PeopleProcessPerformance

expertise in

Home Care & Hospice

1.2k+ Happy Hires

Innovative recruitment practices

Our search work in home health, hospice, and home-based care focuses on leaders who already manage PDGM economics, MA utilization controls, HHVBP-linked quality metrics, and survey scrutiny—not generic healthcare managers. We map each assignment to the realities of field-based teams, visit utilization, referral conversion, and payer mix, then target people delivering results in comparable agencies across home health, hospice, pediatric, or private duty operations where documentation, staffing stability, and branch-level margin are daily constraints.

QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,

High-touch approach that drives results

In a home health, hospice, and home-based care context, “high-touch” means staying close to the realities of field-based teams, PDGM and HHVBP pressures, and continuous survey expectations, not managing the search from afar. We dig into how visits are scheduled, documentation is completed, and referrals are converted, then keep communication clean, candid, and frequent with both sides so the role is represented accurately, reducing mismatched expectations, interview churn, and costly early turnover.

Top Performers

Frequently filled functions

Branch and agency operations

Leaders who own day-to-day branch performance—census, payer mix, staffing model, visit utilization, and survey readiness—while executing clinical and financial standards across counties, service lines, and multi-site footprints.

Intake and admissions

Leaders who run centralized or branch intake, convert referrals quickly, verify coverage and homebound status, secure authorizations, and coordinate with clinical and scheduling teams so start-of-care dates are met without avoidable delays.

Clinical documentation and quality assurance

Specialists who oversee OASIS and hospice documentation, coding, and chart review, reduce ADR and audit risk, support clinicians on documentation, and protect star ratings, value-based purchasing scores, and payer relationships.

Scheduling and staffing office

Managers who design visit patterns, assign caseloads, route clinicians efficiently, and balance availability, travel time, acuity, and patient preferences while maintaining productivity, minimizing missed visits, and supporting staff retention.

Revenue cycle and billing

Leaders who manage authorizations, intake-to-billing workflows, coding interfaces, and claim submission across Medicare, Medicare Advantage, Medicaid, and commercial plans, reducing denials and days in A/R while protecting margin by branch and service line.

Business development and referral relations

Leaders who develop and deepen referral pipelines with hospitals, SNFs, physician practices, and community partners, translate quality data into a clear story, and coordinate internally to keep promised start-of-care and service levels.

Compliance and survey readiness

Leaders who interpret CMS, state, and accreditation standards, run mock surveys, oversee incident reporting and plans of correction, and keep policies, training, and EMR workflows aligned with evolving home health and hospice regulations.

Payer strategy and contracting

Leaders who negotiate and maintain Medicare Advantage, Medicaid, and commercial payer contracts, model PDGM and episodic rates, monitor utilization management requirements, and align operations with contract terms to keep episodes financially viable.

Clinical operations leadership

Clinical operations leaders who direct interdisciplinary teams, oversee care pathways, staffing levels, and after-hours coverage, and connect frontline practice with quality, documentation, and financial targets across home health and hospice branches.

The choice of thousands

Over 14,000 candidates engaged on a monthly basis.

+8

years

of experience in the home health, hospice, and home-based care industry

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 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.

02 Candidate availability research

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.

03 Outreach and screening

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.

04 Guidance and placement

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.

Frequently asked questions

How do we run searches for companies in home health, hospice, and home-based care industry?

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 home health, hospice, and home-based care, 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 home health, hospice, and home-based care industry?

Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within home health, hospice, and home-based care industry. 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

“After cycling through multiple search firms with no success, we were skeptical. QOP took the time to understand our home-based care roles and consistently delivered candidates who were both qualified and aligned with our culture. They completely reset our expectations of recruitment partners.”

Simon Lee

Human Resources Director

“We’d been trying to fill a key home-based care operations role for months with no traction. Within days of engaging QOP, we had multiple qualified, on-target candidates to interview. Their understanding of our model and the talent market made all the difference.”

Marcus Bennett

Head of Operations

“QOP reached out about a home-based care role that lined up perfectly with my background. The process felt organized and straightforward, and my recruiter kept me updated at every step. Communication was steady, honest, and made the entire experience surprisingly stress-free.”

Francine Cheng

Candidate, highly relevant job title based on the type of company that falls under this industry

“I was surprised when QOP reached out, since I wasn’t actively job hunting but was open to the right move. My recruiter showed how my background fit the role, explained everything clearly, and stayed close throughout. I moved forward and accepted a position that’s been an excellent fit.”

Ethan Ramirez