Revenue Cycle, Reimbursement & HIM
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.
Stop revenue loss when registration, documentation, coding, claims, and records management work from separate assumptions.
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?
Revenue Cycle, Reimbursement, and HIM leaders solve different problems. Revenue cycle leaders track work from registration through payment. Reimbursement leaders examine payer edits, denials, contracts, and underpayments. HIM leaders govern record quality, release processes, coding operations, and information practices. Clinical documentation integrity leaders work with clinicians when documentation does not support coded data.
We recruit permanent contingency hires for the scope you need. No upfront fee. You pay only if you hire, under a written agreement that sets the fee and standard replacement terms.
A strong hire can describe a recent workday in sequence. They may review registration error trends, decide which claim edit deserves staff attention, meet with coding or CDI leaders, and report whether a change reduced avoidable rework. Ask what data changed their decision and what they stopped doing when results did not improve.
Do not treat this family as one interchangeable job. A revenue cycle director may lead front-end, billing, and follow-up teams. A reimbursement leader may focus on payer behavior and payment variance.
What do we check before you see anyone?
We ask for a specific example of a denial reduction. Did the candidate change registration, authorization, charge entry, documentation, or claim edits? We separate prevention work from increased appeal volume. We review familiarity with current coding sets and clinical documentation integrity practices.
- The candidate should explain how documentation questions reach clinicians, how coding feedback is tracked, and where that process can create delay.
- We test EHR knowledge at the task level. Which charge routers, work queues, claim edits, and reporting tools did the candidate use? What could they configure, monitor, or escalate to an internal technical team?
- We ask how the candidate ran an audit program. Useful answers identify a chart pattern, assign ownership, educate the right group, and measure whether the weakness recurred before a payer recovery review.
- We verify work history in teams similar to yours. A leader from a physician group may know payer edits well but have limited inpatient HIM oversight. A hospital leader may need deeper front-end ambulatory revenue cycle experience.
- We confirm credentials without overstating them. RHIA or RHIT can support technical information management knowledge when preferred for your role. We also ask what work the person personally performed, led, reviewed, and reported.
Where do we find them, and why would they move?
Qualified people often come from established inpatient networks and large physician group practices. Their current employers may value their knowledge of payer patterns, record workflows, coding operations, and EHR build decisions. Many will not respond to a public posting. People consider a move for concrete reasons.
They may want authority to correct upstream errors, broader responsibility across billing and HIM, or a chance to replace a limited platform process. We discuss those reasons directly, along with compensation, reporting structure, and offer timing.
Which mistakes stall the search?
A common mistake is hiring a general operations manager who cannot explain the EHR queues, edits, and reports your team uses each day. Another is assuming success in one facility automatically translates to a multi-site system with different payer, registration, and documentation patterns.
Interviewing only for financial results, then discovering the candidate cannot work productively with coding, clinicians, compliance, and IT leaders.
How would we run the search for this opening?
Tell us which functions sit in the role, which EHR modules matter, and where claims or records work is breaking down. We review credentials, work history, motivations, and task-level examples. You interview the people who fit the agreed scope. Your interview plan should match the authority, reporting lines, and EHR work the role will actually carry.
Map the work
We turn that into concrete screening questions.
Screen for evidence
We ask what the candidate changed, who owned the work, and what result they measured.
Choose with your team
Your team completes its own credentialing and clinical assessment before making a hiring decision.
Every title in Revenue Cycle, Reimbursement & HIM
- VP of Revenue Cycle
- Director of Revenue Cycle
- Revenue Cycle Manager
- Director of Patient Financial Services (PFS / CBO)
- Director of Patient Access
- Director of Health Information Management (HIM)
- Coding Manager / Director of Coding
- Coding Auditor / Coding Educator
- Director of Clinical Documentation Integrity (CDI)
- CDI Specialist
- Denials Management Manager
- Revenue Integrity Manager
- Director of Reimbursement
- Managed Care Contracting Director
- Credentialing & Provider Enrollment Manager
- Controller / Director of Finance (Hospital or Medical Group)
- Risk Adjustment (HCC) Coding Manager
- Revenue Cycle Supervisor
- Controller
Can you help with interim coverage?
We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts. Per diem means placement into your own pool, not coverage of individual shifts. An HIM leader may own record operations and coding governance.
How long does a search take?
Timing depends on your interview availability, compensation range, and how narrow the EHR or leadership scope is. We discuss those constraints early and keep you informed as candidates move through screening and interviews.
What if a candidate accepts a counteroffer?
We ask why a person is open to leaving and what would make them stay. If a counteroffer risk appears, we tell you what we learned so you can decide whether to continue.
Do RHIA or RHIT credentials need to be mandatory?
Not necessarily: those credentials may be preferred for HIM-focused work, but they do not by themselves show relevant leadership or system experience. We screen for the tasks your opening needs.
What happens if the person is not the right fit?
Your written agreement states the fee and standard replacement terms for the search. We also reduce avoidable mismatch by testing reporting relationships, decision authority, EHR scope, and reasons for leaving before presentation.
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 revenue is leaking, which teams own the work, and what authority the new leader will have. We will begin a focused permanent 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.
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.
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.