Clear expectations. Better hires. Stronger transformation.

We begin with the business, clinical, or adoption objective, not the job title alone. Fit means the ability to perform in your environment, earn stakeholder trust, and translate strategy into measurable execution.

Our search and screening process evaluates functional expertise, communication, clinical respect, technical fluency, pace, leadership style, and operating readiness.

We support executive, technical, product, clinical, data, implementation, customer-facing, and transformation roles across healthcare, digital health, AI, SaaS, and health technology.

Examples include AI and machine learning engineers, software engineers, product leaders, clinical informatics professionals, data scientists, Forward Deployed Engineers, solutions engineers, implementation leaders, digital health executives, and fractional advisors.

Startup hiring requires more than speed. It requires judgment. Accu-Health helps founders and growth leaders define the capability actually needed at each stage, from first technical hires through enterprise-scale leadership.

We support Seed through Series C+ and growth-stage companies with talent strategy, role design, targeted sourcing, executive search, customer-facing technical talent, clinical advisors, and fractional leadership.

Depending on the assignment, an engagement may include intake and discovery, role architecture, competency definition, market calibration, sourcing strategy, candidate identification, screening, interview support, and offer-stage guidance.

Broader engagements may also include workforce capability mapping, AI fluency, governance alignment, workflow integration, or CareShift™ Blueprint support.

Fees are based on the role, search complexity, scope, urgency, and engagement model. Permanent placement fees are commonly structured as a percentage of the candidate’s annual compensation, typically within a 15% to 30% range.

Retained, project-based, fractional, or advisory engagements are scoped separately. Any approved advertising, travel, or extraordinary expenses are defined in advance.

Yes. Permanent placement engagements typically include a 60 to 90-day candidate guarantee, subject to the terms of the signed agreement.

If an eligible placement ends during the guarantee period, Accu-Health will conduct a replacement search according to the agreement. Our deeper objective is to reduce the chance of misalignment before the hire is made.

Searches can typically begin after the intake, scope, terms, decision process, compensation range, and success profile are confirmed.

Startup and high-growth assignments can often move quickly, but speed should not come at the expense of role clarity, candidate quality, or stakeholder alignment.

Yes. Many difficult searches are actually role-definition problems. We help leaders clarify mission, outcomes, responsibilities, decision rights, required capabilities, interview criteria, and realistic market positioning before sourcing begins.

This is particularly valuable for emerging AI roles, startup leadership positions, hybrid technical-customer roles, and positions that span clinical and technology domains.

We treat organizational context, role details, compensation information, search activity, candidate information, and strategic priorities as confidential.

Information is shared only with appropriate parties and in accordance with the signed agreement, applicable law, and agreed search process.

Yes. Termination provisions, notice requirements, payment obligations, candidate ownership, and any applicable prorated costs are addressed in the engagement agreement.

The goal is flexibility with clear boundaries, so both parties understand what happens if priorities, funding, role scope, or business conditions change.

Our agreements define responsibilities, deliverables, limitations, dependencies, and liability provisions. This creates practical transparency and aligns risk with the actual scope of work.

Accu-Health supports hiring and workforce decisions, but the employer retains responsibility for final selection, credentialing, employment decisions, supervision, and compliance obligations.

No. Accu-Health also supports workforce transformation, AI fluency, organizational readiness, role architecture, fractional leadership, executive advisory, and CareShift™ Blueprint engagements.

This broader capability allows us to connect talent strategy with operating reality, which is especially important when organizations are implementing AI or scaling new healthcare technology.