Hiring Manager Services

We place Healthcare Financial Managers.

We can help if you are recruiting a

  • Healthcare CFO

  • Someone who reports to a Healthcare CFO

  • Someone who MANAGES PEOPLE in a department that reports to a Healthcare CFO

  • Someone who consults to a Healthcare CFO

Employee selection is a skill - one which is often the single most influential determinate of a manager's ultimate level of career advancement.

Healthcare Executives also tell us their current job satisfaction is closely tied to hiring the right people.

We get to know your business environment, work with you and suggest purposeful concepts and insightful techniques to help you hire the right person.

Our Nationwide Clients include:

  • Not-for-Profit Multi-Hospital Systems

  • Consultancies

  • Big 4 Public Accounting firms

  • National & Regional CPA firms

  • Investor-Owned Hospital chains

  • Freestanding Hospitals

  • Sole Community Providers

  • Physician Practice Management companies

We work only in our niche all over the USA.

  • We can help you recruit full time regular employees

  • We can help you recruit contract professionals, interim managers, and project leaders.

  • Anywhere in the USA.

We have provided search services for Healthcare Financial Management Professionals in hospitals and consultancies in major cities and smaller communities from New York to California, in Washington State, in Washington DC, in the US Virgin Islands and in Alaska. We have placed people in communities on the St. Lawrence River and on the Rio Grande. We provide executive search services and interim contractors for vital hospitals and consultancies all over the USA.

Retained Search

Each executive search is a customized service.

We work with versatility. Depending upon your needs, our searches can be performed on a contingency or on a retained search basis.

We have found that the type of fee arrangement you decide to employ usually matters less than the commitment you get from your search firm and consultant. Getting the right consultant to help you in hiring the right person is really what matters most.

Retained Search. Our consultant would make a site visit to your location and offices, consult with you and your interview team on candidate interview & evaluation techniques, meet all final candidates in person, and provide a computerized DISC assessment, – all in order to help you arrive at your own substantiated opinion about each candidate. And finally consult with you on how to get the best person to say “yes” to your offer.

Get a commitment from a competent recruiter you trust.”

If you would like to discuss the benefit of our retained services or other ways of approaching your search, please contact us at …


Contingency Search


How We Conduct Assignments

We listen to you. Years of experience has taught us that each executive search is a customized service. Here is a brief description of how we conduct a search assignments.

  1. Develop an Understanding of the Organization
    • We consult with you to understand the history, structure, operations and mission of your organization. With your help, we will seek a profile of the personal characteristics of successful executives within your company. In addition, we would like to review compensation and benefit data, your annual reports, your literature and organization charts. It is our desire to be knowledgeable about your organization prior to discussing the position with prospective candidates.

  2. Develop Position Specifications
    • Our discussions will serve as a draft position specification describing the basic responsibilities, title, reporting relationships, compensation, education and experience required to meet your desired performance standards. This will serve as a guide in determining whom we will contact during the course of the search.

  3. Identify Qualified Candidates
    • A search to locate persons with qualifications that closely match your requirements will be initiated after the position specification has been finalized.

      Many successful individuals with the desired qualities will not be actively looking for a job. Networking or advertising normally does not locate the best candidates. Accordingly, it is our practice to research and locate individuals who meet the position specification and who have demonstrated patterns of accomplishment and success in positions and organizations which closely match your requirements. We will contact these individuals as well as those from our confidential files and any you may identify internally. The process is designed to yield a number of qualified candidates to compare and evaluate relative to one another.


  4. VCMS Evaluates Candidates
    • The most qualified and interested candidates will be interviewed to obtain a realistic understanding of their accomplishments, capabilities, potential and limitations. We will report to you the past work experience and education for each candidate whom we recommend you interview.

  5. Present Best Qualified Candidates to Management
    • The individuals most qualified, interested and compatible will be presented to you for your consideration and evaluation. The final selection is always made by the client. The offer of employment is made through or in consultation with Vickers Chambless Managed Search.

  6. Conduct Reference Checks on Successful Candidates
    • While we do check references, it is our strongest suggestion that the client also directly speak with the candidate's designated references. If done appropriately these conversations can serve as both a management as well as a decision making tool.


We work with versatility. Depending upon your needs, our searches can be performed on a contingency or on a retained search basis.

We have found that the type of fee arrangement you decide to employ usually matters less than the commitment you get from your search firm and consultant. Getting the right consultant to help you in hiring the right person is really what matters most.

Contingency. All our candidates would be telephoned screened and resumes submitted for your review and interviews arranged upon your instruction. Under a contingency arrangement the search firm’s responsibility is to research, identify, recruit, and refer to the client company the very best, most capable and accomplished candidates in your salary range. And to consult to you in how to get the best person to say “yes” to your offer.

Of course our references are very important to us. We can provide references where we have placed hospital CFO’s, Controllers, Assistant CFO’s, VP’s of Revenue Cycle, Directors of Reimbursement, Accounting, Decision Support, PFS, and consultants and consulting executives with these skillsets and more.

We work conscientiously - Our focus is on total fit and as a result over 88% of the people we placed in the last four years are still with that client. And 12% have been promoted! We know because we follow up to assure good fit.

Get a commitment from a competent recruiter you trust.”

If you would like to discuss the benefit of our contingency services or other ways of approaching your search, please contact us at …


Contract Staffing & Interim Management

Clients often come to us for interim staffing solutions. There are many situations where a Contractor or Project Manager is the best and most affordable answer.
An ownership transition: A 250 bed not-for-profit sole community provider found it hard to hold on to critical financial leadership during the negotiation and due diligence phases. They also decided it was unfair to hire people into permanent positions that might soon disappear. We placed an Interim Controller, an interim Manager of Patient Accounting, and an Interim Accounting Manager.
Interim to Permanent transition: Every corporate culture is unique. Sometimes transitioning slowly is the better way to go. We placed an interim CFO in a multi-site not-for- profit hospice. Beyond the technical skills and management ability, the CEO’s most important concern was our willingness to facilitate the possible transition of the interim into permanent status.
Leadership for an inexperienced staff while searching for a new department leader: While we were preforming a retained search for a Director of Revenue Cycle for a 94 bed rural hospital, their HIM Manager resigned. We placed an interim Manager of HIM, an RHIA, who stayed until the new Revenue Cycle Director arrived and was able to recruit her own selection for the permanent HIM Manager.
When a vital new hire no shows: A 175 bed for-profit hospital turned to us when a long-promised transferring Controller changed her mind about accepting the permanent transfer. We were able to place an Interim Controller, a CPA/MBA, who was, according to the CFO, productive from day one.

Opening a new hospital: A week prior to his arrival at a 425 bed hospital in suburban Washington, the new VP of Revenue Cycle DC found that his Director of HIM had resigned. The timing couldn’t have been worse; their second hospital was scheduled to open in 60 days. We were able to place an interim HIM Director who managed all Medical Records activities during this critically busy and stressful time - the new hospital opening, the day-to-day activities of the flagship hospital, lots of concerned staff, and much more until the recruitment and arrival of the permanent Director.
Implementation or Upgrade: A 650 bed faith-based multi-hospital system was about to become the second user of a full Finance & Revenue Cycle Department software upgrade. We placed an Interim ChargeMaster Manager who had consulted in the very first installation of that same software upgrade. This enabled our client to take full advantage an experienced person to lead the CDM piece of their IT upgrade and while keeping a good thing going with system’s on-going ChargeMaster maintenance.

DISC Assessments

At VCMS we believe that valid, scientific behavioral assessments are one helpful tool in your arsenal for employee evaluation, on boarding, and retention. That is why we have become an authorized distributor of TTI Success Insights North America, Inc.


© How To Hire The Right Person

Part of the challenge in successful interviewing is that during the interview the hiring manager has two equally essential objectives to accomplish simultaneously – to recruit this candidate (get this person interested in this job) and to evaluate this candidate (determine the degree to which this person fits with this position and our organization.)

When you work with VCMS we provide no cost consultation to help you become comfortable with your planning for the interview and confident that you have established an interview environment that will enable you to determine which candidate is the best match for your job and organization.

Many very experienced hiring managers have told us that even after years of interviewing people, they found our short reminder of our interview goals, objectives, and techniques really helpful.

Get a commitment from a competent recruiter you trust.”