Director of Reimbursement Recruiters
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This is what we do all day: recruit healthcare professionals.
Hire a reimbursement director who can trace payment variance from payer terms to the team that must correct it.
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.
- Reimbursement Manager
- Senior Reimbursement Manager
- Director of Reimbursement
- Manager of Reimbursement and Cost Reporting
- Payer Analytics Manager
- Manager of Underpayment Recovery
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 Director of Reimbursement reviews why expected payment and received payment differ. Their day may include reconciling multi-facility cost-report inputs, checking fee schedule updates, grouping denials, directing underpayment appeals, and preparing audit support. They decide whether a problem belongs with contract data, coding, patient access, documentation, finance, or payer processing.
We recruit permanent contingency candidates. No upfront fee. You pay only if you hire.
Broad leadership is insufficient. Ask how candidates distinguish registration errors, coding edits, unsupported documentation, contract configuration issues, and payer processing, and what evidence they review before an appeal. Ask when the expected-payment model is wrong.
Ask candidates to translate dashboard findings into claim-level action. Ask when recurrence requires education, claim edits, contract review, system testing, or outside counsel.
What do we check before you see anyone?
Multi-facility cost reporting: We ask which reports the candidate owned and how they collected inputs across entities. They should describe reconciling finance records to source data, resolving late submissions, and recording changes before filing. Clinic billing experience alone may not cover institutional cost-report work.
- Payer denial analysis: We ask for one denial category they investigated. The candidate should name the payer policy or edit, affected claims, root cause, correction owner, and evidence used to test whether denials declined. A dashboard summary without claim review does not show this judgment.
- Fee schedules and contract data: We review work with payer-specific fee schedule software and reimbursement databases. We ask who loaded updates, how expected payments were tested, and what comparison exposed a faulty build. They should know when IT owns the issue and when the issue requires contract interpretation.
- Underpayment recovery: We ask how they identify claims, support expected payment, select appeal grounds, and report recoveries. We also ask when a small variance pattern deserves broader review. A candidate who only receives vendor findings may not be able to challenge the calculation or direct internal action.
- Audit support and compliance: We ask how the candidate retains support for reported figures, answers internal audit questions, and identifies matters for legal, compliance, or outside advisers. We screen credentials, work history, and fit through work-based questions.
- Executive reporting: We ask candidates to explain an unfavorable payment trend to a non-financial executive. Listen for dollars at issue, assumptions, recommended action, accountable owner, and review date. Generic ratios and unexplained scorecards do not help leaders decide what to change.
Where do we find them, and why would they move?
We source from hospitals, academic settings, specialty surgical networks, and organizations with multiple billing or payer arrangements. Relevant backgrounds include inpatient payment, outpatient billing, cost reporting, payer disputes, contract variance review, and underpayment recovery. Candidates may consider a move for more authority over reimbursement decisions or a clearer path from analysis to operational action.
Others may be responding to reorganizations, narrow decision rights, or a role limited to reporting. We ask why they are open to a change and what could affect their decision.
Which mistakes stall the search?
A common mistake is hiring a software operator who cannot explain how expected reimbursement was calculated when system output looks wrong. Another is interviewing finance leaders only, then finding that the finalist cannot gain action from coding, patient access, contract, or documentation teams.
Treating payer audit work as identical to underpayment recovery, even though the evidence, response steps, and reporting differ.
How would we run the search for this opening?
Tell us which payer lines, service areas, cost-report deadlines, or payment variances need attention. Use a hypothetical variance after a commercial fee schedule change. We present screened work history, credentials, motivations, and interview findings. They identify service, payer rule, variance calculation, correction owner, and follow-up measure.
Define the exposure
We turn that scope into questions about what the director would review first and which teams would own corrections.
Test the work
Ask what data the candidate would pull, what they would verify, who they would involve, and when they would recommend an appeal, system correction, or contract review.
Compare finalists
Your team evaluates technical knowledge, internal policies, leadership approach, and the candidate’s ability to work with your systems and stakeholders.
Where this search connects
Revenue Cycle, Reimbursement & HIM
SpecialtyHospitals & Health Systems
SettingPhysician Groups & Specialty Practices
SettingAmbulatory Surgery Centers & Surgical Hospitals
SettingHome Health & Hospice
SettingVP of Revenue Cycle
Related roleDirector of Revenue Cycle
Related roleDirector of Patient Financial Services (PFS / CBO)
Related roleDirector of Patient Access
Related roleAsk us for a current range
No direct SOC occupation matches this role.
No reasonable single SOC match for this brief. Ask us for a current range.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
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What if a candidate questions our reimbursement technology?
A thoughtful candidate may ask how fee schedules are loaded, how expected payment is calculated, and where variance findings are recorded. Your team can assess whether the person can work constructively with current tools while recommending practical data controls and review steps.
How long does it take to find a leader for multi-facility cost reporting and payer variance work?
Timing depends on scope, location, compensation, interview availability, and the cost-report or payer analytics background you need. Searches often take longer when one leader covers several facilities, disputed payments, and executive reporting.
What should we do if a finalist is considering a counteroffer?
Ask what prompted the search before assuming compensation is the only issue. We can explore decision authority, reporting structure, technology, workload, and advancement so you can judge whether your role addresses the reason for moving.
Can you recruit someone who needs relocation?
Yes, when the search scope supports it. We ask about timing, household considerations, location flexibility, and conditions that could affect a start date.
What are the search fees and replacement terms?
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.
If cost reporting, payment variance, or payer disputes need clearer ownership, tell us where the work is breaking down.
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?
Revenue Integrity Manager · Managed Care Contracting Director
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.
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.