How do you source qualified candidates for a Director of Case Management?

Case Management Recruiter leverages a proprietary national network of passive healthcare executives who are not actively searching job boards. We proactively engage elite leaders with proven success in Length of Stay (LOS) mitigation and Denials Management, ensuring alignment with your facility's financial goals.

What technical criteria do your Case Management executive candidates possess?

Our elite candidates possess deep expertise in InterQual Criteria, Milliman Care Guidelines (MCG), and CMS Conditions of Participation. They typically hold active RN or LCSW licensure alongside advanced certifications such as Certified Case Manager (CCM), Accredited Case Manager (ACM), or RAC-CT.

Why should a health system use a specialized Case Management recruiter over a generalist firm?

A specialized recruiter understands the specific financial impact of clinical metrics like Utilization Review workflows and Discharge Planning. We rigorously vet candidates on their ability to protect hospital revenue, manage Case Mix Index (CMI), and reduce 30-day readmissions, rather than simply filling a vacant clinical seat.

How fast can Case Management Recruiter fill a Case Management leadership role?

Because we maintain a continuously active network of pre-vetted CCM and ACM credentialed leaders, Day 1 of your search is spent reaching out to candidates whose regional, bed-count, and compensation preferences we already know — not list-building. This dramatically shortens time-to-fill compared to internal HR, which starts from zero every 3 to 5 years, or generalist recruiters who scrape job boards.

Do candidates pay a fee to work with Case Management Recruiter?

No. Candidate representation is 100% confidential and at no cost to the candidate. Case Management Recruiter is engaged and paid by the hiring hospital or health system. Candidates submit their resume and book a confidential strategy call with Ben Picozzi, VP of Recruiting, at no charge.

What is the difference between permanent and interim Case Management placement?

Permanent placement is a direct-hire executive search for a long-term Case Management leadership role. Interim placement provides experienced Case Management leaders for coverage gaps, leaves of absence, or transitional periods. Case Management Recruiter offers both services nationwide.

What is the Velocity Advantage and how does it reduce Length of Stay and denial rates?

The Velocity Advantage is Case Management Recruiter's continuously active search engine. Internal hospital HR (the Cold Engine) recruits for Case Management leadership only once every 3 to 5 years and starts from scratch. Generalist recruiters (the Wide Net) manage 10 to 20 unrelated roles and cannot vet Utilization Review, InterQual/MCG criteria, or bed-count scale. Case Management Recruiter (the Active Engine) manages 6 to 12 active Case Management searches at a given time, so Day 1 is spent reaching out to pre-vetted leaders — protecting Length of Stay, reducing denial drag, and shortening time-to-fill.

Who leads Case Management Recruiter?

Case Management Recruiter is led by Chris Monroe, Founder and CEO, and Ben Picozzi, VP of Recruiting. Ben personally reviews every candidate application and books confidential strategy calls. The firm is a division of The Clinical Recruiter, based in Franklin, Tennessee, serving hospitals and health systems across the United States.

Employer Resources

Hiring a Director of Case Management

The right Case Management leader can reduce your LOS by half a day, cut your denial rate by 30 percent, and protect millions in earned revenue. The wrong hire costs you 18 months of stalled progress. Here is how to get it right the first time.

Define Your Operational Needs

Before we start sourcing, we need to understand your facility's specific pain points. What is your current ALOS vs. GMLOS? What is your denial rate, and is it driven by technical or medical necessity denials? What bed count and CMI are we matching to? Who does this position report to? How many FTEs will they manage, both direct and indirect? What are the primary areas for improvement — LOS, denial rates, readmission penalties, or throughput?

Initiate a Targeted Search

We do not post and pray. We proactively engage passive candidates from our national network — leaders who are currently working, not scrolling job boards. We present your opportunity confidentially to candidates whose experience matches your facility's scale, CMI, and operational challenges. Every outreach is personal, every conversation is confidential.

Review Pre-Vetted Candidates

We present only candidates who have passed our operational vetting: InterQual and MCG fluency, UR workflow design experience, denials management track record, CMS Conditions of Participation compliance knowledge, and staff retention history. You review credentials, conduct interviews with our preparation support, and select the best fit for your culture and operational goals.

Facilitate the Offer & Onboarding

We facilitate introductions, support the offer process, and help coordinate onboarding through day one. We know what hospitals budget for Case Management leadership because we talk to CFOs every day. Our market intelligence ensures your offer is competitive. The hiring decision is always yours — we present the candidate, you make the call.

What We Vet Every Candidate Against

Operational Fluency

InterQual and MCG criteria mastery, UR workflow design, and GMLOS/ELOS benchmarking experience.

Regulatory Knowledge

CMS Conditions of Participation, IMM/MOON/DND delivery, Condition Code 44, and QIO appeals management.

Financial Impact

Proven track record in LOS reduction, denial rate improvement, CMI optimization, and readmission penalty avoidance.

Stop the Post-and-Pray Cycle

Partner with a firm that understands Case Management operations. Start your search today.

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