Over 14,000 candidates engaged on a monthly basis.
PeopleProcessPerformance
expertise in
Pediatrics
1.2k+ Happy Hires
Innovative recruitment practices
Our search approach is built around how pediatric care actually operates across outpatient, therapy, and home-based settings. QOP Pediatric recruits across multi-site clinic networks, autism and therapy centers, pediatric home health, and school-linked programs, where Medicaid and CHIP dynamics and authorization work are part of the day to day. We target leaders who have already worked inside these realities, not general healthcare managers.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
High-touch approach that drives results
We stay close to day-to-day pediatric operations across clinics, autism and therapy centers, pediatric home health, and school-linked programs so the role is represented accurately. At QOP Pediatric, we keep communication direct and consistent with both the hiring team and candidates to align expectations early. That produces tighter shortlists, cuts interview churn, and leads to hires that stick.
Top Performers
Frequently filled functions
The choice of thousands
+8
years
of experience in the Pediatric Care space
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 we can find you the right candidate, we need to build a clear foundation for the search. QOP Pediatric starts by understanding your pediatric model—clinic, autism or therapy center, or home-based services—the exact requirements of the role, and the traits that succeed with families, payers, and care teams. With that context, we align on what “ideal” looks like and what success in the position should truly mean.
02
Candidate availability research
Using the information you have provided, we research the pediatric talent market and build a targeted view of candidate availability across comparable settings. We then use this insight to shape a focused outreach plan and position the opportunity so strong pediatric professionals are willing to engage, even if they are not actively looking.
03
Outreach and screening
Once the exact targeting has been identified, we immediately reach out to potential candidates to create your ideal talent pool. Applicants are put through our screening and vetting process, where we quickly determine who has real pediatric experience, can handle Medicaid/CHIP and authorization realities, and genuinely aligns with the role. Through this proactive approach, we are able to source qualified candidates in just a matter of days.
04
Guidance and placement
Working closely with every qualified candidate, our team guides them through each interview round. This includes candidate management, scheduling, interview preparation, and keeping motivation high throughout the process. In the final phase, we assist with offer discussions and help ensure the candidate’s transition into your pediatric organization is smooth and successful.
Frequently asked questions
How do we run searches for companies in pediatric care?
QOP Pediatric runs searches entirely through outbound efforts. Instead of posting roles or waiting on applicants, we clarify your needs, map experienced talent in pediatric care, and contact those who fit directly. That keeps the search centered on proven performers rather than 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?
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.
Do we also handle executive and leadership roles in pediatric care?
Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within pediatric care. 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