Industry
Finance recruiting for physician practices.
Financial Headhunters: Stabilize your physician practice finance reporting by hiring a leader who masters clinical throughput, payer mix, and multi-site cash management.
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
Executive-search discipline at every level, with conversations shaped around the work.
No upfront fee. You pay only if you hire.
Need someone now? Call 305-306-4829.
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.
- Controller
- CFO
- VP Finance
- FP&A Director
- Accounting Manager
- Director of Accounting
- Assistant Controller
- Tax Director
- Treasury Manager
- Internal Audit Director
- Senior Accountant
- Financial Analyst
- Head of Financial Reporting
- Commercial Lender
- Chief Credit Officer
- Business Systems Finance Lead
- No upfront fee
- Pay only if you hire
- Accounting, finance, banking and insurance
- We reach people who aren’t on job boards
- Replacement terms on standard searches
How long did your last search take?
How much did the empty seat cost while you waited?
Every week a finance seat stays empty costs you in overtime, late closes and work that waits. We go straight to people already doing the job.
01
What does this hire really come down to?
Physician practice finance requires a leader who treats reimbursement and clinical activity as a singular operational flow. You need someone who distinguishes between standard corporate accounting and the reality of complex, multi-site physician billing cycles. The role demands immediate clarity on how payer contracts interact with daily cash realization, rather than relying on stale reporting that only highlights variances after they become crises.
Success hinges on the ability to reconcile patient volume with staffing economics. Your hire must build financial models that account for fluctuating clinical demand while maintaining a clean, audit-ready general ledger. They must speak the language of physician owners, translating technical financial data into actionable metrics that explain why cash flows remain stagnant or how specific service line expansion impacts the total bottom line.
Many candidates fail because they view the revenue cycle as an external task for billing vendors. A strong hire takes direct control of the data flow between clinical operations and the accounting system. Ask them to explain how they matched daily billing output to cash received in the bank to confirm they can report practice performance accurately every month.
02
What do we check before you see anyone?
- 01Deep experience reconciling gross patient charges against net cash receipts while identifying specific causes for payer-side denials or delays.
- 02Experience with multi-site consolidations where individual clinic systems feed into one corporate reporting structure is required. We ask candidates to provide an example of how they standardized disparate data sets during a previous acquisition.
- 03Practical skill in designing physician compensation models that tie clinical productivity directly to measurable financial outcomes without overcomplicating payroll structures.
- 04Technical proficiency in closing books under private or equity-backed reporting timelines where accuracy is required within a compressed, non-negotiable monthly window.
- 05A demonstrable track record of analyzing staffing ratios against patient volume to optimize the balance between provider capacity and administrative overhead costs.
- 06Clear understanding of how to manage relationships with third-party billing vendors while retaining full control over the primary financial data source.
03
Where do we find them?
We focus on finance professionals currently working inside regional physician groups, outpatient diagnostic networks, and multi-site healthcare platforms. These leaders resolve the daily friction between clinic managers and corporate accounting departments. We find them managing high-volume, complex reimbursement models where integration and standardization are the daily work, rather than theoretical concepts.
The best candidates move when they encounter a ceiling in their current firm or when they seek to apply their skills to a more mature reporting environment. They possess a specific desire to build rigorous financial infrastructure within a growing practice. We target individuals who are tired of managing fragmented systems and want to lead a practice that values data-driven growth.
04
Which hiring mistakes should you watch for?
- 01Hiring a candidate from a massive hospital system who lacks the agility to function in a lean, private practice environment where resources are limited.
- 02Overvaluing software certification at the expense of understanding the actual mechanics of patient revenue cycles and reimbursement contractual adjustments.
- 03Expecting a candidate to fix financial reporting while failing to provide them with authority over the primary data points generated by billing vendors.
05
The search in three steps
- 01We first calibrate the role against your specific physician ownership structure and multi-site complexity to identify the exact functional gaps in your current team.
- 02Our team maps the relevant healthcare providers to find leaders who have managed similar volume and reporting challenges, reaching out to them directly with your specific context.
- 03We perform a technical check of their work to confirm their actual impact on cash flow and clinical operations. We ask them to detail how they improved a specific revenue cycle metric before we present their credentials to you.
06
Which related hiring decisions are worth comparing?
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How your Healthcare Finance Director search runs
How does The Six-Step Search work?
Research, direct conversations and professional judgment, with follow-through through the offer.
Search Calibration
We establish what this person must own: reporting demands, systems responsibilities, team, decision authority and first-year needs. We ask what would make an otherwise good candidate wrong for this job.
You get: An agreed search brief and a clear basis for judging fit.
Market Mapping
We research relevant operating environments, not just matching titles. An owner-led business, a portfolio company and a regulated lender can need different experience from someone with the same job title.
You get: A reasoned research direction, with scope differences made explicit.
Professional Contact Intelligence
We research professional ways to contact the people identified. Finding a name is a starting point; it does not establish availability, interest or fit.
You get: A route to a professional conversation, not simply a candidate list.
Persistent Personalized Outreach
We contact people directly about the actual work and follow through on the conversation. We explain the remit and discuss whether a move could make sense. Not everyone will answer or want to move.
You get: A candid view of interest, objections and the tradeoffs in your opportunity.
Live Candidate Qualification
We discuss what each person actually owned, the complexity involved, their reasons for considering a move, compensation expectations and practical constraints. The questions fit the assignment, from a staff accounting seat to CFO.
You get: A candidate account of relevant ownership, with gaps left visible.
Candidate Intelligence and Process Support
Written recruiter context explains relevant experience, strengths and remaining questions. After introduction, we gather feedback, resolve questions, discuss changed requirements and support interviews and offer decisions. You retain the hiring decision and technical assessment.
You get: Continuity through the offer, rather than a handoff that ends at an introduction.
Questions people ask
How soon can I expect to review candidate profiles?
We focus on quality over speed. You will see a curated list of qualified leaders as soon as we have verified their experience against your specific financial model.
How do you confirm a candidate manages your physician-owner relationships?
We assess candidates on their experience managing physician-owner relationships. They must also show an ability to function within your specific reporting cadence.
What do you do if our top pick is swayed by a counteroffer?
We investigate candidate motivations for changing jobs to identify potential counteroffer resistance early. We ask them to detail their specific goals to confirm they are moving for career-related objectives rather than a temporary salary increase.
How is our firm's identity protected during the search?
We conduct every search with full discretion. Your identity remains protected until we have confirmed a candidate’s interest and matched their skills to your specific business needs.
What are the terms of your contingency fee?
You avoid upfront costs entirely. You only pay a fee if you choose to hire one of the candidates we present under our written terms.
What is your guarantee?
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 don't you do?
We do not post your Healthcare Finance Director job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.
Start a search
Tell us about the seat.
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.