Top 50 Healthcare Staffing & Recruiting Firms Specializing in Billing & Coding (2025 Guide)

If you want interviews fast (and the right ones), you need a map of who actually places billing & coding talent every week—HIM contractors, remote outpatient coders, CDI leads, AR clean-up crews, and revenue integrity analysts. This 2025 guide distills 50 real firms with credible pipelines for medical billing & coding, HIM, CDI, and RCM roles. Use it to target recruiters by niche, collapse your job search from months to days, and align every outreach to a metric that matters: first-pass yield, days in A/R, underpayment recovery, and denials by CARC.

Why these 50? Because they publicly staff revenue cycle and/or HIM/coding today—e.g., AMN Healthcare (Revenue Cycle Solutions), Medix (RCM & coding), Insight Global (RCM), Judge (HIM & medical coding), Oxford Global Resources (HIM workforce augmentation), KIWI-TEK (coding staffing), TAG MedStaffing (revenue cycle staffing), GHR Healthcare (RCM staffing), and Amergis (revenue cycle staffing). For market context, Staffing Industry Analysts shows 100+ healthcare staffing firms crossing significant revenue thresholds—your odds improve when you move with the biggest pipelines. Staffing Industry Analysts+8AMN Healthcare+8Medix Staffing Solutions+8

Before you reach out, harden your edge: denials prevention and management, clinical documentation integrity, claim adjustment reason codes (CARCs), HIPAA in medical billing, and step-perfect claims submission. Those links are your credibility accelerators when recruiters screen for ASC, hospital, and telehealth readiness.

The 2025 healthcare recruiting landscape for billers & coders (what matters now)

Hiring has shifted from emergency backfill to precision placement. Firms that win in 2025 show three signals:

• HIM + RCM bench: not just coders, but CDI, auditors, charge capture, denials, and payment posting. (AMN RCS; Medix RCM.) AMN Healthcare+1

• Non-clinical healthcare focus: dedicated desks for revenue cycle and HIM (Judge; LaSalle; Addison). Judge Group+2thelasallenetwork.com+2

• Scalable contractor-to-hire models: temp, per-diem, project teams, and direct-hire pipelines that reduce time-to-value for providers. (Insight Global RCM; TAG MedStaffing; GHR; Amergis.) Amergis+3Insight Global+3TAG MedStaffing+3

If you’re up-leveling, stack your learning: accurate clinical documentation, telemedicine coding, payment posting management, ethical billing principles, and MACRA/QPP fundamentals.

Market-size & recognition context: staffing-industry reports and Black Book categories validate active RCM/HIM staffing and workforce augmentation in 2024–2025. Staffing Industry Analysts+1

#	Firm	Specialty Focus	Core Strength	Best For	Engagement	Website
1	AMN Healthcare – Revenue Cycle Solutions	HIM, CDI, Coding, ODM	National RCM bench	Hospitals & IDNs	Contract/Direct	Visit
2	Medix	RCM & Medical Coding	High-volume placement	Health systems	Contract/Direct	Visit
3	Insight Global	RCM (billing → rev integrity)	Speed to slate	Providers/MSOs	Contract/Direct	Visit
4	The Judge Group	HIM & Medical Coding	Clinical + non-clinical	Hospitals	Contract/Direct	Visit
5	LaSalle Network	Healthcare Revenue Cycle	Exec + staff pipelines	Provider orgs	Contract/Direct	Visit
6	Addison Group (Healthcare)	HIM & Revenue Cycle	Non-clinical focus	Multi-site clinics	Contract/Direct	Visit
7	Robert Half – Healthcare	Billing, Coding, RCM	Broad national reach	SMB providers	Contract/Direct	Visit
8	Oxford Global Resources	HIM Workforce Augmentation	Project teams	Hospitals & IDNs	Contract	Ref
9	KIWI-TEK	Coding Flexible Staffing	Specialty coders	Hospitals/ASC	Contract	Ref
10	TAG MedStaffing	RCM (coding, UR, billing)	Customizable coverage	Hospitals & groups	Contract	Visit
11	GHR Healthcare	RCM & Coding, CDI, HIM	Specialized RCM recruiters	Providers	Contract/Direct	Visit
12	Amergis	Revenue Cycle Staffing	Billing & Coding matches	Multi-site providers	Contract	Visit
13	Pena4	HIM & Coding Staffing	Black Book recognized	Hospitals	Contract/Direct	Visit
14	Kforce (Healthcare)	RCM & Health IT	RCM project support	Enterprise providers	Contract	Ref
15	HealthCare Support (HSS)	Revenue Cycle	National RCM desk	Hospitals/ASC	Contract/Direct	Visit
16	Cross Country Healthcare	RCM & Admin	Enterprise reach	Health systems	Contract/Direct	Visit
17	CHG Healthcare (CompHealth)	Non-clinical add-on roles	Scale	Large providers	Contract/Direct	Visit
18	ProLink	RCM & Admin	Regional speed	Clinics & MSOs	Contract	Visit
19	Medasource	RCM & Health IT	Go-live/optimization	Hospitals	Contract	Visit
20	Solomon Page – Healthcare	RCM Staffing	Executive + staff	Providers	Direct/Contract	Visit
21	Yoh – Healthcare	RCM & Admin	Tech + ops blend	Health systems	Contract	Visit
22	Randstad – Healthcare Admin	Revenue Cycle	National admin bench	Providers	Contract	Visit
23	Adecco Medical & Science	RCM & Admin	Broad reach	Clinics	Contract	Visit
24	Beacon Hill – Healthcare	RCM & Coding	National network	Hospitals	Contract/Direct	Visit
25	Excite Health Partners	HIM & Coding	Coding depth	Hospitals	Contract	Visit
26	CSI Companies – Healthcare	HIM/RCM & Health IT	Project teams	Providers	Contract	Visit
27	Insight Global – Revenue Integrity	RCM roles	High-throughput	Hospitals	Contract	Visit
28	Aston Carter	RCM & Billing	Business ops rigor	Providers	Contract	Visit
29	Russell Tobin (Pride Global)	RCM & Finance	Fast req coverage	Vendors & providers	Contract	Visit
30	Oxford (HIM Projects)	HIM coders & auditors	Augmentation	IDNs	Contract	Ref
31	e4health	HIM Advisory + Staffing	CDI/audit blend	Hospitals	Contract	Visit
32	HWL (Health Workforce Logistics)	Vendor-neutral MSP	Agency orchestration	Health systems	Programs	Visit
33	HealthTrust Workforce Solutions	RCM & Admin	HCA network reach	Hospitals	Contract/Direct	Visit
34	Alpha Medical Group	RCM leadership	Exec search	Providers	Direct	Visit
35	System One – Healthcare	RCM support	Program scale	Providers	Contract	Visit
36	CSI Healthcare IT	RCM tech + ops	Epic/RCM mix	Hospitals	Contract	Visit
37	ProMed Staffing Resources	RCM & Admin	NY market depth	Clusters & ASC	Contract	Visit
38	Atlas Search – Healthcare	Rev Cycle	Regional speed	NY/NJ providers	Direct/Contract	Visit
39	Vaco – Healthcare	RCM & Finance	Analytics + ops	Providers	Contract/Direct	Visit
40	Addison Group – Non-Clinical	Billing & Coding	Multi-market reach	Multi-site clinics	Direct/Contract	Visit
41	CSI – Simplify Compliance (partners)	RCM roles	Compliance tilt	Hospitals	Contract	Visit
42	iMethods	Health IT + RCM	Epic & rev cycle	Hospitals	Contract	Visit
43	Volt – Healthcare	Admin & RCM	National coverage	Providers	Contract	Visit
44	Experis (ManpowerGroup)	Health IT + RCM	Program staffing	Systems	Contract	Visit
45	Onward Search – Healthcare Ops	RCM/Analytics	Ops + data blend	Vendors/providers	Contract	Visit
46	Aequor Healthcare	RCM & Admin	Fast coverage	Providers	Contract	Visit
47	Solomon Page – Rev Cycle	Exec & mid-level	Targeted search	Hospitals	Direct	Visit
48	Lucas Group (Korn Ferry)	Healthcare ops	Leadership roles	Large providers	Direct	Visit
49	VISTA Staffing – Admin	RCM adjunct	System coverage	Hospitals	Contract	Visit
50	Hirewell – Healthcare	RCM & Billing	Specialized desks	Providers	Direct/Contract	Visit

How to use this directory (and win with it)

1. Match your niche to a firm’s muscle. If your edge is denials prevention, target desks that speak CARC fluently (AMN RCS, Medix, LaSalle, Judge). Validate with a 15-minute screen: ask for payer mix, remote options, and case types (ASC, GI, ortho, ophthalmology). Use CARC decoding and denials management as your talking points.

2. Make your resume a KPI dashboard. Lead with first-pass yield, days in A/R, top CARCs crushed, and refund/write-off trend. Mirror the claims submission process and payment posting disciplines in your bullets.

3. Prove audit-readiness and ethics. Signal coding audits proficiency and ethical billing principles to reduce client risk. Recruiters move you to the front when you’re a low-surprise hire.

4. Show specialization depth. Bring receipts from bariatric coding, interventional radiology, telemedicine coding, and complex trauma to prove you can handle variance.

Which recruiting path will you prioritize this quarter?

⬜ Remote coding contracts (OP/ED/Pro-fee)

⬜ CDI + audit roles with payer escalation experience

⬜ ASC revenue cycle (A/R + denials worklists)

⬜ Payment posting + underpayment analytics

⬜ Rev-integrity / charge capture specialist

Vote

30/60/90 plan to land roles via recruiters (and get paid faster)

Days 1–30: Positioning & assets

• Pick three firms from the table and tailor submissions. Lead with CARC-tagged wins and a one-page ASC-ready resume aligned to accurate documentation and HIPAA compliance.

• Build a Mini-Portfolio: one denials prevention SOP, one posting checklist, and a before/after KPI slide showing first-pass yield and days in A/R deltas.

Days 31–60: Interviews & pilots

• Ask recruiters for pilot assignments—AR clean-up, pre-bill audit, or payer-specific denials. Anchor examples to denials prevention and claims steps.

• For telehealth-heavy orgs, prove modifier/POS accuracy using the telemedicine coding guide and your CDI cues.

Days 61–90: Scale & specialize

• Convert to contract-to-hire or multi-month renewals. Pitch specialty add-ons (e.g., bariatrics, IR advanced, trauma coding) to increase rate and retention.

• Keep a weekly audit cadence with the coding audits guide and post before/after metrics to your recruiter—makes extensions easy.

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Trends that shape your 2025 recruiting outcomes

• Stabilizing demand, smarter mixes. After the post-pandemic surge, 2025–2026 hiring is stabilizing with vendor-neutral programs and internal float pools. Expect MSPs (e.g., HWL) to orchestrate agencies and squeeze time-to-fill. blog.hwlworks.com

• Automation + staffing are intertwined. Denials and A/R pressure still trace back to staffing shortages; automation only sticks with strong human QA—coders, CDI, and payment posters. Cite those in interviews to show you’ll improve margins. Deloitte Insights2Action

• Black Book & SIA signals. Lists and category winners confirm who’s active now—leverage that to pick firms with current req flow and workforce augmentation ability (Oxford, KIWI-TEK, Pena4). Newswire+2Staffing Industry Analysts+2

For bonus leverage, sharpen with mastering revenue cycle management and software selection for billing, then pressure-test knowledge in our educators AMA and LinkedIn Q&A.

Frequently Asked Questions (FAQ)

• Q1. How do I pick the “right” staffing firm for my coding specialty?

  Look for demonstrated requisition flow in your niche (GI, ortho/spine, ophthalmology, ED/Pro-fee), plus referenceable placements. Ask each firm for (1) current payer mix, (2) remote options, (3) average submittal-to-interview time, and (4) sample CARC profile of denials they’re helping clients tackle. Prep with telemedicine coding details and accurate documentation guidelines to stand out.

• Q2. Contract vs. direct-hire—what’s smarter in 2025?

  Contract gets you speed + variety; direct-hire gets stability + benefits. Start contract if you’re building a national portfolio; switch to direct once you’ve proven consistent KPI lifts in first-pass yield and days in A/R. Keep your resume mapped to claims steps and payment posting best practices.

• Q3. What skills separate top candidates in recruiter screens?

  (1) Denials analytics by CARC, (2) documentation specificity (CDI cues), (3) payer policy fluency, (4) audit-ready workpapers, (5) ethics. Hit these with denials prevention, CDI, HIPAA basics, and ethical billing principles.

• Q4. How do I avoid low-quality submittals and “resume blasting”?

  Pick two or three firms with true RCM desks (e.g., AMN RCS, Medix, Judge, Insight Global). Offer exclusive right-to-represent for one role at a time, with a 7-day sunset. Keep a tracker of submissions and decline duplicates quickly.

• Q5. What should be on my RCM dashboard in interviews?

  Show first-pass yield, days in A/R, denials rate by CARC, net collection rate, refund/write-off trend, and coder audit pass rate—then connect each to denials, posting, CDI, and RCM fundamentals.

• Q6. Are staffing shortages really still a thing—or just hype?

  Yes—but evolving. 2025 shows stabilization, not a cliff; shortages still drive denials and A/R bloat when roles go unfilled or onboarding is weak. Cite Deloitte’s analysis and plan for automation with coder/CDI QA, not instead of it.