Finance role
Reimbursement Manager (healthcare) Recruiters
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: How to stop medical claim denials by fixing documentation workflows at the point of patient service.
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?
How do you stop revenue leakage at the point of patient service? We look for someone who understands exactly why claims get denied and fixes the process before those denials occur. How do you manage the discrepancy between clinical documentation and insurance payment?
You need a person who manages staff daily through specific performance metrics like denial rates and days to payment. They must decide when to challenge a payer and when to write off a balance based on strict policy adherence. We ask candidates how they have specifically lowered denial rates within the last eighteen months and what precise steps they took to train staff on payer documentation requirements.
Ask about experience with specific clearinghouses and handling non-payment from high-volume payers. Review their process for auditing medical records against billing codes for accuracy. Require them to explain their logic for prioritizing account follow-ups.
When discussing the scope of this role, ask the candidate to walk you through a specific claim audit they performed from start to finish. You need to see how they trace a denial back to the point of origin. Do they look at the clinical note, the coder entry, or the clearinghouse rejection? Ask them to define the exact fields in your EHR that they prioritize when investigating an aging account. If they rely on the system to flag issues automatically without manual validation of documentation, their process is weak. Ask for their specific criteria for escalating a disputed claim to a payer representative. They should explain the logic of their appeal strategy, citing particular medical necessity rules rather than broad categories. Push them to describe how they measure the effectiveness of their staff training. Ask what evidence they keep to prove that their interventions actually reduced future denials. If they cannot show a paper trail of process improvements, they will likely struggle to manage your billing cycle effectively. Focus on their ability to isolate one specific failure point, document the correction, and train the clinical team to avoid repeating the error.
- 01Explain your specific process for managing high-volume denial queues.
- 02Detail your workflow for auditing clinical notes against specific payer medical necessity rules.
- 03Describe a time you challenged a recurring denial pattern with an insurance carrier and achieved a systemic change.
02
What do we check before you see anyone?
We verify their direct experience with specific electronic health record systems.
We check for a track record of handling multi-payer environments including private insurance and government programs.
We audit their history regarding staff management and internal workflow training.
We confirm their knowledge of current medical coding standards and regulatory changes that affect reimbursement.
We evaluate their ability to explain complex billing denials to non-financial leadership.
We verify their experience with automated revenue cycle tools and clearinghouse integration.
We begin by mapping your current claim rejection data to their previous work to find a precise match for your operational bottlenecks. We ask how they split their time between high-volume automated denials and low-volume manual claim reviews that require clinical intervention. A critical tradeoff exists here: managers who prioritize rapid-fire automated correction often overlook systemic clinical documentation errors that cause long-term revenue loss. We confirm whether they have personally corrected provider charting behavior or simply managed a queue of rework tasks that ignores the root source of billing delays.
03
Where do we find them?
We identify candidates in medium to large hospital systems, specialty clinics, and outpatient surgery centers where volume is high. We also look at revenue cycle consulting firms where individuals gain broad experience across multiple healthcare systems.
These people move when their current department undergoes massive reorganization or when software migrations disrupt their ability to hit performance targets. A change in payer mix or reimbursement policy at their current clinic often forces them to seek an environment with better process maturity.
We target those who have reached a ceiling in their current firm and seek more autonomy over billing workflows or those who want to transition from a single-specialty environment to a larger multi-specialty system.
04
Which hiring mistakes should you watch for?
- 01Focusing only on coding knowledge while ignoring the operational workflows that drive collection speeds.
- 02Hiring someone who expects an automated system to solve process problems that stem from poor clinical documentation.
- 03Ignoring the candidate's actual experience with specific payer relations and negotiation tactics for high-dollar claims.
05
The search in three steps
- 01We map your specific payer mix and clinical service areas to find candidates with identical revenue cycle constraints.
- 02We conduct an initial screening focused on technical proficiency with your EHR and their specific record of denial management.
- 03We present candidates who have successfully managed similar billing operations, with interviews focused on your internal process pain points.
How your Reimbursement Manager (healthcare) 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
Is there a fee to find a manager who stops revenue leakage from denied claims?
No upfront fee. You pay only if you hire.
Do I pay upfront to find a manager to fix gaps between clinical documentation?
No upfront fee. You pay only if you hire.
What if the candidate cannot handle our EHR system?
We prioritize candidates with direct experience in your specific electronic health record system to reduce the learning curve and maintain billing continuity.
How does this role interact with clinical staff?
This role must act as a bridge between clinical documentation and insurance billing. They hold the decision rights to reject incomplete documentation before it reaches the billing queue.
Can we hire this person on a contract basis?
Yes, we can support contract, temp-to-perm, or seasonal hiring needs upon request with terms agreed per engagement.
How soon will I see a Reimbursement Manager (healthcare) 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 Reimbursement Manager (healthcare) hire?
We ask every Reimbursement Manager (healthcare) 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 Reimbursement Manager (healthcare) 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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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.
Not ready to start a search?
Get a practical read on the talent market or the job description. No fee or obligation.
What does the published pay data show?
$123,860 national annual median. SOC 11-9111: Medical and Health Services Managers.
BLS reports Medical and Health Services Managers, not a separate wage for Reimbursement Manager (healthcare). This broader occupation does not distinguish seniority, work arrangement or language requirements.
Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025. Released 2026-05-15. This is not a separately measured salary for this exact title.
Read the full salary guide