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Practice administrator recruiting for ophthalmology and optometry. The hire that runs everything else.

Denali Recruiting places practice administrators, clinic and office managers, surgical growth managers and billing leadership with eye care practices nationwide. Retained searches, AI-targeted sourcing, and a recruiter who has sat on the practice side of the desk since 2002.

I'm hiring an administrator I'm an administrator
  • Administrator, COO, clinic manager, surgical growth manager, billing manager
  • Single-location practices through multi-site groups and ASCs
  • Confidential for candidates. No fee to candidates.
Practice administrator reviewing the schedule with an ophthalmologist
Scope, authority and who they report to.Scoped before anyone is contacted

Leadership roles we recruit

Administrator is not one job. We scope which one you need.

A two-surgeon practice hiring its first administrator and a twelve-location group replacing a COO are different searches. The questions below are where each scoping call starts.

Practice administrator / CEO / COO

Number of locations and providers, P&L ownership, who they report to (one owner, a board of partners, a PE platform), HR and payroll scope, ASC and optical oversight, what the last administrator got right and wrong.

Clinic & office manager

Headcount supervised, scheduling and flow responsibility, front desk and tech teams, how much authority over hiring and discipline, relationship to the administrator or owner.

Surgical growth manager

Refractive and premium cataract volume targets, ownership of the coordinator team, marketing budget and reporting, consult-to-surgery conversion expectations, compensation tied to results.

Billing & revenue cycle manager

Payer mix, in-house vs. outsourced billing, EHR and PM system, AR days and denial rates today, coding and compliance responsibilities, team size.

ASC administrator

Case volume and specialties, accreditation and state licensing status, nursing and OR staffing, surgeon ownership structure, relationship to the clinic administrator.

Marketing & patient experience leads

Service lines being promoted, in-house vs. agency support, call tracking and analytics in place, reputation management, how the role ties to surgical growth.

For practices

What an administrator search covers before the first candidate is contacted.

Leadership searches at Denali are retained: 50% of the fee initiates the search, 50% is due when a candidate accepts, with a six-month replacement guarantee. Getting the scope and authority of the role right is most of the work.

  1. The role, honestly describedWhat the administrator actually controls: budget, hiring, vendor contracts, physician scheduling. What stays with the owners. Why the position is open.
  2. Compensation and incentivesBase, bonus structure and what it is tied to, benefits, and whether the role carries equity or profit participation in a larger group.
  3. The practice as a candidate sees itOwner dynamics, partner alignment, EHR and PM systems, staff turnover, and whether the owners are ready to let someone run the business.
  4. The search profileAll of the above drives AI-targeted sourcing: ASOA and AAOE membership and faculty, practice management credentials (COE, CPSS, MBA), LinkedIn and professional networks, Denali's candidate database, and outreach to administrators who are not looking.
  5. Recruiter screeningA recorded video interview with the recruiter on Zoom or Google Meet, references from physicians the candidate has reported to, and a background check. No phone screens. You see only the top candidates, each with interview highlight clips and a written summary.
  6. Offer through the first 90 daysOffer structure, a written 90-day plan agreed between the owners and the hire, and a check-in after the start date.

For administrators and managers

What you get that a job posting cannot tell you.

Confidential, and never a fee. Your name goes to a practice only after you approve that specific introduction, and your current practice is never contacted.

Real authority, not the titleWhether the owners actually delegate, who signs off on what, and how the last person in the role was treated.
The owner situationPartner alignment, succession plans, PE involvement or sale discussions, and anything that will change your job in the next two years.
How compensation is builtBase, bonus and what it is measured on, and how the offer compares to the market for the size of practice.
The practice from the insideDenali Creative has built websites, campaigns and staff training for these practices. We know how many of them run.
Roles beyond ophthalmologyAdministrators from dental, dermatology and other specialty practices are often a strong fit. The eye care learning curve is manageable; we will tell you honestly which practices are open to it.
Contract helpBonus terms, severance, non-competes and relocation, and when to bring in an attorney.
Send your résumé confidentially

From practice owners

Surgeons who have hired through Denali.

Denali Recruiting helped our practice find the most outstanding and experienced doctors and practice administrator. I would highly recommend them to anyone searching for a new recruiting firm.
Dr. Robert GladsdenNew Vision Laser Center
Paul and his team helped my practice with crucial interviews of fellows and associates throughout the years. His experience is an incredible asset to any practice.
Theodore Perl, MDCorneal Associates of New Jersey
Paul Stubenbordt not only helped me find the right candidates, but his team at Denali Creative helped train them to their fullest potential.
Paul Cutarelli, MDCutarelli Vision

Administrator recruiting questions

Timing, fees, experience outside eye care, and confidentiality.

If your question is not here, call (682) 831-0900 and ask.

How long does it take to recruit a practice administrator?
Commonly three to six months from scoping call to start date. Experienced ophthalmology administrators are usually employed and give long notice. Clinic and office manager roles move faster. A realistic timeline is set on the scoping call.
What does an administrator search cost?
Leadership searches are retained. The fee is a percentage of first-year compensation, confirmed in the search agreement: 50% initiates the search and 50% is due when a candidate accepts. If the hire is terminated within six months, Denali replaces the candidate at no additional fee. Candidates never pay.
Does the administrator need ophthalmology experience?
It helps and most practices prefer it, but strong administrators from dental, dermatology, orthopedics and other specialty practices make the transition well. The scoping call settles whether the practice is open to it; the search profile is built accordingly.
Can you replace an administrator confidentially?
Yes. The practice is not named in outreach until a candidate is a finalist, and the search profile is written so the practice cannot be identified. Most administrator replacement searches are run this way.
How do you find administrators who are not on job boards?
The search profile is matched against ASOA and AAOE membership and faculty, practice management credentials, professional networks, Denali's candidate database, and targeted outreach to administrators at practices of similar size. AI does the finding and first outreach; the recruiter reviews every match.
Do you help define the role before the search?
Yes. Many practices hiring their first administrator, or replacing one who left badly, have not settled what the role should control. The scoping call produces a written description of scope, authority and reporting line before outreach starts. That document is what candidates see.

Other roles

Also recruiting for the rest of the practice.

Ophthalmologists cataract · refractive · retina · glaucoma · corneaOptometrists associate OD · co-management · dry eyeOphthalmic technicians COA · COT · COMT · scribesSurgical & refractive coordinators LASIK · premium IOL · patient counselor

Start here

Hiring an administrator, or looking for your next practice to run?

Practices get a scoping call. Administrators get a confidential conversation. Either way you hear back from the recruiter.

(682) 831-0900Monday to Friday, Central time
Book a call on the calendarPick a time that works. Opens Paul's HubSpot calendar.
Trophy Club, TexasSearches run nationwide
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