1.2k+ Happy Hires
Our search practice is built around how orthopedics and MSK care run day to day across multi-site clinics, spine and sports programs, orthopedic ASCs, and therapy and rehab networks, including hospital-based service lines and platform groups. We recruit the operators who run access, throughput, and performance, and the clinical, imaging, and patient access teams those operators depend on to keep care moving from imaging to surgery to rehab. That’s where QOP Orthopedic concentrates its recruiting, pulling from comparable MSK platforms and service lines, not generic healthcare pools, so expectations stay realistic and impact happens faster.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
High-touch orthopedics and MSK recruiting at QOP Orthopedic means staying close to the realities of clinics, ASCs, therapy networks, and service lines. We talk to operators, understand case mix and payer mix, and how teams run patient flow from imaging to surgery to rehab. We keep communication focused and candid, set expectations clearly on both sides, and describe roles in the same language your physicians and managers use. This reduces mismatches, protects team stability, and cuts down on wasted interviews with off-target candidates.
Over 14,000 candidates engaged on a monthly basis.
of experience in the Orthopedics industry
average time to hire, from intake call to top candidate accepting an offer.
Before we can find the right candidate, we need to build a clear foundation for the search. We start by learning your orthopedic or MSK business, the exact requirements of the role, and the traits you value most in a new hire. With that context, QOP Orthopedic aligns with you on what “ideal” looks like and what success in the position should truly mean.
Using the information you share, we dig into the orthopedics and MSK market and build a targeted view of candidate availability. We use that research to shape a focused outreach plan, then position the opportunity in a way that gets qualified candidates to engage and enter the process.
Once targeting is locked in, we begin proactive outreach to build a qualified talent pool from comparable orthopedic clinics, spine and sports programs, ASCs, and therapy and rehab networks. Every interested candidate goes through screening and vetting so we can quickly identify who truly meets your standards and is genuinely aligned with the role. With this approach, we can surface qualified candidates within days.
As candidates move through interviews, we stay hands on through each step. We coordinate scheduling, prepare candidates, manage communication, and keep momentum high across rounds. At the end of the process, QOP Orthopedic supports offer discussions and helps ensure a smooth transition through acceptance and onboarding.
QOP Orthopedic uses a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent in orthopedics and MSK service lines, 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 orthopedics. 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
