Connections we bring to the conversation
Your search draws on our existing talent relationships, private network, and national connections. When we need to reach further for your requirements, targeted outreach builds on that foundation.
Scion Medical Staffing · Direct-hire recruiting
Hiring for your revenue cycle team?
You may need a denials specialist with experience in your payer mix, an analyst familiar with your systems, or a director ready to lead a team like yours. The title is a starting point. The experience behind it matters.
Scion Medical Staffing is an award-winning healthcare recruiting and staffing partner. We bring established revenue cycle talent relationships and national connections to your search, with a dedicated recruiter helping you meet people whose experience fits your opening.
Share what you know about the role. We’ll help with the details.
Need to get moving soon?
Scion can generally start the search the same day after intake and can present relevant talent as fast as 48 to 72 hours.
Our relationships and recruiting infrastructure help us move quickly. Timing depends on your requirements and candidate availability; specialized and leadership searches may take longer. It is not a guarantee.
20 yearsRecruiting experience since 2006
950K+Scion-wide private talent network
16M+Scion-wide national candidate reach
50 statesNationwide recruiting coverage
These figures reflect Scion’s work across specialties, not a count of available revenue cycle professionals.
Who you’ll be working with
Healthcare recruiting, with people you can turn to.
Scion Medical Staffing helps hospitals, health systems, medical groups, healthcare providers, and revenue cycle organizations hire permanent team members. Our recruiters bring healthcare hiring experience and established candidate connections, so you have both relevant people to consider and someone to help you through the hire.
Shown above: Scion-wide ClearlyRated Best of Staffing recognition for client and talent satisfaction. More about our clients and recognition.
Introductions with your opening in mind
We evaluate relevant experience, qualifications, interest, and availability before introducing candidates. Access to our network is the starting point; each person still needs to be considered for your particular role.
A recruiter who stays involved
You have a dedicated recruiting expert to coordinate introductions, arrange interviews, gather feedback, and help with selection and offer coordination. You won’t have to manage every step on your own.
Revenue cycle positions we recruit
Who does your team need next?
We help with permanent hires across these revenue cycle positions. Tell us which role you’re filling and what experience would make someone a good fit for your team.
Specialists
- Revenue Cycle Specialist
- Denials & Appeals Specialist
- Reimbursement Specialist
Analysts
- Revenue Cycle Analyst
- Revenue Integrity Analyst
Leadership
- Revenue Cycle Supervisor
- Revenue Cycle Manager
- Director of Revenue Cycle
For a leadership hire, we’ll also talk about the team this person will join, who they’ll report to, and the management experience you’re looking for. Tell us about your leadership opening.
Getting to know your team
A little context helps us make better introductions.
Two employers can use the same job title and need very different experience. A hospital’s requirements may differ from those of a physician group or a revenue cycle services organization. We take time to understand those differences.
Tell us what matters most: familiarity with your payer mix, experience in a particular system, the size of the team, or a work arrangement that needs to be in place. We use that context to evaluate candidates and explain why we’re introducing them.
We check each person’s interest and availability for your opening. An established connection does not mean someone is immediately available or already confirmed as a match.
A few things we’ll talk through
- The revenue cycle experience your team needs most
- Your healthcare setting and relevant payer exposure
- Systems experience and any required qualifications
- Compensation, location, and work arrangement
- Team size and leadership scope, when applicable
- Your preferred timing and interview availability
It’s fine if some of these details are still taking shape. Your recruiter can help you work through them.
How we’ll work together
You don’t need a finished brief to begin.
Submit a staffing request and we will take it from there. Let us know the position and any priorities you already have. We’ll clarify the rest with you.
Tell us about the opening.
Your recruiter will talk through the experience you need, the practical details, and your timing. You’ll have someone to ask questions as the search moves forward.
Meet people worth considering.
We draw on our relationships and reach, evaluate candidates for your requirements, and coordinate introductions and interviews. Your feedback helps us keep the search focused.
Decide with support.
You choose the person you want to hire. We stay involved with interview feedback, next steps, and offer coordination so the process keeps moving.
The request form is a starting point. You don’t need to have every answer ready.
Before you reach out
A few questions you may have.
Which revenue cycle roles can you help us hire?
We recruit Revenue Cycle Specialists, Denials & Appeals Specialists, Reimbursement Specialists, Revenue Cycle Analysts, Revenue Integrity Analysts, Revenue Cycle Supervisors, Revenue Cycle Managers, and Directors of Revenue Cycle. This service focuses on permanent, direct-hire positions.
How soon could we meet candidates?
Scion can generally start the search the same day after intake and can present relevant talent as fast as 48 to 72 hours. The timing depends on the position, location, compensation, and candidate availability. Director-level or highly specific searches may take longer. We will discuss timing with you after intake; it is not guaranteed.
Do you already have revenue cycle connections?
Yes. Our established candidate relationships, private talent network, and national connections are the foundation of our recruiting work. We extend that reach with targeted outreach when your requirements call for it. We still check each person’s experience, interest, and availability for your position before making an introduction.
What will our recruiter handle?
You will have a dedicated recruiting expert who helps clarify the role, evaluates candidates, makes introductions, coordinates interviews and feedback, and supports you through selection and hiring. You decide whom to hire; we help keep the conversations and next steps moving.
How do you decide whom to introduce?
We look at your healthcare setting, payer exposure, required systems experience, qualifications, compensation, and work arrangement. For leadership hires, we also discuss team size, reporting relationships, and management experience. We evaluate those requirements alongside each person’s interest and availability.
Can you help with a supervisor, manager, or director search?
Yes. We recruit Revenue Cycle Supervisors, Revenue Cycle Managers, and Directors of Revenue Cycle nationwide. We will talk through the experience your team needs and the scope of the position before evaluating potential candidates.
Do we need a finished job description to get started?
No. Submit a staffing request and we will take it from there. Tell us the role you need to fill and any priorities you already know. Your recruiter will help clarify the details, including experience, compensation, location, and timing.
Let’s talk about the person your team needs.
If you have a revenue cycle opening, tell us a little about it. We’ll help clarify the requirements and bring relevant candidate connections to the conversation.
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