1.2k+ Happy Hires
QOP Mental Health focuses on behavioral health organizations that run full clinician schedules, juggle waitlists, and work within payer rules. We look for operators who have already kept visit volume, cash flow, and documentation on track in that reality—people who know how to convert referrals, keep schedules productive, navigate authorizations and denials, and pass audits across multi-site clinics, CCBHCs, IOP/PHP and substance use programs, and tele-mental health platforms. We prioritize proven performance under real demand, payer, and documentation pressure, not guesses about who might be able to adapt.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
For QOP Mental Health, “high-touch” means getting close to your clinics and programs. We dig into where patients get stuck, where payers and documentation slow teams down, and how work actually moves from first call through discharge. We keep communication frequent and straightforward so the role is described exactly as it is. Tight feedback loops cut down on mismatched expectations, interview churn, and early turnover, and keep the shortlist focused on people who can stabilize and strengthen behavioral health operations like yours.
Over 14,000 candidates engaged on a monthly basis.
of experience in the Behavioral Health space
average time to hire, from intake call to top candidate accepting an offer.
Before we can find you the perfect candidate, it is essential to establish the foundation for an effective recruitment campaign. QOP Mental Health starts by learning about your behavioral health organization, your specific requirements, and what qualities you value in leaders for your clinics and programs. With this information and a clear understanding of the role, we build an accurate picture of your ideal behavioral health candidate.
Using the information you provide, we conduct targeted research into the behavioral health talent market and compile data based on our agreed-upon profile and candidate availability. We look across outpatient clinics, community providers, CCBHCs, IOP/PHP and substance use programs, and tele-mental health settings. This market view helps us shape an effective recruitment campaign that turns the right behavioral health operators into applicants.
Once the targeting has been confirmed, QOP Mental Health reaches out directly to potential candidates who fit your behavioral health profile. Applicants are then put through our screening and vetting process, where we quickly determine which professionals genuinely match your standards and background needs. Through this proactive approach, we are able to surface qualified behavioral health candidates in just a matter of days.
Working closely with every qualified candidate, our team guides them through each interview round; this includes candidate management, scheduling, interview preparation, and maintaining motivation throughout the process. We keep behavioral health specifics—such as setting, team structure, and payer environment—front and center so expectations stay aligned. In the final phase, our team assists with negotiations and supports a smooth transition into your organization.
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 behavioral 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.
At QOP Mental Health, 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 behavioral 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
