1.2k+ Happy Hires
QOP Women Care’s search and outreach are built around how women’s health actually runs: OB-GYN and multisite clinic groups, hospital-based maternity and perinatal programs, and fertility platforms under tight regulatory and payer pressure. We target leaders who already manage templates, cycles, payer mix, and high-emotion patient journeys in similar settings, so candidates understand global maternity billing, IVF cash-pay dynamics, and perinatal quality expectations on day one, rather than learning the realities of women’s health operations for the first time in your role.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
In women’s health, QOP Women Care’s “high-touch” approach means staying close to the daily reality of OB-GYN clinics, fertility programs, and maternity or pelvic health service lines. We learn how cycles, templates, access, and financial conversations actually work, then communicate clearly with candidates and stakeholders. Roles are represented honestly, expectations are explicit, and context is never generic, reducing mismatched interviews, surfacing people who thrive in high-emotion settings, and improving long-term fit and stability for both the team and patients they serve.
Over 14,000 candidates engaged on a monthly basis.
of experience in the women’s health sector
average time to hire, from intake call to top candidate accepting an offer.
Before any search starts, QOP Women Care frames the role in the real context of women’s health: clinic flow, visit or cycle volumes, payer mix, and provider dynamics. That clarity lets us focus only on candidates who have already succeeded in comparable OB-GYN, fertility, maternity, or pelvic health environments.
Market research centers on where similar leaders actually sit today across health systems, independent groups, and platforms focused on women’s health. We look at realistic availability, mobility, and compensation ranges so the search targets people you can both attract and retain, not theoretical profiles.
Outreach is fully outbound, aimed at professionals already running women’s health operations rather than generic healthcare managers. Screening goes beyond resumes to test for comfort with high-emotion patient journeys, regulatory expectations, and the pace of clinic and cycle management, sharply reducing mismatched interviews.
Throughout interviews, communication stays tightly aligned with your operating reality—provider expectations, call structures, growth pressures, and change agenda are all made explicit. By the time an offer is on the table, both sides understand the role, culture, and constraints clearly, supporting stable hires rather than short-term placements.
We use a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent in women’s 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 we have built a strong network of operators, senior managers, and leadership professionals within women’s health. 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.
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
