PeopleProcessPerformance

expertise in

Health Systems

1.2k+ Happy Hires

Innovative recruitment practices

Medical QOP’s recruiting approach is built around how hiring decisions move across system leadership, hospital executives, and service line stakeholders, under constant pressure from reimbursement, labor cost, capacity, and regulatory readiness. We focus on operators who have already delivered results in comparable hospital and regional system environments, not generic healthcare applicants. The priority is proven performance where governance is layered, standards are audited, and execution shows up in throughput, margin protection, and stable operations.

QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,

High-touch approach that drives results

In health systems, Medical QOP’s “high-touch” approach means staying close to how work actually runs across system leadership, hospital operations, and service line priorities, with constant pressure from reimbursement, labor, capacity, and regulatory readiness. We take time to understand the real operating constraints, whether it’s an acute care hospital, a critical access facility, or an inpatient specialty site like an IRF, LTACH, or IPF. Communication stays direct and precise, the role is represented accurately, and candidates are screened for proven performance in similar environments, which reduces mismatches, churn, and wasted interviews.

Top Performers

Frequently filled functions

Hospital and Service Line Operations

Chief Operating Officer, Service Line Director, Perioperative Services Director, Surgical Services Director, Emergency Department Director, Imaging Services Director, Laboratory Director, Pharmacy Director

Quality, Safety, and Regulatory

Director of Quality, Patient Safety Director, Director of Performance Improvement, Regulatory and Accreditation Director, Risk Management Director, Infection Prevention Director, Compliance Director, Clinical Quality Manager

Care Management and Throughput

Director of Case Management, Director of Care Coordination, Utilization Management Director, Patient Flow Director, Transitions of Care Director, Discharge Planning Manager, Social Work Director, Care Management Manager, Readmissions Program Manager

Supply Chain and Facilities

Supply Chain Director, Strategic Sourcing Director, Materials Management Director, Purchasing Director, Facilities Director, Facilities Project Manager, Environmental Services Director, Security Director

The choice of thousands

Over 14,000 candidates engaged on a monthly basis.

+8

years

of experience in the health systems sector

2.5

weeks

average time to hire, from intake call to top caniddate accepting an offer.

Get Started

Our Process

Proven results through a proactive outbound strategy.

01 Ideal candidate profile

Before any outreach begins, we, Medical QOP, take the time to understand your organization, the role, and what “right fit” truly means in your environment. We clarify the must-haves, the preferences, and the traits you value most, so the target profile is specific, shared, and accurate.

02 Candidate availability research

With that profile defined, we research the talent market and build a realistic view of where qualified candidates sit and how accessible they are. Those insights shape a focused recruiting plan that is designed to attract the right people, not just generate volume.

03 Outreach and screening

Once targeting is set, we proactively engage the most relevant professionals to build a strong candidate pool. Every interested candidate is screened and vetted against your requirements, so only genuinely qualified matches move forward. This approach helps surface strong options quickly.

04 Guidance and placement

We stay closely involved through interviews, keeping communication tight, coordinating logistics, preparing candidates, and maintaining momentum. At the finish line, we support closing conversations and help ensure the new hire transitions smoothly into your team.

Frequently asked questions

How do we run searches for companies in health systems?

We use a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent in health systems, and reach out directly to professionals who match those requirements. This keeps the search focused on proven performers instead of active job seekers.

How do we decide which candidates to target and present?

We convert your brief into clear must have criteria for experience, responsibilities, and results. We then identify professionals who meet those criteria and speak with them to confirm depth, alignment, and readiness. Only candidates who fit the role and environment are presented.

How fast do we deliver candidates?

On average, we provide a usable shortlist within 2.5 weeks. The outbound model removes delays caused by job postings and allows us to target relevant profiles immediately, which reduces interview waste and shortens the hiring cycle.

How does our pricing and guarantee work?

We operate on a full contingency basis. All research and outreach are funded upfront. You are invoiced 30 days after the hire starts. If the hire does not stay for at least 180 days, we restart the search under the same agreement. This keeps most of the risk on our side until the hire is stable.

Do we also handle executive and leadership roles in health systems?

Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within health systems. When an executive search comes in, we use that network to identify leaders with relevant experience, proven judgment, and stable track records. This lets us support both day to day ancillary hiring and higher-level leadership needs within the same industry.

How do we handle confidentiality during the search?

We keep both sides protected. Candidate conversations stay private, and client details are only shared once a candidate meets the core requirements and expresses genuine interest. This avoids unnecessary exposure for both the company and the candidate.

How do we communicate with candidates throughout the process?

We contact candidates directly, set expectations early, and relay only accurate information about the role. Candidates understand the workload, environment, and reporting structure before speaking with you. This reduces mismatched expectations and improves close rates.

Real stories of growth and success

We had several critical openings that other recruitment firms couldn’t fill, so we were honestly skeptical and discouraged. MedicalQOP took the time to understand the role requirements and our standards, then consistently brought us qualified, interview-ready candidates. The communication was clear, the process stayed efficient, and we finally made hires we felt confident about.

Simon Lee

Human Resources Director

We had a hard-to-fill role open for months and were losing momentum. After partnering with MedicalQOP, we saw qualified candidates within days. They understood the specifics of the job, kept communication tight, and saved us from wasting time on mismatches.

Marcus Bennett

Head of Operations

I wasn’t actively looking, but their recruiter reached out with a role that genuinely matched my background. The process felt smooth from the first call through the offer, and communication stayed steady the entire time. I always knew what to expect and where things stood.

Francine Cheng

Candidate

I was surprised to be contacted since I wasn’t actively looking, but I was open to hearing about the role. The recruiter clearly explained why my background was a strong match and guided me through each step. I felt supported the whole way, moved forward confidently, and ultimately accepted an offer that turned out to be a great fit.

Ethan Ramirez