5 Things to Consider When Recruiting a Hospital CEO in 2025
Recruiting a hospital CEO in 2025 requires more than just posting a job description and hoping for the best candidate to apply. With increasing demands on healthcare executives, hospitals—especially in rural America—must rethink how they attract and secure top leadership. The key is time, compensation, transparency, candidate experience, and strategic incentives.
If your organization is planning a CEO or C-Suite search within the next 12 months, these five critical factors should shape your approach.
1. Time: Plan for a 6-Month Search Process
A successful CEO search takes time—often more than hospitals anticipate. The timeline will be influenced by the number of stakeholders involved, including the Board of Directors, leadership team, and outgoing executive.
If the current CEO is retiring or exiting, consider overlap time—no more than two weeks is recommended.
Most employed executives need 60-75 days to resign and relocate.
If the search involves multiple stakeholders, expect 120 days for the hiring process and an additional 75 days for resignation and relocation.
A six-month total timeframe from start to finish is recommended to ensure a smooth transition without rushed decisions.
2. Salary: Move Beyond Compensation Surveys
Salary surveys are often treated as the holy grail of compensation for rural hospital CEOs. However, as hospitals expand executive responsibilities, compensation ranges become increasingly unrealistic.
Many hospitals eventually exceed their initial salary range when the top candidates command higher compensation—leading to frustration and delays. Instead of relying solely on survey data, consider:
Would you relocate to your community for this salary?
How does your salary compare to larger urban hospitals competing for the same talent?
If salary is a limitation, get creative with:
Relocation expenses
Performance-based bonuses
Temporary housing assistance
The best candidates aren’t looking for the lowest bid. If you want top-tier leadership, be prepared to offer top-tier incentives.
3. You’re Selling a Job, Not a Car
Many hospitals—and well-intended HR departments—make the mistake of overselling the community or, worse, framing the job’s challenges through a narrow lens.
A CEO search firm should act as a neutral, transparent partner, providing candidates with a complete picture of the position, including:
Financial standing and challenges
Capital expansion plans
Governance structure and Board expectations
Organizational culture and leadership philosophy
Without full transparency, candidates disengage quickly. A well-informed candidate is more likely to commit to the role long-term.
4. Think Like a Candidate
The best executive search process keeps the candidate experience in mind at every step. Hospital CEOs making the move to a rural community know it will change every aspect of their life, including:
Spousal employment
Family considerations, such as childcare or elder care
Financial planning, including home buying and selling
Access to professional and social networks
Every conversation should be structured to provide clarity. Never leave a meeting without scheduling the next one, and be transparent about timelines, number of candidates, and next steps. The more seamless the process, the more confident candidates will feel about making a major life transition.
5. Roll Out the Red Carpet
If hospitals expect top-tier executives to consider a move to rural America, they need to provide a high-touch, well-structured experience.
Ensure candidates have a positive, organized visit when they come for interviews.
Include time for them to explore the community, visit schools, and meet key stakeholders.
Be proactive about relocation support, including introductions to realtors, financial advisors, and local business leaders.
A disorganized or impersonal hiring process can cause hesitation, even if the job itself is an excellent opportunity.
Final Thoughts
Recruiting a hospital CEO is one of the most critical decisions a healthcare organization will make. A rushed process, unrealistic salary expectations, or lack of transparency can result in losing strong candidates to competitors.
If your organization is recruiting for a new CEO or C-Suite within the next 12 months, we’d love to connect and learn how we can be of service.
