1.2k+ Happy Hires
QOP Dermatology’s search work in dermatology and medical aesthetics is built around how these businesses actually run: multi-site platforms blending insured medical dermatology, Mohs and dermpath volume, and high-margin, cash-pay medspa lines in tightly managed P&Ls. We target leaders who already operate in physician platforms, aesthetic chains, and lab-centric models—people fluent in payor mix, membership economics, device utilization, and regulatory risk—rather than generalists from unrelated outpatient or retail settings.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
At QOP Dermatology, “high-touch” in dermatology and medical aesthetics means staying close to how care and revenue actually flow through clinics, Mohs programs, medspas, and labs. It looks like detailed intake on workflows, payer mix, memberships, and patient experience, then translating that into clear, honest messaging to candidates. Communication stays frequent but disciplined, expectations are calibrated on both sides, and only people proven in comparable environments move forward, reducing interview churn, early attrition, and culture mismatches.
Over 14,000 candidates engaged on a monthly basis.
of experience in the Dermatology & Medical Aesthetics industry
average time to hire, from intake call to top candidate accepting an offer.
At QOP Dermatology, every search starts grounded in your dermatology and medical aesthetics reality. We learn how your clinics, Mohs or procedural days, medspa lines, and labs are structured, what metrics matter, and how the role touches medical versus cosmetic work. That gives us a precise, realistic candidate profile.
Using that profile, we map talent in comparable dermatology groups, Mohs centers, medspa chains, and dermpath or lab environments in your markets. We focus on people who have already succeeded with similar volumes, payor mix, membership models, and operational expectations, rather than generic healthcare resumes.
Once targeting is set, we reach out directly to selected professionals and have detailed conversations about their track record in dermatology or medical aesthetics. Screening centers on how they’ve handled patient flow, revenue and coding nuances, device or program adoption, and multi-site or physician-owner dynamics, so only genuinely aligned candidates move forward.
QOP Dermatology stays close to both sides throughout the process—clarifying how your practice runs day to day, aligning interviews around clinic and procedure schedules, and keeping communication tight. At the offer stage, we help navigate compensation, structure, and transition details so the new hire can land cleanly and stay effective.
QOP Dermatology uses a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent in dermatology and medical aesthetics, 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 dermatology and medical aesthetics. 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.
QOP Dermatology keeps 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
