1.2k+ Happy Hires
At QOP Specialty Medicine, our recruiting is built around the access and operational realities teams deal with every day—coverage under the pharmacy or medical benefit, payer and pharmacy benefit manager requirements, manufacturer support programs, and the coordination required across specialty pharmacy and infusion settings. We prioritize candidates who’ve succeeded in these reimbursement- and service-driven environments, where clean handoffs, accurate documentation, and reliable reporting keep therapy on track and reduce mismatches.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
In specialty medicine, “high-touch” means staying close to therapy day to day: clearing benefits and prior-authorization hurdles, coordinating affordability support, educating and checking in with patients, managing specialty shipping or infusion scheduling, and keeping records audit-ready—especially when distribution is restricted or an FDA safety program (Risk Evaluation and Mitigation Strategy, REMS) applies. At QOP Specialty Medicine, we mirror that precision by describing the work plainly, representing the role and brand accurately, and keeping communication consistent so interviews concentrate on real fit, stability, and fewer mismatches.
Over 14,000 candidates engaged on a monthly basis.
of experience in the specialty medicine space
average time to hire, from intake call to top candidate accepting an offer.
Before we can find you the right candidate, it is essential to establish the foundation for an effective recruitment campaign. We start by learning how your access model and delivery channel operate in practice—what the role owns day to day, who it must coordinate with, and what “good” looks like in your environment. With that understanding, we can define an ideal profile based on real operating requirements.
Using the information you have provided, we conduct in-depth research and compile data based on your targeting and candidate availability across the specialty ecosystem. This helps us focus on professionals who have already worked inside reimbursement- and service-driven settings where accuracy, documentation, and reliable execution matter.
Once targeting has been identified, we reach out directly to build a focused talent pool. Candidates are then put through screening and vetting to confirm they’ve operated in specialty environments with real access constraints, cross-functional handoffs, and ongoing reporting and compliance expectations. This keeps the shortlist aligned to proven performers rather than active job seekers alone.
Working closely with every qualified candidate, our team guides them through each interview round with clear communication and accurate representation of the role and team. We keep expectations grounded in the realities of specialty work so both sides can assess fit early, reduce mismatches, and avoid interview waste. In the final phase, we support offer alignment and a smooth transition into the role.
At QOP Specialty Medicine, 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 the specialty medicine industry, 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 the industry. 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
