask how candidates handled open nursing, caregiver, therapy, or visit schedules without dropping routine work. We also ask what changed when callouts or resignations became a repeating pattern.
- Financial knowledge. For skilled nursing, we discuss Medicare, managed care, Medicaid, census, and labor choices. For home-based care, we cover PDGM, referrals, documentation, and visit patterns. For senior living, we ask about occupancy, care levels, private-pay conversion, and move-in timing.
- Quality follow-through. We ask which clinical indicators the leader reviewed, who presented them, and what action followed. We screen for evidence of manager action after reported results.
- Team communication. We ask how the candidate handled disagreement among nursing, admissions, therapy, sales, scheduling, or field staff. We also ask how they gave a family or referral partner a factual update after a service problem.
Where do we find them, and why would they move?
We source leaders from multi-site post-acute operators, independent senior living communities, home health and hospice agencies, and related care organizations. A candidate may seek clearer authority, a different payer mix, a shorter commute, fewer approval layers, or work closer to their strongest background.
Many qualified leaders are not answering advertisements. They may be managing a survey cycle, rebuilding a care team, opening census, or responding to referral changes. We explain the reporting line, location, decision rights, and immediate problems early.
Which mistakes stall the search?
A common mistake is treating skilled nursing, assisted living, and home-based care as interchangeable backgrounds. Ask whether the candidate managed your operating model, not merely a similar title. Another is accepting a claim of survey success without asking what was cited, what the candidate owned, and what happened after the plan of correction.
Waiting until final interviews to disclose payer mix, occupancy pressure, territory size, staffing gaps, or authority over hiring. Late disclosure can prompt withdrawal or counteroffer talks.
How would we run the search for this opening?
We discuss the setting, license needs, service lines, payer mix, reporting structure, location, and current problems. We review credentials, work history, reasons for considering a move, and examples from surveys, staffing, census, referrals, or quality review. We keep interviews focused on role scope, compensation alignment, notice timing, and references.
Map the role
If the role covers several sites, we clarify travel, manager support, and decision rights.
Screen the evidence
You meet candidates whose experience fits the work.
Manage 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.
Every title in Post-Acute, Senior Living & Home-Based Care Leadership
- Nursing Home Administrator (NHA)
- Director of Nursing (DON), Skilled Nursing
- Assistant Director of Nursing (ADON)
- MDS Coordinator
- Regional Nurse Consultant
- Regional Director of Operations (Post-Acute & Senior Living)
- Executive Director, Senior Living
- Health Services Director (Assisted Living)
- Director of Sales & Marketing, Senior Living
- Home Health Administrator
- Director of Clinical Services (DCS), Home Health
- Clinical Manager, Home Health
- Hospice Executive Director / Administrator
- Hospice Director of Patient Care Services
- Clinical Liaison (Home Health & Hospice)
- Director of Business Development (Home Health & Hospice)
- PACE Center Director
- Regional MDS Coordinator
Do we need a Nursing Home Administrator license for every leadership opening?
No: the license applies when the role and state rules call for a Nursing Home Administrator. Assisted living, home-based care, hospice, and regional roles may call for other credentials, so we confirm the scope before sourcing. A home-based care leader may oversee referrals, documentation, visit patterns, and field supervision.
Can one person lead both skilled nursing and senior living?
Sometimes, but the reporting structure and daily workload matter. We ask about direct responsibility for each setting, state rules, care model, occupancy goals, and the managers supporting the role.
How do you assess survey experience without overvaluing one inspection?
We ask what the candidate did before, during, and after the survey. We cover findings, documentation review, staff education, corrective action, and later monitoring. Your team makes the final clinical judgment.
What should we ask if a candidate may receive a counteroffer?
Ask why they considered leaving before compensation became the focus. They may cite authority, commute, schedule, leadership support, or scope. A pay increase may not resolve those concerns.
Can you help with nonpermanent coverage?
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 us which setting you operate and what the leader must address first. We will build the search around actual decisions, not a broad title.
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.