Role and industry
Controller, Healthcare Organization (physician group, ASC or hospital) Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: Hire a Controller to track patient revenue and satisfy audit requirements rather than managing a general ledger in a vacuum.
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?
A healthcare controller needs to close the books without treating every billed charge as collectible revenue. We ask who owns the contractual allowance calculation and how the controller works with the revenue cycle team when payments do not match expectations. A physician group, an ASC and a hospital can put different work under the same title. We define your entity structure and reporting responsibilities before looking for someone with a similar desk.
Ask them how they calculate Medicare cost reports. If they cannot identify specific provider tax filing errors, they will fail to flag issues before auditors arrive. We look for candidates who present financial data to clinical department heads who may argue that accounting disrupts patient care. This role involves changing how clinical output flows into financial performance metrics so executives know the status of regulatory compliance.
A retail or manufacturing accountant often struggles to adjust for bad debt reserves or changes in reimbursement models. You need someone who recalibrates your financial architecture for every shift in patient volume. The candidate must build systems that document every movement of funds and justify every entry during a high-pressure audit.
02
What do we check before you see anyone?
- 01We ask how they reconcile revenue cycles against cash receipts and how they close gaps in patient service revenue estimates.
- 02We verify they can pull and verify financial data from Epic or Oracle Health without help from IT.
- 03We ask them to build an audit request list and explain which specific document items typically cause auditors to delay the sign-off.
- 04We ask how they adjust month-end closing schedules when clinical department heads change patient intake volume on short notice.
- 05We check their knowledge of specific regulatory and tax reporting mandates for your provider type to confirm they do not rely on external consultants for basic compliance.
- 06We ask them to explain a negative financial outcome to a non-financial leader to confirm they do not hide behind jargon.
03
Where do we find them?
We search for accountants currently working in regional hospital systems or ambulatory networks who mediate daily disputes between billing departments and corporate accounting. These individuals leave their current roles when their employers prevent them from fixing broken financial systems or when they have hit a ceiling in their current workflow.
We target audit managers at firms who work exclusively on provider-sector accounts. These professionals apply to join your team because they want to build internal controls rather than just checking someone else's work. We contact them to discuss the specific scale and technical maturity of your financial department.
04
Which hiring mistakes should you watch for?
- 01Hiring a Controller from a different industry and assuming their knowledge of revenue cycles applies to healthcare clinical settings.
- 02Ignoring the need for specific healthcare ERP training which forces you to train the candidate on how to extract clinical data for months.
- 03Hiring for short-term help during a closing period instead of choosing a person who can build an internal control framework for future audits.
05
The search in three steps
- 01First, we audit your current financial maturity to determine if your reporting processes require a structural overhaul or simple process updates.
- 02Second, we interview candidates about their specific methods for managing patient revenue and clinical accounting to see if they understand the mechanics of your environment.
- 03Third, we set up interviews where they explain their plans for process improvements so you can see if they prioritize immediate accuracy or long-term growth.
06
Which related hiring decisions are worth comparing?
How your Controller 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
What is your typical process for keeping us updated on candidate timelines?
We inform you of the candidate's employment status and their availability to interview. We provide a firm timeline after our first discussion with the candidate and update you if their situation changes.
How do you coordinate interview logistics so that we focus strictly on the candidate's operational fit?
We manage the calendar invites and collect candidate documentation beforehand. You review our assessment notes to focus your questions on their actual experience rather than their resume claims.
How do you assist us in navigating a candidate's hesitation if they receive a counteroffer?
We ask the candidate if they are motivated by salary or the chance to change their current workflow. If they receive a counteroffer, we ask them to state their specific reasons for wanting to leave their current employer.
At what point in the outreach process is our organization name disclosed to candidates?
We disclose your company name only after the candidate agrees to a preliminary interview. We check if they are aware of your specific market presence before we share sensitive details.
What are the payment terms associated with your contingency fee structure?
We charge a fee only when you hire the candidate. You pay nothing until the person begins their employment at your firm.
How soon will I see a Controller 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 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 Controller 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.
Keep reading
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- Corporate Controller
- Division Controller
- Regional / Multi-Site Controller
- Controllership, Corporate and Cost Accounting
- Controller
- Healthcare providers (hospitals, physician groups, ASCs, senior living, behavioral)
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