1.2k+ Happy Hires
Our search work at QOP Primary Care is built around the realities of FQHCs, community health centers, and primary care groups, where access, panel performance, and margin are driven by the same operational decisions. We target leaders who have already run clinics under Medicaid-heavy payer mixes, value-based contracts, and grant reporting, not general healthcare operators new to safety net and high volume outpatient environments. We look for proven multi-site leaders who can step in quickly and perform.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
High touch at QOP Primary Care means staying inside the day-to-day reality of FQHCs, community health centers, and primary care groups. We spend time understanding how visits are booked, how panels are managed, and where bottlenecks show up. Hiring managers get direct, honest communication and candidates hear a clear, accurate story about the role, culture, and constraints. That keeps expectations aligned, reduces interview churn, and improves long-term fit and stability.
Over 14,000 candidates engaged on a monthly basis.
of experience in the primary care and community health centers industry
average time to hire, from intake call to top candidate accepting an offer.
At QOP Primary Care, before we can find you the right candidate, we need a clear foundation for the search. We learn how your clinics actually run, the payer mix, access and quality targets, and what “great” looks like in your environment. With that context, we align on what ideal performance means in your primary care or community health setting.
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 targeting is locked in, we begin proactive outreach to build a qualified talent pool from comparable organizations, not generic healthcare. Every interested candidate goes through screening and vetting so we can confirm they meet your standards and understand high volume, safety net primary care. With this approach, we can surface aligned candidates within days.
As candidates move through interviews, we stay hands on at each step. We coordinate scheduling around clinic operations, prepare candidates with realistic context, manage communication, and keep momentum high. At the end of the process, we support offer discussions and help ensure a smooth transition through acceptance and onboarding.
QOP Primary Care uses a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent in primary care and community health, 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, QOP Primary Care has built a strong network of operators, senior managers, and leadership professionals within primary care and community health. When an executive search comes in, we use that network to identify leaders with relevant experience, proven judgment, and stable track records, so we can support both critical operational hires and higher level leadership needs.
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
