Role and industry
Senior Accountant Recruiters for Healthcare providers (hospitals, physician groups, ASCs, senior living, behavioral)
No postings. No stacks of resumes. No chasing. You interview a short list.
Financial Headhunters: You need a senior accountant who reconciles healthcare revenue to prevent Medicare audit surprises.
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 hire manages your monthly close and ledger balances. They must handle contractual allowances and payer mix nuances. Accurate records prevent audit findings.
Expect them to own the reconciliation of high-volume accounts and prepare the PBC list. They should explain flux analysis clearly to the controller. Their work is the foundation for your financial statements.
Ask them: How did you calculate contractual allowances in your last role? Walk me through your process for documenting revenue cycle adjustments. How do you handle Medicare cost report inquiries?
You need a concrete way to identify candidates who can perform healthcare reconciliations versus those who only hold the job title. During scoping, require the candidate to explain the math behind a contractual allowance accrual they owned. If they explain this in vague terms or refer only to automated outputs without knowing the journal entry logic, they lack the technical depth. Ask for proof of how they reconciled a variance between a clearing account and expected cash collections from an insurance payer. Listen for their ability to distinguish between a bad debt write-off and a contractual adjustment. A qualified person notes the timing difference and its impact on the monthly close. If they cannot explain the link between revenue cycle adjustments and the general ledger, they will fail to provide the documentation you need. Probe their involvement in Medicare cost report preparation. Look for concrete examples where they pulled raw data from the ERP to populate workpapers. If a candidate claims this experience but cannot name the specific data fields or the reconciliation controls applied to match the general ledger, assume they acted as a data gatherer, not a preparer. Challenge them on how they verified that revenue in the ledger matched clinical volume data. A strong candidate discusses validation steps between the patient accounting system and financial records. If they lack a defined process, they will cause regulatory reporting errors. Ask them to walk through a month-end revenue flux analysis that was off by more than five percent. Listen to whether they investigate at the transaction level or make assumptions. You want someone who dives into ledger lines to locate the variance. Test their knowledge of ASC 842 by asking how they identified embedded leases in service contracts. If they only mention checking a lease schedule, they lack the rigor to spot balance sheet errors. Require a specific example of an audit finding they corrected before the auditors arrived to prove they follow internal controls.
02
What do we check before you see anyone?
We review their history with monthly close cycles to track performance against your deadlines. We confirm their experience with Epic or Oracle Health systems to limit the learning curve. We check for understanding of ASC 842 lease standards. We prioritize HFMA-credentialed candidates to verify sector knowledge. We confirm they have managed multi-entity consolidations. We check their record of audit coordination to protect your timeline.
We begin by conducting a deep scope conversation to define the exact reconciliation volumes and specific journal entries your ledger requires. We bypass generic screeners to ask candidates for the specific logic they used to derive cash collection estimates versus actual remittance data from payers. We probe for their direct involvement in identifying variance drivers during month-end to see if they perform the detective work or merely report an automated figure. Regarding the hiring tradeoff, we weigh technical speed against software familiarity. You may choose a candidate who understands healthcare revenue logic but lacks your specific ERP experience, which saves time on process learning but requires temporary oversight on system navigation. Conversely, choosing an ERP expert minimizes platform training but might lengthen the time required for them to learn your unique payer contract rules. We verify these priorities against your current close capacity to maintain balance.
03
Where do we find them?
We source from other hospitals, ambulatory surgery centers, and behavioral health providers. Candidates usually look for a move when their current facility lacks investment in accounting technology or when they desire to move from a smaller practice to a larger system. We target those with stable tenures in revenue-heavy environments who want to broaden their exposure to complex payer mix reporting.
04
Which hiring mistakes should you watch for?
- 01Prioritizing general accounting experience over healthcare-specific revenue cycle knowledge.
- 02Ignoring technical gaps in handling Medicare cost report data.
- 03Underestimating the time required to train someone without ERP experience in your specific software.
05
The search in three steps
- 01We review candidate accounting histories for direct healthcare revenue cycle exposure.
- 02We screen against your specific ERP requirements and audit experience needs.
- 03We present qualified candidates for your review with no upfront fee.
06
Which related hiring decisions are worth comparing?
How your Senior Accountant 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 payment needed to start the search for an accountant managing contractual allowances?
No upfront fee. You pay only if you hire.
What is the decision-making authority of this role?
The senior accountant manages daily ledger integrity and audit schedules. They do not set accounting policy or approve large expenditures without controller oversight.
How do you verify healthcare accounting knowledge?
We check for experience with contractual allowances and payer mix analysis. We also screen for professional credentials like the HFMA which confirm a baseline of sector-specific understanding.
Can you provide contract or temporary options?
We offer contract, temp-to-perm, and seasonal support for busy periods. Terms are established per individual engagement.
What is the fee for a Senior Accountant 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 Senior Accountant 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 Senior Accountant hire?
We ask every Senior Accountant 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 Senior Accountant 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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