Over 14,000 candidates engaged on a monthly basis.
PeopleProcessPerformance
expertise in
Specialty Practices
1.2k+ Happy Hires
Innovative recruitment practices
Our recruitment approach at QOPClinics is built around understanding how specialty physician practices actually run: multi-clinic networks, subspecialty lines, non-hospital infusion centers, complex revenue cycles, and access bottlenecks. Instead of generic office leaders, QOPClinics focuses on operators, access, revenue, and quality leaders who already support ambulatory cardiology, GI, nephrology, or neurology programs, are fluent in payer rules, registries, and productivity metrics, and can step into referral-driven, physician-led environments without a long learning curve.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
High-touch approach that drives results
High-touch in specialty clinics means staying close to the work: spending time to understand how cardiology, GI, nephrology, or neurology programs actually run, then shaping a search around that reality. It looks like clear, regular communication with hiring leaders, honest representation of the role and culture to candidates, and early screening for comfort with referral-driven workflows, payer complexity, and physician expectations. The result is fewer mismatches, more stable hires, and far less interview time wasted on the wrong profiles.
Top Performers
Frequently filled functions
The choice of thousands
+8
years
of experience in the Specialty Practices industry
2.5
weeks
average time to hire, from intake call to top candidate accepting an offer.
Our Process
Proven results through a proactive outbound strategy.
01
Ideal candidate profile
Before we can find the right candidate for your specialty clinic, QOPClinics begins by learning how your practice operates, which service lines (e.g., cardiology, gastroenterology, dialysis, neurology) are priorities, and which skills you value most. We focus on traits important in referral-based, outpatient settings — familiarity with payer complexity, referral workflows, access constraints, and quality programs — so we precisely understand your ideal candidate.
02
Candidate availability research
Using your target profile, QOPClinics conducts detailed market research to map where leaders experienced in specialty clinic operations, revenue cycle, access, quality/registry reporting, and infusion/program management currently practice. This data helps our team size the available talent pool and establish targeting that aligns with how this industry hires.
03
Outreach and screening
Once targeting is defined, we reach out to professionals with a track record in ambulatory specialty practices. Prospects are screened against criteria relevant to referral-driven clinics — crossover operations experience, payer and coding fluency, centralized access expertise — so only those with genuine industry fit are presented.
04
Guidance and placement
We work closely with qualified candidates throughout the interview process, including coordination, preparation, and contextual alignment with your clinic’s workflows and expectations. In final stages, we support offer discussions and help ensure the candidate’s transition into your team is seamless and well-aligned with specialty practice dynamics.
Frequently asked questions
How do we run searches for companies in specialty practices?
At QOPClinics 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 specialty practices, 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 specialty practices?
Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within specialty practices. 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