From sales reps and chief commercial officers to medical technologists, revenue cycle leaders, MSLs, and automation specialists — we recruit across every function inside a clinical laboratory.
Placing talent in reference labs, hospital labs, and specialty testing organizations for 24+ years — from early-stage startups to Fortune 100 companies.
CLIA laboratories are operationally complex in ways most recruiting firms don't understand. You're managing regulatory compliance, technical workflows, payer relationships, revenue cycle dynamics, and commercial growth — often simultaneously. The candidates who move the needle in each of those areas are different people with different backgrounds, and finding them requires a recruiter who knows the difference.
We've been recruiting exclusively in this space for over two decades. Our network reaches commercial leaders, lab operations executives, revenue cycle specialists, medical affairs professionals, IT and automation experts, and the technical staff who run the labs themselves. Whatever position you're trying to fill, it's likely one we've placed before.
Every functional area inside a clinical laboratory.
VP of Sales · Chief Commercial Officer · Regional Sales Directors · Territory Sales Representatives · Clinical Sales Specialists · Account Executives · National Accounts · Sales Operations · VP of Marketing · Product Marketing · Market Access · Business Development
Our highest-volume category. We've built sales teams from the first hire through national buildout — for pre-revenue labs and Fortune 100 organizations alike.
VP of Laboratory Operations · Chief Operating Officer · Laboratory Director · Laboratory Supervisor · Medical Technologist (MT/MLS) · Clinical Laboratory Scientist · Histotechnologist · Cytotechnologist · Phlebotomy Supervisor · Quality Control · Specimen Processing
We understand credentialing requirements and technical experience levels. These searches require more than a job board post.
VP of Revenue Cycle · VP of Managed Care · Chief Financial Officer · Director of Billing · Coding Specialists · Denial Management · Managed Care Contracting · Payer Relations · Collections Leadership · Prior Authorization
Revenue cycle in a reference lab is its own world — payer mix complexity, LDT billing, managed care contract negotiation. Most recruiting firms don't go here with depth. We do.
Medical Science Liaison (MSL) · Medical Affairs Director · VP of Medical Affairs · Pathologist (AP/CP/sub-specialty) · Medical Director · Assay Development Scientist · R&D Leadership · Clinical Validation · Scientific Affairs · QA Leadership
We place both the MDs who anchor clinical credibility and the MSLs who carry the scientific story to key accounts. High-stakes searches we've run many times.
Chief Executive Officer · President · Chief Operating Officer · Chief Financial Officer · Chief Commercial Officer · Chief Medical Officer · VP-Level Across All Functions · General Management
We've worked with PE-backed labs, hospital-owned systems, and independent reference labs — each requiring a different leadership profile and candidate background.
Chief Information Officer · Laboratory IT Director · LIS Administrator · Laboratory Information Systems · Bioinformatics · Software Engineers · Process Automation Engineers · Middleware Specialists · Digital Pathology · Robotic Process Automation
Labs automating manual processes need candidates who bridge lab and IT — a rare profile that generalist tech recruiters don't know how to find.
We work with CLIA labs at every stage of growth.
The three reasons most CLIA lab clients call us first.
New geography, new testing menu, post-contract-win staffing. When labs need to move fast, they call us first. Speed matters in these moments and we know how to deliver without cutting corners.
First commercial hire through national buildout. We've done this enough times to know what works at each stage of lab growth — and what kind of candidate profile succeeds in each environment.
MTs in tight markets. Revenue cycle VPs with specific payer experience. MSLs with oncology clinical backgrounds. The searches that sit open for months elsewhere are routine for us.
Three of our largest and most meaningful CLIA lab partnerships.
When Caris Life Sciences was scaling their oncology diagnostics sales organization, they needed a recruiting partner who could move at the pace of their growth. We placed 88 people during their commercial expansion — commercial leaders, territory sales representatives, clinical specialists, and supporting roles — helping build one of the most aggressive oncology diagnostics sales organizations in the industry.
We worked with Progenity from their early growth stage through their full commercial expansion — placing 77 people over nine years across commercial, operations, and scientific functions. This wasn't a single search or even a single engagement. It was a sustained partnership built on consistent delivery. We were there at the beginning and stayed through the end.
A sales representative we placed at one of the country's largest Fortune 100 reference laboratories 23 years ago is still there — now a Vice President. We also continue to place candidates at this organization today. The relationship never ended because the quality never slipped. The people we place don't just fill a seat. They build careers — and they remember where they came from.
Connexis recruits across diagnostics, life sciences, and medical device — these practices often intersect.
Diagnostics
Anatomic, clinical, and sub-specialty pathologists for hospital systems and commercial laboratories.
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Commercial and scientific talent for companies developing molecular diagnostic instruments and assays.
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Field service, commercial, and QA talent for in vitro diagnostic platform manufacturers.
Explore →Common questions about our recruiting practice in this space.
Most CLIA lab searches identify a qualified shortlist within 4–6 weeks. Commercial roles — territory sales, regional directors — typically close within 8–10 weeks. Specialized roles like lab directors, revenue cycle VPs, and managed care leaders often take 10–14 weeks given the narrow candidate pool.
Yes. Commercial is our highest-volume category, but we place across every function — lab operations, revenue cycle and managed care, medical affairs, MSLs, IT and automation, executive leadership, and technical staff including medical technologists, histotechs, and cytotechs.
Yes. Revenue cycle in a reference lab requires very specific expertise — payer mix complexity, LDT billing, managed care contracting. Most recruiting firms don't go here with real depth. We do, and we've placed leaders across billing, managed care contracting, and payer relations specifically in the lab context.
Yes. We've helped pre-revenue labs make their first commercial hire and placed senior leaders at Fortune 100 reference laboratories. The search approach differs significantly between the two, and we're experienced at both ends of the spectrum.
Yes. Some of our largest engagements have involved placing dozens of people for a single client over an engagement period. We've built commercial teams for labs in rapid growth phases multiple times — including an 88-person engagement with a single oncology diagnostics company.
We've placed candidates into nearly every role that exists inside a clinical laboratory.
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