Risk Adjustment (HCC) Coding 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.
Hiring a Risk Adjustment (HCC) Coding Manager means finding someone who can defend coding decisions, supervise chart review, and explain disputed findings without treating a higher risk score as proof of better work.
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.
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?
Healthcare Headhunters recruits for permanent HCC coding management positions across revenue cycle, reimbursement, and HIM operations. We ask how candidates assign reviews, resolve coding disagreements, and report findings to coding leaders and provider partners. Your search should distinguish hands-on coding supervision from broader program ownership before interviews begin.
Start with the work this manager will own. A retrospective review team needs clear chart assignments, consistent audit methods, and documented correction decisions. A provider-facing program also needs someone who can explain documentation gaps without suggesting unsupported diagnoses.
Ask what happens when production targets conflict with unresolved documentation questions. A useful answer describes escalation, a held decision, and a recorded rationale. The manager should explain which coding guidance, model version, and payer instructions apply. Listen for boundaries between coding judgment and clinical judgment, especially when reviewers disagree about diagnosis support.
What do we check before you see anyone?
Ask, “How would you review a diagnosis that appears on a problem list but lacks clear support in the encounter documentation?” Look for a chart-based explanation, applicable guidance, and an escalation route rather than automatic acceptance or rejection. Ask, “How do you test whether two reviewers apply the same coding rules?”
- Strong answers describe shared sample reviews, categorized disagreements, documented decisions, and follow-up audits. Ask how the candidate distinguishes individual errors from unclear team instructions.
- Ask, “What changes when the applicable HCC model or payer instructions change?” Look for a method to update reference materials, train reviewers, test understanding, and track effective dates. Familiarity with one model should not substitute for checking the assignment.
- Ask, “How do you manage charts awaiting clarification while other reviews continue?” Useful answers explain queue ownership, aging reports, escalation points, and communication with downstream teams. Ask what gets reported when unresolved cases affect an agreed delivery date.
- Ask, “How would you explain a disputed finding to a provider?” Look for plain language tied to documentation and coding guidance. The candidate should separate a request for clarification from pressure to document a diagnosis for financial benefit.
- Ask, “What do you report beyond completed chart counts?” Seek measures of audit accuracy, rework, unresolved findings, and reviewer consistency. Ask the candidate to explain what action each measure supports, rather than presenting a dashboard without decisions.
Where do we find them, and why would they move?
Potential source pools include health plans, provider organizations with risk adjustment programs, coding service firms, and HIM consulting groups. Compare the actual assignment within each background. Someone overseeing vendor output may have different strengths from a manager directly coaching employed coders through chart-level disagreements.
Candidates may consider moving for clearer decision authority, closer provider collaboration, or a different balance between production oversight and audit work. We test those preferences against your position. A candidate seeking program strategy may not want a role centered on daily queues and reviewer feedback.
Which mistakes stall the search?
Do not treat any coding credential as proof of HCC management experience. Ask about its issuing body and current status, then test relevant chart-review judgment and supervision experience separately. Do not define success mainly through risk-score movement. Ask how the manager checks documentation support, measures corrections, and responds when an audit contradicts a production result.
Do not leave vendor oversight unstated. If this manager will challenge external findings, identify who accepts corrections, resolves disputes, and communicates decisions before recruiting begins.
How would we run the search for this opening?
We confirm your review type, applicable programs, team structure, and reporting relationships. We screen credentials, work history, and fit through questions about chart disputes, reviewer coaching, and audit follow-through. Use a de-identified exercise that reflects your actual review work. Identify whether the manager owns coding production, quality audits, provider education, vendor review, or a defined combination.
Define the assignment
Specify which decisions require approval.
Screen the evidence
We distinguish what candidates personally decided from work handled by another department or an external partner.
Test the judgment
Your team completes its own credential verification and technical assessment. Compare the candidate’s reasoning, escalation choices, and written explanation before making a hiring decision.
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 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 Risk Adjustment (HCC) Coding 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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Can vendor management replace coder supervision experience?
Vendor oversight may involve accepting chart batches without coaching coders through diagnosis-support disagreements. Ask whether the candidate coached individual reviewers, evaluated disputed findings, or only monitored delivery reports. Ask coding managers for separate examples of clinician education and oversight of outsourced chart reviews.
Should this manager still code charts?
Decide whether hands-on review is routine or reserved for disputes. State that balance clearly so candidates can explain their recent chart-level work.
Which HCC experience should we ask for?
Name the models, populations, and review methods your program uses. Ask candidates to distinguish direct experience from knowledge gained through training or adjacent assignments.
Should we specify a coding certification?
Specify credentials your organization accepts and whether each is necessary or preferred. Verify current status with the issuer; certification alone does not establish management judgment.
How can we assess provider education skills?
Present a documentation disagreement and request a short explanation for a clinician. Assess accuracy, clarity, and whether the candidate avoids implying that reimbursement justifies a diagnosis.
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.
Share your HCC review scope and decision boundaries with Healthcare Headhunters. We can help you define a permanent search around the work.
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?
Controller / Director of Finance (Hospital or Medical Group) · Revenue Cycle Supervisor
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.