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. QOP Surgery prioritizes 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. This 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 QOP Surgery, “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 candidate accepting an offer.
Before QOP Surgery starts a search, the focus is on how your ASC or procedure center actually runs. We learn your ownership structure, service lines, case mix, and culture, then translate that into a clear profile of the kind of leader who has already succeeded in similar environments.
Using that profile, we map talent specifically across ambulatory surgery and procedure centers—ASCs, endoscopy, OBL and hybrid labs—focusing on people with proven experience in comparable volumes, payer mixes, and governance models.
Once targeting is set, we run a fully outbound search into those environments, approaching professionals who are already performing well. Every interested candidate is screened against your operational reality—block utilization, staffing, implants, revenue cycle—so only genuinely aligned people move forward.
From first conversation through offer, candidates are prepared with a clear view of your case mix, expectations, and ownership dynamics. We stay close on communication and logistics, helping both sides assess fit realistically and move into a smooth, informed transition.
QOP Surgery utilizes 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
