Senior Epic Analyst 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 Senior Epic Analyst means finding someone who can turn clinical requests into tested build without creating new problems for patients, staff, or connected systems.
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?
We recruit Senior Epic Analysts for permanent positions with healthcare employers. Before searching, we ask which Epic application you need supported, what changes are pending, and who approves build decisions. That separates a senior analyst opening from a reporting, training, interface, or project management role.
A senior analyst should explain more than which screens they have configured. Ask how they investigate an issue, distinguish a build defect from a training gap, and document the proposed correction. If a clinician requests a shortcut, the analyst should examine downstream effects before recommending a change.
On a support day, this person might investigate a ticket, review a change with clinical owners, update build, and coordinate testing. Senior judgment shows in knowing when to stop and seek approval. Ask for an example where competing requests required a documented decision rather than an immediate configuration change.
What do we check before you see anyone?
Application depth: Ask, “Which Epic application did you support, and what build did you personally own?” Useful answers name configuration tasks, affected users, and decision boundaries. Separate hands-on work from attendance at project meetings. Issue investigation: Ask, “How would you investigate a problem reported by one department but not another?”
- Listen for reproducible steps, comparison of relevant settings, review of recent changes, and clear escalation when another team owns the cause.
- Testing discipline: Ask, “What would you test before releasing a workflow change?” A useful answer covers expected behavior, exceptions, affected roles, connected applications, and recorded results. Ask who approves release and how unresolved findings are handled.
- Change control: Ask, “What happens if an urgent request arrives during a release restriction?” Look for a distinction between urgency and approval authority, an established exception process, and communication with affected teams. Urgency alone is not permission to move build.
- Clinical partnership: Ask, “How do you challenge a request that may create extra documentation?” Strong answers describe clarifying the clinical purpose, showing workflow options, and obtaining a decision from the appropriate owner. Technical confidence should not replace clinical approval.
- Credentials and ownership: Ask, “Which Epic credentials do you hold, and how can their status be verified?” Confirm the application and credential type your position needs. Also ask what documentation another analyst would need to support their build after handoff.
Where do we find them, and why would they move?
Relevant backgrounds include hospital IT departments, health systems, ambulatory organizations using Epic, and consulting firms supporting Epic projects. We compare the applicant’s actual assignment with your opening. Someone experienced in implementation build may need closer review for a role dominated by production tickets and recurring release work.
An analyst might consider moving for clearer application ownership, more direct contact with clinical partners, or less project travel. Others may want ongoing operational work after repeated implementations.
Which mistakes stall the search?
A common mistake is hiring by title alone. Ask what the analyst built, tested, and supported personally; similar titles can cover very different assignments. Another is treating every Epic credential as interchangeable. Match the application and credential status to the work before deciding whether additional training is practical.
Leaving after-hours support vague. Explain escalation duties, scheduled maintenance work, and coverage expectations before interviews, not after an offer.
How would we run the search for this opening?
We clarify the application, ticket mix, upcoming changes, and approval structure. We screen credentials, work history, and fit through questions about build ownership, testing, incidents, and clinical collaboration. Give each shortlisted analyst the same fictional workflow problem in your Epic application.
Define the assignment
You identify any credential needed at entry and whether the analyst will mentor colleagues. We also discuss remote access, onsite work, and support rotation expectations.
Screen relevant experience
We present the evidence for your review. Your team validates technical judgment and access conditions through its own assessment.
Compare and hire
Ask each candidate to identify affected settings, explain dependencies, outline test cases, and describe the approval path. Compare whether their proposed build addresses the reported issue without disrupting another department’s workflow. Review how they would document the change for future support before selecting someone for the permanent position. 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.
Where this search connects
Healthcare IT, Epic & Clinical Informatics
SpecialtyHospitals & Health Systems
SettingAcademic Medical Centers
SettingRevenue Cycle & Healthcare Services Companies
SettingChief Medical Information Officer (CMIO)
Related roleDirector of Clinical Informatics
Related roleEpic Clinical Analyst (Ambulatory, ClinDoc, OpTime, ASAP, Willow, Beaker, Radiant)
Related roleEpic Revenue Cycle Analyst (Resolute HB/PB, Prelude, Cadence, Claims)
Related roleNational median annual wage. SOC 15-1211, Computer Systems Analysts.
BLS reports Computer Systems Analysts as one occupation. It does not publish a separate wage for Senior Epic Analyst, this seniority level or these engagement terms.
Source: U.S. Bureau of Labor Statistics, OEWS, 2025-05, released 2026-05-15. View source. See the full guide.
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Does this analyst need a clinical license?
An Epic analyst title alone does not establish a clinical licensure obligation. If your position includes duties reserved for licensed clinicians, specify those duties and verify the applicable license. We ask about those preferences rather than assuming the senior title means they want management responsibilities.
Should we require an Epic credential before hire?
Decide based on the application assignment and your training options. Verify the exact credential and status rather than treating certification, accreditation, and proficiency as identical.
How can we assess build skills without exposing patient information?
Use a fictional workflow and ask candidates to explain investigation, build choices, and testing. Do not request screenshots or records from a current employer.
Can one senior analyst cover several Epic applications?
Possibly, but examine recent hands-on work in each application. Compare that evidence with your ticket volume and release responsibilities before combining ownership.
Should mentoring be part of this opening?
Include it only if your team needs it. Ask how candidates review another analyst’s work and explain corrections without taking over every task.
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 Epic application needs support and what decisions this analyst will own. We can help you assess the experience behind the title.
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?
Healthcare CIO / VP of Information Technology · Chief Medical Information Officer (CMIO)
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.