Recruiting growth leaders who build referral, payer and partnership relationships in healthcare without losing sight of operations. A Vice President of Business Development and Growth must possess the rare ability to bridge the gap between commercial expansion and clinical delivery. In modern healthcare, growth is predicated on establishing durable trust with referring physicians, hospital partners, and payer networks. The strategic imperatives for this role are vast, necessitating a leader who balances aggressive market penetration with the preservation of clinical quality standards. Unlike generic business growth positions, this role functions at the intersection of complex regulatory environments and competitive landscape shifts. The successful executive must possess a deep, nuanced understanding of how referral pathways are constructed, maintained, and ultimately optimized to ensure long-term, sustainable clinical volume for the organization.
We won't waste your time with candidates that don't make sense. We don't cut corners, and we don't rely on job postings. We headhunt.
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.
No upfront fee· Pay only if you hire· Healthcare recruiting only· We reach people who aren't on job boards· Written replacement terms on standard searches
National median annual wage. SOC 11-2022, Sales Managers.
BLS reports Sales Managers as one occupation. It does not publish a separate estimate for Vice President of Business Development & Growth, 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.
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.
Paste or upload your job description. We point out unclear duties or terms that may put suitable people off. No fee. No obligation.
We screen for a fundamental understanding of referral dynamics and the ability to convert professional relationships into sustained clinical volume. Unlike generic sales roles, this position requires deep familiarity with the service lines in your specific organization. We evaluate the candidate's past success in qualifying opportunities and building pipelines that align with your available clinical capacity.
Our second screen investigates the candidate's experience with the complexities of payer relationships, strategic affiliations, and deal origination. We examine how they have managed the lifecycle of a business development project from initial market analysis to successful integration. Titles in this field vary widely, so we judge the work behind the label.
We look for evidence that the candidate can effectively partner with clinical department heads, ensuring that promises made to external partners are realistic and deliverable. A successful candidate will demonstrate how they have managed internal expectations during periods of expansion, showing that they value organizational reputation as much as new revenue.
The final screening stage focuses on operational credibility and cultural alignment.
We evaluate the candidate's approach to local market compliance and their understanding of anti-kickback statutes in the context of physician outreach. It is vital to determine if the candidate can structure relationships that are ethically sound and legally compliant. We ask for a specific outreach arrangement they have structured and who reviewed it.
We target growth professionals within health systems, physician groups, and private equity-backed platforms. Our sourcing strategy identifies leaders who have experience with the unique pressures of scaling clinical services in competitive markets. We seek candidates who have navigated complex provider relationships, including those involving imaging centers, surgery hubs, and specialty practices.
We also explore talent in adjacent healthcare services, such as hospice, behavioral health, and lab businesses, where the demand for market share growth is intense and highly scrutinized. These individuals bring transferable skills in partnership development and acquisition pipelines that can be adapted to your organization's specific needs.
The process begins with a detailed assessment of your organization's growth drivers, whether they are physician-driven referrals, facility-based partnerships, or payer strategy. We work with your leadership team to define the necessary competencies, distinguishing between a hands-on deal maker and a strategic builder.
This discovery phase ensures that we pursue candidates whose specific experience maps to your current market positioning, whether you are entering a new service line or looking to optimize existing referral pathways.
Our interview plan involves a sequence of behavioral reviews that test a candidate's ability to balance commercial objectives with clinical and operational capacity. We facilitate deep discussions regarding their previous track record in sourcing and closing partnerships. We maintain strict confidentiality throughout the process to ensure that your strategic plans remain private.
Finally, we manage the offer process with an eye toward long-term retention, focusing on whether the candidate's vision for growth aligns with your team's clinical culture. We believe the best leadership hires come from a place of mutual transparency regarding the challenges of the role.
We operate exclusively on a contingency basis for this leadership role. You pay absolutely no upfront fees for standard searches, ensuring our financial incentives remain fully aligned with your organizational success. The signed agreement sets the fee and when it is due. We agree those terms before the search starts.
The specific payment obligation for the Vice President of Business Development and Growth is triggered strictly according to the terms documented in your signed engagement agreement, based on your specific requirements.
Provisions for the replacement of a Vice President of Business Development and Growth are outlined exclusively within our signed agreement, providing a structured process to address turnover without any fixed periods.
We manage outreach for the Vice President of Business Development and Growth with defined disclosure boundaries. We cannot promise absolute anonymity, but we ensure all communications respect your specified institutional privacy requirements.
We actively headhunt passive candidates for the Vice President of Business Development and Growth role who demonstrate strong clinical referral dynamics, viewing their professional success as evidence of relevant industry capability.
Titles like Director of Strategic Partnerships or Head of Physician Relations may overlap with this role, but we must verify the specific scope regarding deal origination and service line expertise beforehand.
Our search model for the Vice President of Business Development and Growth is strictly performance-based. If no candidate is successfully hired through our search efforts, you will incur no search fees.
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.
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.
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.
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.