Role and industry
Audit Manager Recruiters for CPA firms with healthcare audit clients
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: You need a manager who can independently oversee revenue cycle audits and Medicare cost report testing
This is what we do all day: recruit accounting, finance, banking and insurance professionals.
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
01
What does this hire really come down to?
This role involves managing complex audit engagements within healthcare settings. Who handles revenue cycle analysis and Medicare cost reports without needing hand holding? Success depends on the ability to oversee field staff while managing client expectations during sensitive audits.
The work requires a deep understanding of healthcare specific financial reporting. We look for individuals who can interpret payer mix data and handle the technical demands of medical group audits. If the manager cannot reconcile complex revenue adjustments, the engagement will fail to meet internal review standards.
We ask candidates these questions: How do you handle a variance in patient revenue reconciliation? Can you describe the specific procedures for auditing Medicare cost reports? What is your process for managing junior audit teams when deadlines conflict with complex fieldwork?
Scope conversations for this audit manager role must move beyond general public accounting experience to identify specific mechanical capability. You need to ask for concrete evidence of how the candidate determines contractual allowances for complex healthcare entities. Ask the candidate to explain the exact ledger entries they reviewed when identifying revenue cycle discrepancies in a hospital setting. Do not accept general answers about oversight or team management. You need to see if they can identify the specific accounting standards applied to Medicaid versus private payer contracts. Probe their knowledge of Epic or Oracle Health data extraction processes. Ask them to walk you through a recent discovery of an overstatement in a Medicare cost report. If they cannot describe the specific audit trail or the regulatory thresholds involved, they lack the required depth for this position. A candidate who understands the work will speak in specifics about reconciliation processes and the interaction between clinical operations and financial reporting. We need to verify if they have personally managed the field work for a multi-entity system audit. Ask for an example of a time they had to adjust an engagement plan due to a late discovery in the patient revenue cycle. A strong candidate provides a clear timeline of how they identified the issue, tested the specific allowance, and communicated the necessary adjustment to the client. If they suggest the firm usually handles this at the senior manager level, they are not ready for this specific engagement management role. Focus your questions on the daily technical realities of the audit rather than high-level methodology. Evaluate their capacity to handle the technical, hands-on tasks that keep an engagement profitable and accurate. We look for someone who has audited the revenue cycle within a healthcare environment at least three times in the last five years. Use this discovery process to force them to prove their technical grasp.
02
What do we check before you see anyone?
We verify these six items before presenting a candidate for your review.
- 01Active CPA licensure or immediate status confirmation.
- 02Direct experience auditing healthcare entities like hospitals, ASCs, or senior living facilities.
- 03Specific capability in calculating and testing contractual allowances.
- 04Exposure to electronic health record systems like Epic or Oracle Health for data extraction.
- 05Track record of managing engagement budgets and staffing hours.
- 06Certification status regarding Healthcare Financial Management Association standards.
03
Where do we find them?
We source candidates from regional and national CPA firms that maintain dedicated healthcare audit departments. These professionals typically move when they encounter rigid promotion paths or desire a broader portfolio of provider clients, such as shifting from physician groups to larger hospital systems. We also target accountants currently in financial reporting roles within large healthcare providers who have previous experience auditing those same environments and want to return to public accounting for career growth.
04
Which hiring mistakes should you watch for?
- 01Hiring managers overvalue general audit background while ignoring the specific nuance of healthcare revenue cycle accounting.
- 02Ignoring the need for candidates to have actual experience auditing Medicare cost reports instead of just general financial statement knowledge.
- 03Overlooking the ability of a manager to interpret technical payer mix differences during the planning stage of an audit.
05
The search in three steps
- 01We filter the pool to isolate auditors with verifiable healthcare client hours.
- 02We interview for specific technical competency in auditing contractual allowances and revenue cycles.
- 03We present qualified candidates for your final decision once screening is complete.
06
Which related hiring decisions are worth comparing?
How your Audit Manager search runs
How does The Six-Step Search work?
One sequence, from a well-defined seat to a shortlist you can judge.
Search Calibration
We start with a call about the seat, the books, the owners and the people the hire will work with. We learn what the role must fix in the first year and what would make a candidate wrong even if the resume looks right.
You get: A written search brief: scope, must-haves, deal-breakers and the pay range, agreed with you.
Market Mapping
We map the companies and institutions where the right people already work: similar size, similar ownership, similar complexity, in your market and in others.
You get: The target list of companies and institutions we will search, reviewed with you before outreach.
Professional Contact Intelligence
We find direct ways to reach the people on the map. Most are employed and not reading job boards, so reaching them takes real research.
You get: Direct routes to people who are not on job boards, researched for your search.
Persistent Personalized Outreach
We call and write to people individually and follow up. Interest varies, so we discuss the actual opportunity rather than promising a particular response.
You get: One-to-one conversations about your actual role, followed up, never a mass email blast.
Live Candidate Qualification
We speak with every candidate before you do. We check scope, systems, reporting lines, compensation expectations, location and why they would move.
You get: Only candidates we have spoken with, checked on scope, systems, pay, location and motive.
Candidate Intelligence and Process Support
You receive a short written brief on each finalist covering what they have done, where they are thin and what they want. Then we help with interviews, references and the offer.
You get: A short written brief on each finalist, plus help with interviews, references, counteroffer risk and the offer.
Questions people ask
Will you bill me before finding someone to oversee my healthcare revenue cycle analysis?
No upfront fee. You pay only if you hire.
How does this manager role differ from a senior manager?
An audit manager focuses on the technical execution and field supervision of engagements. A senior manager carries higher responsibility for firm business development and overall engagement profitability.
Can this role be done from a remote location?
Remote availability depends on the firm policy and client site requirements. We confirm these parameters before starting the search.
How do you handle contract audit staff needs?
We manage permanent contingency by default. We provide contract, temp to perm, and busy season support upon request with terms agreed per engagement.
What is the fee for a Audit Manager search?
No upfront fee. You pay only if you hire. The fee and terms are agreed in writing before we start.
How soon will I see a Audit Manager shortlist?
It depends on the seat, the location and the pay. We give you an honest read after the calibration call and we do not promise dates we cannot control.
What about counteroffers on a Audit Manager hire?
We ask every Audit Manager candidate early why they would move and what their employer might do to keep them. Counteroffer risk goes in the written brief before you make an offer.
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 Audit Manager job and forward whoever applies. We do not send stacks of unscreened resumes, and we do not recruit outside accounting, finance, banking and insurance.
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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.
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