1.2k+ Happy Hires
Our search is built around how ambulatory surgery and procedure centers actually run: high-volume, multi-payer environments where throughput, implant spend, and joint-venture dynamics make or break margin. We prioritize leaders already proven in ASCs, endoscopy, OBL, and hybrid lab settings—people who understand block utilization, payer mix, accreditation pressure, and physician–hospital–investor alignment—rather than “portable” generalists. That focus consistently surfaces candidates who can step into similar structures and begin creating value without a long learning curve.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
For ambulatory surgery and procedure centers, “high-touch” means we stay close to the real work: how cases are scheduled, rooms turned, implants managed, and payers handled across ASCs, endoscopy, and OBL or hybrid labs. We stay in tight communication with stakeholders, represent the role and center honestly, and filter for candidates already proven in similar operating models. That reduces interview churn, mismatched expectations, and early turnover while improving long-term fit and stability.
Over 14,000 candidates engaged on a monthly basis.
of experience in the ambulatory surgery & procedure centers sector
average time to hire, from intake call to top caniddate accepting an offer.
Before we can find you the perfect candidate, it is essential to establish the foundation for an effective recruitment campaign. To do so, we start by learning about your company, your specific requirements, and what qualities you find valuable in a future employee. With this vital information and understanding every detail of the position, we will have a clear picture of your ideal candidate.
Using the information you have provided, we conduct in-depth research and compile vast amounts of significant data based on our targeting and candidate availability. We then utilize this data to help our team establish a highly effective recruitment campaign that will turn top candidates into applicants.
Once the exact targeting has been identified, we will immediately reach out to all potential candidates to create your ideal talent pool. Applicants are then put through our screening and vetting process, where we quickly determine which professionals meet your standards and genuinely qualify for the position. Through our proactive approach, we are able to source qualified candidates in just a matter of days.
Working closely with every qualified candidate, our team guides them through each interview round; this includes candidate management, scheduling, interview preparation, and inspiring a high level of motivation throughout each step of the process. In the final phase, our team will assist in any negotiations and ensure the candidate’s transition to your team is smooth and successful.
We use a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent across ambulatory surgery and procedure centers, and reach out directly to professionals who match those requirements. This keeps the search focused on proven performers instead of active job seekers.
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.
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.
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.
Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within ambulatory surgery and procedure centers. 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.
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.
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
