Over 14,000 candidates engaged on a monthly basis.
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. At QOP Home Health, 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
“High-touch” in home health, hospice, and home-based care means being immersed in how branches operate day to day—field logistics, documentation demands, payer constraints, and survey readiness. QOP Home Health focuses on how visits are sequenced, who owns documentation, and how referrals move through intake, then keeps communication direct and frequent with both sides so the role is represented accurately and mismatches, interview churn, and early turnover are minimized.
Top Performers
Frequently filled functions
The choice of thousands
+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 candidate accepting an offer.
Our Process
Proven results through a proactive outbound strategy.
01
Ideal candidate profile
Before starting a search, QOP Home Health translates your home health, hospice, or home-based care model into a clear profile: branch structure, service lines, payer mix, survey history, and growth plans. We align on what success looks like under PDGM, HHVBP, and MA pressures in your markets, then define the specific track records, operating environments, and leadership behaviors that truly matter so we target people who have already delivered results in comparable agencies, not generic healthcare managers.
02
Candidate availability research
Using that profile, we map leaders and key specialists already working in Medicare-certified home health, hospice, pediatric, private duty, and related home-based care organizations. We look at agency type, census scale, payer mix, quality performance, and geography to understand where the right experience sits, then build a focused outreach list that reflects the realities of your market instead of an abstract talent pool.
03
Outreach and screening
Once targeting is locked in, we run fully outbound outreach into comparable agencies rather than waiting on applicants. Conversations focus on concrete indicators—referral conversion, documentation quality, survey readiness, staffing stability, and margin discipline in PDGM and MA environments. From there, we narrow to the few who both meet your technical bar and show the judgment, resilience, and communication style needed to lead field teams and back-office functions in home-based care.
04
Guidance and placement
As candidates progress, we stay close to both sides, grounding discussions in the day-to-day realities of the role: travel demands, on-call expectations, EMR and documentation workflows, quality and HHVBP pressures, and branch performance goals. We prepare candidates with honest context, surface any misalignment early, and help structure offers around impact, stability, and retention, reducing interview waste and the risk of short-tenure hires in already stretched home health and hospice operations.
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. QOP Home Health does 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?
QOP Home Health operates 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