17 years of senior placement·500+ leadership hires·Engaged · Contingent · Staffing · Embedded Recruiting
Engaged Headhunters/Industries/Clinical & Operational Talent
Industries · Clinical & Operational Talent

Clinical & Operational Talent.

The deepest practice in the firm. Healthcare executive recruiters since 2009, placing leadership across home health, hospice, hospital systems, behavioral health, and health-tech.

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Empty hospital executive boardroom at dusk, a warm pendant light over the conference table and a hospital tower lit through the window
Segment
Health systems · home health · hospice · behavioral · health-tech
Roles
CMO · Clinical Ops · Healthcare CEOs
Engagement
Mostly engaged
Geography
Nationwide · US
The thesis

Healthcare leadership is a relationship business.

Healthcare hiring at the senior level is dominated by a small, well-known candidate pool. Most CMOs, Clinical Operations leaders, and Hospital CEOs are reachable through relationships, not job boards. The recruiter assigned to your search has spent more than a decade in healthcare and already has the access most search firms claim to have.

Engaged search fits the way healthcare actually hires. The deposit funds the discreet outreach and the dedicated headhunter time the search requires. Contingent runs work for roles with a deeper bench and less confidentiality pressure.

We run healthcare executive search across health systems, home health, hospice, assisted living, behavioral health, outpatient clinics, and the health-tech adjacent (digital health, RCM, payer-side leadership).

Roles we cover

Where the search lives.

Senior leadership and niche-headhunter roles. The recruiter assigned to your search has spent a decade in this segment.

CLINICAL LEADERSHIP
OPERATIONS & EXECUTIVE
HOME HEALTH, HOSPICE, SENIOR CARE
BEHAVIORAL & HEALTH-TECH
FAQ

Clinical & Operational Talent,
specifically.

The questions hiring operators send in the first call.

What kinds of healthcare roles do you recruit for?
Senior leadership across clinical (CMO, Medical Director, Clinical Ops), operations (Healthcare CEOs, Regional VPs), and back-office (Healthcare CFOs, Controllers). We also recruit at the program-leadership level for home health, hospice, behavioral health, and senior-care operators, where the search is often confidentiality-driven.
Do you place clinical line-level roles, or only leadership?
Engaged search is built for senior leadership and headhunter roles. For caregiver, nurse, aide, and clinical-line roles, our staffing solutions track is a better fit. Tell us the volume and the seniority and we will scope the right model.
Are healthcare searches typically engaged or contingent?
Most senior healthcare searches are engaged. The candidate pool is small and confidentiality matters; the deposit funds the discreet outreach and dedicated headhunter time required to run the search well.
Do you work with health-tech companies as well as health systems?
Yes. We recruit health-tech leadership (digital health, RCM, telehealth, payer-side). Most of these searches need a recruiter who understands both the technology operating model and the clinical reality, which is what headhunters on this practice bring.
Are you familiar with the senior-care operator market specifically?
Yes. We work home health, hospice, assisted living, memory care, and skilled nursing operators across the country. Our May 11 caregiver hiring training is part of how we engage with that operator community directly.
How much do healthcare executive recruiters charge?
Healthcare executive search fees run 18 to 35 percent of the hire's first-year compensation depending on the engagement model. Engaged search runs 25 to 35 percent with a deposit up front and the balance owed on placement; contingent runs 18 to 25 percent, owed only on placement. Our headhunter cost guide walks through every structure with worked dollar examples.
Do you recruit nurse executives such as CNOs and Directors of Nursing?
Yes. Nurse executive recruiting is one of the deepest lanes in the practice: CNOs, Directors of Nursing, VPs of Patient Care Services, and nurse leadership for home health, hospice, and senior-care operators. These searches are usually engaged, because sitting nurse executives rarely answer job postings.
How do you compare to large national firms like Korn Ferry or WittKieffer?
The global firms are the right call for international board mandates. For senior and niche healthcare leadership, a boutique out-delivers a generalist practice because the partner who pitches the search is the one who runs it, and our healthcare partner has been inside the niche since 2009. We also quote both fee structures, classic retained and engaged, side by side.
Do you cover the entire United States?
Yes. We run nationwide healthcare searches and we are based in Virginia Beach, VA. The advertising and sourcing run nationally; the recruiter assigned to your search has specific expertise in the segment and the geography.
So now what?

Three paths from here.

  1. You have a CMO, CNO, or hospital CEO seat opening in 60-90 days.

    Run it as a confidential engaged search with code-name discipline from day one. Sole-incumbent replacements break confidentiality every other path. Start a confidential scoping call →

  2. You're hiring 10+ BCBAs, RNs, or clinical staff per quarter and in-house TA is at limit.

    Scope an RPO cohort. Embedded recruiter capacity sized to your hiring plan, sourcing proactive instead of reactive. Read the BCBA / clinical staffing playbook →

  3. You're pricing an outside search and have no benchmark for the fee.

    The fee guide breaks down every structure, contingent, engaged, and retained, with worked dollar examples. Ten minutes there, then get a quote scoped to the actual role, not a range. Read the headhunter cost guide →

●Request clinical & operational talent talent

Tell us the role, the segment, the urgency.

Inside one business day: a scoping call with the healthcare partner, a candidate market read against the clinical-credential pool, and the engagement structure recommended for your role tier.

INDUSTRY · CLINICAL & OPERATIONAL TALENT