Practice Manager 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.
You need a Practice Manager who can take daily office decisions off the physician’s desk without losing sight of margin, access, or staff accountability.
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.
- Practice Manager
- Senior Practice Manager
- Multi-Site Practice Manager
- Specialty Practice Manager
- Assistant Practice Administrator
- Practice Operations Manager
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 Practice Manager runs the work between the first patient call and the final charge review. They set schedules, resolve front-office breakdowns, watch expenses, work with billing partners, and give you clear choices when a vendor, payer, or staffing issue needs an owner.
A hands-on manager may rebuild a same-day schedule after absences, address a patient complaint, approve routine supply orders, and coach registration staff. That can suit a stable single site with clear physician ownership.
A multi-site or growing specialty practice may need someone who compares site performance, reviews gross revenue against net profit, questions rising overhead, and brings vendor options to ownership. More authority can reduce repeated approvals, but it also calls for agreed spending limits and regular financial review.
What do we check before you see anyone?
Ask how they use gross revenue, net profit, payroll, supplies, and specialty-specific overhead in a monthly review. We look for a candidate who can explain what they would investigate when revenue rises but profit does not. Confirm their direct experience with your electronic health record system.
- We ask what they changed within the system, such as scheduling templates, work queues, reporting, or staff access, and what approval they needed.
- Review payer credentialing work in detail. We ask how they tracked provider applications, renewals, roster changes, and missing documents so active provider status did not lapse and billing could continue.
- Test staff-conflict judgment with a realistic office example. If two employees dispute handoffs at check-in, we ask what facts they gather, what they document, and when they involve the physician-owner.
- Ask how they read patient feedback alongside appointment delays, registration errors, phone response patterns, and room turnover. A useful answer identifies the operational step to examine before blaming an individual employee.
- Discuss purchasing and vendor control. We ask how they compare pricing, monitor service problems, handle contract renewals, and decide when a lower price creates more work or risk for the office.
Where do we find them, and why would they move?
We recruit from private group practices, hospital-based outpatient departments, community health centers, specialty clinics, and ambulatory surgery operations. These backgrounds can produce managers familiar with staffing schedules, payer processes, patient intake, billing coordination, and physician communication. Some prefer an independent practice because they can see how a scheduling, purchasing, or intake decision affects the office budget and patient access.
People may consider a move when their current role has limited authority, a new corporate structure narrows local decision-making, or a larger scope becomes available.
Which mistakes stall the search?
A common mistake is hiring a clinically experienced candidate without testing budget review, scheduling control, vendor management, and employee coaching. Another is giving the manager responsibility for office results while withholding authority over routine staffing, purchasing, or workflow decisions. First decide whether you need a hands-on office manager or a leader for broader practice operations.
Keeping financial goals private, then judging the manager for expenses, collections issues, or staffing choices they could not see coming.
How would we run the search for this opening?
List decisions the manager can make alone, such as routine schedule changes or approved supply orders. Review current appointment volume, cancellation patterns, staffing costs, overhead, payer concerns, and patient feedback. Give finalists a short scenario involving a staffing absence, payer credentialing delay, or rising supply expense.
Set decision boundaries
Also list matters that need owner approval, including new vendor contracts, compensation changes, and major equipment purchases.
Share the operating baseline
This gives candidates a concrete picture of the work and gives you a basis for evaluating early decisions.
Interview against actual scenarios
Ask what they would do first, what data they need, and which decision they would bring to you.
Where this search connects
Practice, Ambulatory & Surgery Center Operations
SpecialtyPhysician Groups & Specialty Practices
SettingAmbulatory Surgery Centers & Surgical Hospitals
SettingFQHCs & Community Health Centers
SettingUrgent Care & Occupational Health
SettingPractice Administrator
Related roleMedical Group Administrator
Related roleDirector of Ambulatory Operations
Related roleASC Administrator
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 Practice Manager, 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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Does the manager need experience with our exact electronic health record?
Direct experience is valuable when your practice relies on specific reports, scheduling rules, or work queues. A candidate with another system may still fit if they can explain how they learned it and improved office use without disrupting staff work.
Should we hire a Practice Manager with our specialty background?
Specialty experience can shorten the learning curve around scheduling patterns, payer questions, and supply choices. It should not replace proof that the candidate can manage people, budgets, billing coordination, and physician communication.
How do we assess a candidate’s financial judgment?
Ask for a monthly review example that separates gross revenue from net profit and identifies major overhead drivers. We screen for candidates who can explain the question behind a number, not just repeat a report.
What should the physician-owner keep control of?
Keep decisions that reflect your ownership risk, clinical direction, and major financial commitments. Give the manager clear authority over routine operations, or small delays will keep returning to your desk.
How does your search engagement work?
Healthcare Headhunters handles permanent contingency placement with no upfront fee. 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.
Tell us where the office loses time, money, or staff confidence. We will screen Practice Manager candidates against the decisions you need them to own.
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?
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 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.