Regional Director of Operations, ASC Recruiters
Hiring a regional ASC operations director means finding someone who can correct site performance without overruling local clinical leadership.
No upfront fee. You pay only if you hire.
Need someone now? Call 954-738-4689.
Get a free talent snapshot · Get a free job description review
What does this hire really come down to?
A regional director connects surgery center administrators, physician owners, and corporate leadership. The work includes reviewing financial results, resolving staffing gaps, tracking operational follow-through, and deciding which problems need an onsite visit. We screen for evidence of decisions across several centers, not just responsibility for one successful location.
Define the authority before opening the search. Can this director approve staffing changes, negotiate vendor terms, or replace a local administrator? Who controls physician relationships and capital spending? Candidates need those boundaries to explain how they would act when a center misses its budget or repeatedly starts cases late.
Look for someone who separates regional patterns from local causes. If overtime rises at several centers, the answer may differ by site. One may have vacancies; another may have uneven schedules. We ask how candidates tested their explanation, involved the administrator, and checked whether the change worked.
What do we ask candidates about?
- Ask: “Which decisions were yours across the centers you oversaw?” A useful answer names reporting relationships, approval limits, visit routines, and decisions retained by owners or clinical leaders.
- Ask: “How did you investigate a center that missed its operating budget?” Listen for expense review, revenue timing, staffing costs, and discussion with the administrator before assigning blame.
- Ask: “What did you do when scheduled cases repeatedly started late?” Strong answers distinguish scheduling, patient readiness, physician availability, and equipment issues without claiming authority over clinical decisions.
- Ask: “How did you hold an administrator accountable without taking over the center?” Look for agreed actions, review dates, documented follow-through, and a clear threshold for intervention.
- Ask: “How did you compare supply spending across centers?” Useful evidence includes procedure mix, purchasing terms, inventory practices, and physician preference discussions rather than a simple spending ranking.
- Ask: “What was your role when a survey finding remained unresolved?” The answer should identify the responsible leader, corrective action tracking, escalation, and evidence that the issue was addressed.
We discuss experience and qualifications. Your team assesses clinical ability and completes the credential checks before hiring.
Where do we look, and why would they move?
We look at regional ASC operators, multi-site ambulatory organizations, and hospital-affiliated surgery center networks. A candidate from a single center may also merit consideration if their work included cross-site projects and administrator oversight. We verify that scope rather than treating a regional title as proof.
Potential moves can reflect a change in ownership, travel expectations, decision authority, or the mix of centers assigned. We ask what the candidate wants to change and compare that answer with your actual territory, governance, and reporting structure.
Which mistakes stall the search?
Hiring from revenue growth alone. Ask whether growth improved operating results and what happened to staffing, supply costs, and patient access.
Leaving travel undefined. State the territory, expected onsite presence, and how urgent site issues affect planned visits.
Assuming a clinical background proves regional management ability. Test budget decisions, administrator coaching, and physician-owner communication separately.
How does your search work?
Tell us who you need
We ask about the job, your team, the requirements and what you can offer.
We find and contact people
We research suitable backgrounds and speak with candidates about their experience and interest.
You meet the strongest candidates
We explain why we recommend each person and arrange introductions for your interviews.
We help you complete the hire
We help with feedback, the offer, notice and practical questions before the start.
Tell us the job, setting and location. We will discuss your requirements and the terms before a search begins.
What happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
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 Regional Director of Operations, ASC, 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
Not ready to start a search?
Get a free talent snapshot
We explain where to look for people with the experience you need and what could make your job hard to fill. No fee. No obligation.
Get a free job description review
Paste or upload your job description. We point out unclear duties or terms that may put suitable people off. No fee. No obligation.
What do employers ask us?
Does this regional ASC role need a nursing license?
That depends on whether you assign duties that require nursing licensure. For an operations-only role, do not substitute a nursing credential for evidence of financial oversight and administrator management. If licensed duties are included, state the applicable license clearly.
Should we consider someone whose background is mainly hospital operations?
Yes, if they can explain comparable ambulatory surgery responsibilities. Ask how they worked with physician owners, reviewed center-level financial results, and managed operations where local administrators held daily authority.
How should we test oversight of centers with different specialties?
Give finalists a hypothetical comparison where procedure mix and supply spending differ. Ask which data they would examine before recommending changes. A useful answer avoids treating every cost difference as poor management.
What should physician owners ask during the interview?
Ask how the candidate would present an unpopular operational change affecting schedules or purchasing. Listen for a clear business case, room for physician input, and an explanation of who makes the final decision.
How do we assess whether the travel arrangement is workable?
Describe the territory and a hypothetical week involving planned visits and an urgent administrator issue. Ask how the candidate would reorganize the week and communicate with other sites. Compare their answer with your expected onsite presence.
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 centers this director will oversee and which decisions they will own. We can build the search around that operating scope.
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
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.