Jordan Search Consultants is a St. Louis-based healthcare, executive, and higher education search firm serving clients nationwide. Our executive search specialists and healthcare recruitment experts have almost a century of combined experience in the industry. We partner with client organizations throughout the U.S. to fill the following positions:

  • Physicians
  • Organizational Leadership
  • Healthcare Executives
  • Physician Leaders
  • Nursing Leadership
  • Higher Education Faculty and University Leadership
  • Advanced Practitioners

Jordan Search Consultants provides the best recruitment services to both clients and candidates by building dynamic and effective teams in a variety of settings. We achieve this through:

  • Integrity, professionalism, and persistence
  • A streamlined, strategic approach to recruitment
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Job Search Consulting Help

About You

Is your organization seeking access to top talent?
Does your organization want to enhance retention rates?
Is maximizing recruitment effectiveness a priority?
Do you seek candidates who fit your organization’s unique corporate culture?

Is your organization a:

  • Integrated Health System/Hospital?
  • Medical Group?
  • Academic Institution?
  • IPA, ACO, HMO, Health Plan?
  • Nonprofit (Hospice, FQHC, Community Health Center)?

If you answered yes to any of these questions, you’re in the right place. When you partner with Jordan Search Consultants, our expert consultants become a part of your recruitment team. And, our ability to customize recruitment solutions to fit your evolving staffing needs provides you with a distinct competitive advantage.


A Few Recent Placement Successes

Healthcare Providers

University of Colorado
Internal Medicine Physician
Denver, CO

Rainbow Hospice
Lead Palliative Medicine Physician
Mount Prospect, IL

Marin General Hospital
Physician Assistant – Surgical
San Francisco Bay Area, CA

SIU School of Medicine
Family Medicine Physician
Springfield, IL


Rainbow Hospice
Associate Medical Director
Mount Prospect, IL

SIU School of Medicine
Chair Department of Psychiatry
Director of Neuro-oncology
Chief of Orthopedics
Springfield, IL

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Are your recruitment strategies working to drive revenue?

If not, we can help. Fill out the form to connect with us and receive a free recruitment assessment for your organization.

Or call us at 866-750-7231.

Recent Posts

Quality Hospice Physicians Are in High Demand

At Jordan Search Consultants, we’ve seen a major increase in hospice physician searches in recent years. This trend comes as no surprise considering only one in 10 people who need hospice and palliative care receives it, according to the World Health Organization and Worldwide Palliative Care Alliance. Studies also find between 8,000 and 10,000 physician specialists are needed to meet the hospice demands nationwide, but only about 4,500 are specializing in the field.

Despite the fact that the number of hospital-based programs nearly tripled between 2000 and 2010, and most large hospitals now have palliative care teams, according to the Center to Advance Palliative Care, Americans living in certain geographic regions (for example, where small hospitals are the norm) have limited access to this comfort-centered approach to serious illness.

The shortage will become even more serious as baby boomers reach end of life. By 2029, the number of Americans 65 or older will ascend to more than 71 million, up from about 41 million in 2011 (a 73 percent increase). More so than generations prior, baby boomers are living longer but are in worse health, resulting in a compounding need for hospice care. 

Addressing the Shortage

In addition to the aging population, the shortage also likely stems from a limited interest in the field due to the nature of the work. “I do think it’s a calling to do this kind of work; you have to have a lot of compassion, communication skills, and excellent skills to keep [patients] comfortable,” said Dr. Jennifer Davis, medical director for Hospice of Davidson County in North Carolina.

Finding a solution to this dire need will require raising awareness and developing palliative-care skills among professionals, and medical and nursing students, according to Harvard Magazine. Recommended strategies include:

  • Training leaders through programs like Harvard Medical School’s Center for Palliative Care, co-founded by Block and J. Andrew Billings about 15 years ago to expand palliative-care education nationally and internationally.
  • Ensuring that everyclinician who sees seriously ill patients learns basic palliative-care skills, such as effective doctor-patient communication and pain management, while referring the more complex cases to specialists.
  • Reminding physicians that palliative care aims to ease symptoms and suffering throughout a serious illness, not just at life’s end, and complements the care patients are already receiving. It’s not about dashing hopes.

While there is certainly reason for concern, it is important to remember that hospice and palliative care are still relatively new medical specialties; the fields weren’t officially recognized by the American Board of Medical Specialties until 2006. If your organization is in need of palliative care specialists, remain hopeful. Jordan Search Consultants’ customized recruitment solutions, extensive physician database, and passive and active search strategies ensure access to top candidates across the nation. Contact us to start your search.


Interview Advice from an Executive Search Consultant

After over a decade of conducting executive searches for healthcare and higher education institutions across the nation, when it comes to interviews, we’ve seen it all. We’ve sat on the employer’s side of the table throughout every stage of the hiring process, from question development to candidate evaluation, and we have acquired a keen understanding of what makes—or breaks—an interview. On the other side, we have also coached hundreds of candidates and learned the most common questions or concerns they have going into the interview. To answer them, we asked our Executive Search Consultant, Adam Rockey, for help.

Q. What is the best way to answer the “tell me about yourself” question?
A.  It’s so easy to fall into the “I” trap when answering this question, but most candidates don’t realize this is a great opportunity to show humility and put the focus on “we” instead. Rather than simply listing the things you have accomplished or skills you have learned, talk about the key people that helped you along the way. When you acknowledge that your team and mentors were a critical component to your successes, it shows the interviewer that you are a team player and that you will be more likely to be a mentor to future generations. This is especially important in today’s workplace environments that put so much emphasis on culture and collaboration. Hiring organizations are seeking leaders who know how to build trusting relationships, demonstrate empathy, and are willing to humble themselves for the sake of their team.

Q. How much should you reveal about your flaws or weaknesses in an interview?
A. When an interviewer asks you what your greatest weakness is, the worst thing you can do is to not have an answer. Knowing your own limitations is a big part of being able to learn and grow as a leader. If you can’t identify an area that could be improved upon, it tells the interviewer that you aren’t self-aware or may be lacking in emotional intelligence. While there is no one right way to answer this question, here are three angles to consider:

  1. Reference an attribute that isn’t necessarily essential in the position for which you are interviewing.
  2. Focus on an area that you are already actively working on improving and let the interviewer know how you are doing so.
  3. Mention one of your strengths and discuss how it could be construed as a weakness if not in the right context.

Q. What is the one common trait every interviewer is looking for?
A. No matter what line of work you are in, humility is key. Your resume is there to showcase your skillsets and accomplishments, so use your interview time to shed light on your personality and compassion. For example, when asking candidates about transitions they made throughout their careers, we often ask how the decision to leave their team made them feel and how their team felt about it. The answer tells us a lot about their leadership style.

Q. What is your favorite unexpected question to ask?
A. I love to ask candidates about the last book they read. Their answer not only gives you a sense of their personal interests, but can oftentimes show how serious they are about self-improvement. If you’re interviewing for a leadership position and the interviewer asks this question, your best bet is to site a leadership development book. Employers really favor candidates that have a student mentality no matter how far they are into their career.

Q. What is the one thing to keep in mind during any interview?
A. Interviewers are rarely trying to trick the interviewee. When we develop the questions, our goal is to give you as many opportunities to sell yourself as possible. Don’t be nervous; just be honest. A good interviewer will ask thoughtful questions that lead you down a path that gives them the information they need.

Independent Academic Medical Centers: Q&A with Kimberly Pierce-Boggs

Throughout the country, independent academic medical centers (IAMCs) are providing patients with quality care and students with superior medical education and research opportunities. Though these institutions maintain major medical school affiliations, they operate independently of medical school governance and consequently face challenges and opportunities unique to those of traditional academic medical centers.

To gain some insight into these differences and opportunities, we spoke with Kimberly Pierce-Boggs, the Executive Director of The Alliance of Independent Academic Medical Centers (AIAMC).

We seem to be hearing more about IAMCs than ever before. Why?

While IAMCs certainly aren’t a new concept—they have been around since the beginning of medical education—they may be getting more attention due to their role in helping to address the ongoing shortage of physicians. New medical schools are popping up all over the nation in response to the need for more physicians, but it’s virtually impossible to finance a new hospital with each new training program. Instead, residency programs are partnering with established healthcare institutions that are amenable to adding teaching programs. It is practical and efficient.

Are there any drawbacks to this model?

Though an affiliation between medical schools and existing hospitals is a cost-effective and practical solution for launching training programs, there’s still reason for concern for many members of AIAMC. Because the number of training programs has increased so quickly, many of the existing hospitals can no longer accept any more residents. After all, additional residents mean independent academic medical centers must hire additional physicians who are committed to spending part of their working hours training young physicians. These physicians must be compensated for the time they are not seeing patients. Without additional funding to sustain this infrastructure, we can’t be certain that every new medical school will be able to secure a residency program within an independent academic medical center.

Are there advantages to being an IAMC in the current healthcare climate?

IAMCs are in high demand right now. Residency programs are continuously courting our members because processes at IAMCs tend to be more nimble and efficient when it comes to meeting accreditation requirements. For example, the Accreditation Council for Graduate Medical Education (ACGME) has recently implemented the Clinical Learning Environment Review (CLER) program to provide institutions with periodic feedback on patient safety, health care quality, care transitions, supervision, fatigue management and mitigation, and professionalism. Each institution must undergo a CLER visit every 24 to 36 months to maintain accreditation which requires a high level of participation from the healthcare system’s CEO. Because the Designated Institutional Officer (DIO) of IAMCs report to the institution’s CEO, the CEOs are already engrained in their training programs’ operations and have the necessary information readily available, making most CLER visits engaging and successful. At Universities, on the other hand—where CEOs may be inherently far removed from their medical schools because DIOs report to their Deans instead—attaining GME: C-Suite engagement may be more challenging.

What challenges, if any, do IAMCs face when recruiting physicians?

At IAMCs, patient care is priority, and education and research—while still important—are secondary. At many University-affiliated healthcare systems, education and research are paramount. Physicians who prioritize teaching and research will look for a university-healthcare system. Physicians who are devoted to patient care and are passionate about training future generations of physicians find the perfect fit in an independent academic medical center. Finding physicians with a passion for both can prove challenging. The right candidates are usually personable with high patient satisfaction scores and an interest in the future of healthcare.

What benefits do IAMCs see with recruiting and retention?

IAMCs are very much in tune with local patient populations and healthcare disparities; it becomes part of how physicians at IAMCs teach residents. Often, residents feel so connected to the patient populations, that they decide to stay and serve the community in which they trained. With residency programs, we have a ready pipeline of candidates; our connection to the communities we serve are a recruitment benefit. This approach also helps to retain IAMC physicians committed to quality care.

What is your perspective on the future of IAMCs?

IAMCs will continue to grow and prosper, especially as we continue to find ways to address the physician shortage. We are the efficacious alternative for new medical schools and residency programs. With heightened emphasis on patient care, population health, and cost effectiveness, independent medical centers offer unique solutions to the healthcare challenges of today—and tomorrow.

Meet Our Team

  • Kathy Jordan
    Kathy Jordan
    Founder and CEO
  • Regina Levison
    Regina Levison
    Vice President of Client Development
  • Kristin Koppen
    Kristin Koppen
    Vice President of Executive Search
  • Sheila Bixler
    Sheila Bixler
    Vice President of Client Services
Jordan Search Consultants provides superior professionalism and diplomacy in tackling difficult executive and physician searches. Knowing that you have experts working on your behalf in such a dynamic industry is very reassuring.
Les Jebson, Administrator, Southern Illinois University, School of Medicine, Springfield, IL
We are able to attract good people who in turn do good work that gets recognized. Jordan Search Consultants has been essential to this, and I believe we have a relationship that is built on more than business. JSC knows who we are and, because of that, we trust their judgement.
Kevin Dorsey, MD, Dean and Provost (2001-2015), Southern Illinois University, School of Medicine, Springfield, IL
Our mission is to build quality teams that have an impact on the communities they serve for our client organizations. We do this by providing professional, responsive and collaborative service to ensure the best possible recruitment outcomes.
Kathy Jordan, President, Jordan Search Consultants
After talking with several leading recruitment firms about growing our medical group by 50%, Jordan Search Consultants was the only one to truly listen, understand our unique needs, and develop an effective solution. Together, we were able to not only recruit 24 providers within 6 months, but also to significantly reduce our recruiting costs. Their ability to adjust staffing, specialty focus, and monthly pricing allowed us the flexibility we needed to meet our ever-changing needs. Having a reliable recruiting partner has allowed our health system to reach strategic goals far ahead of schedule.
William Kohut, Former Provider Recruitment Director, Southwest Washington Medical Center, Vancouver, WA
After trying unsuccessfully with three other recruiting firms for several years to fill a specific practice position, Jordan Search Consultants was recommended to us. From the outset, it was clear that we had found a recruiter who could perform. Almost immediately we had not one, but two highly-qualified, viable candidates. JSC’s ability to represent us professionally and clearly define our opportunity to prospective candidates was a critical factor in the successful recruitment. I recommend Jordan Search Consultants to any organization looking for a reliable recruitment partner to assist them in maintaining a competitive edge.
Bradley Houser, Administrator, St. Luke’s Cataract and Laser Institute, Tarpon Springs, FL
I’ve worked with Regina Levison and Jordan Search Consultants first in a hospital setting and then in my current IPA position. We needed physician recruitment assistance that would be affordable for our group practices and they developed a cost-effective candidate sourcing solution that serves our member groups well. The candidates they find are very qualified and motivated to consider the opportunities our groups have to offer. Jordan Search Consultants really embraces a pay-it-forward attitude. They win when you win. I can’t recommend them highly enough.
Scott Kronlund, MD Chief Medical Officer, Northwest Physicians Network IPA, Tacoma, WA
Our experience with Jordan Search Consultants has been very positive with A+ results. We have very specific, specialized positions and we needed to partner with a firm that not only understood the healthcare and pharmaceutical industry but also our unique business model. JSC has surpassed our expectations and met the challenge to identify quality candidates that matched our specified criteria. Meeting our strategic goals is critical and they operated with a sense of urgency and persistence while at the same time consulting with us regarding industry trends and expectations. If you are looking for an executive search firm to assist with your critical searches and represent you in a professional manner, I highly recommend Jordan Search Consultants.
Vice President, Human Resources, Leading National Healthcare/Pharmaceutical Organization
The candidate sourcing concept was new to our group and generated great candidates. The search consultant from Jordan Search who managed our project was readily available and we received monthly updates on the status of the search. Candidate sourcing has been very helpful since none of our physicians or staff have the time to do this the way it should be done.
Irene Heinemeier, FACMPE, Chief Operating Officer, Urology Nevada, Reno, NV
Ms. Levison was qualified by the court as an expert physician and executive recruiter without objection. She established an instant rapport with the jury. Her testimony was convincing and virtually unchallenged.
Eugene Lee, Law Offices of Eugene Lee, Los Angeles, CA
Matt Jordan was honest and easy to work with; I would definitely consider a candidate from Jordan Search Consultants’ Career Placement Solutions in the future.
Tom Leeds, Director, Medical Staff Recruiting, Mercy, Toledo, Ohio

Events & Speaking

August 14-15, 2017
Chicago, IL
2017 VAHHS Annual Meeting
September 20-22, 2017
Jay Peak Resort, VT
Medical Group Management Association 2017 Annual Conference
October 8-11, 2017
Anaheim, CA
2017 AAMC National Conference
November 3-7, 2017
Boston, MA

White Papers


How to Define Your Organization’s Culture to Attract and Retain Top Talent
Recruiting and Retaining Multigenerational Healthcare Professionals
The Physician Leader: What Physicians and Organizations Need to Know in the Era of Population Health



Kathy Jordan
Founder and CEO

Kathy Jordan is the founder and president of Jordan Search Consultants, a search firm providing innovative healthcare, executive, and higher education recruitment solutions to clients throughout the nation. With almost three decades of professional recruiting experience, Kathy has a thorough understanding of the changing dynamics in the healthcare and higher education industries and has gained a national reputation for her unique recruitment and retention initiatives. Her ability to quickly assess an organization’s corporate culture and the professional and personal goals of each candidate produces bottom-line benefits for clients. By partnering with hospitals, medical groups, academic institutions, and healthcare organizations to develop recruitment models designed to meet their goals, Kathy has effectively helped clients reduce time-to-hire, increase retention rates, and reduce recruitment costs.

Kathy received her Bachelor’s degree in Business and Marketing from Lindenwood University in St. Louis, MO. She has completed multiple hours towards a graduate degree in professional counseling and is an active member of the Medical Group Management Association, American College of Medical Practice Executives, the National Association of Physician Recruiters, and the Women’s Business Enterprise National Council. As a member of the National Association of Physician Recruiters, Kathy has served on the Ethics Committee, further demonstrating her passion for maintaining the integrity of the staffing industry. When she is not absorbed in solving client recruitment challenges, as a life-long St. Louis resident, Kathy loves enjoying the amenities of the city. She also enjoys traveling, gardening, spending time with family and friends, volunteering, and mentoring young women in personal and business growth and development.



Regina Levison
Vice President of Client Development

Regina Levison was the founder and president of Levison Search Associates, a California-based physician and healthcare executive search firm, for more than three decades; her firm merged with Jordan Search Consultants in 2014. Regina harnesses her in-depth knowledge and experience to develop recruitment solutions that improve revenue, quality, and retention for healthcare organizations nationwide. Frequently interviewed by the media as an established thought leader in physician recruitment, Regina has been asked to speak about healthcare staffing nationally.

With expertise in forensic job search, job search assessment, compensation, benefits, and recruitment incentives, Regina is one of few recognized Expert Witnesses in the provider recruitment industry; she regularly provides her opinion in the areas of wrongful termination, spousal support, unfair business practices, slander, loss of privileges, and more.

Regina graduated from California State University in Sacramento, CA, with a Bachelor’s degree in Business Administration. Before founding Levison Search Associates, she held various leadership positions at search firms in San Francisco. In 1995, Regina co-founded the Society of Professionals in Healthcare, an organization that merged four healthcare professional associations dedicated to education and professional growth for executives and physicians committed to positioning their organizations for the future. She is an active member of the American Association of Integrated Healthcare Delivery, The IPA Association of America, the Medical Group Management Association, rural health associations, advanced practitioner and technologist associations, and professional groups for recruitment and staffing.

When she is not devising solutions to client recruitment challenges, Regina enjoys spending time with her husband, traveling, history, movies, and an exceptional glass of wine.



Kristin Koppen
Vice President of Executive Search

For almost four decades, Kristin Koppen has been at the forefront of the recruiting industry. After an almost two-decade career in Human Resources at two major Fortune 100 companies, Kristin founded her own recruiting firm, The Koppen Group, in 1993. In 2012, after 20 years as President of The Koppen Group, she joined forces with Jordan Search Consultants. As the Director of Executive Search at Jordan Search Consultants, Kristin combines her extensive background in working with corporate and higher education clients with the ability to implement broad-based and customized executive search and recruitment strategies to meet client needs.

Kristin received Bachelor’s degrees in both French and History from William Woods College in Fulton, MO, and is an active member of the Society for Human Resource Management (SHRM). She enjoys keeping abreast of the ever-changing higher education recruitment landscape and spending time with family and friends.



Sheila Bixler
Vice President of Client Services

As the Vice President of Client Services at Jordan Search Consultants, Sheila Bixler manages search assignments, analyzes recruitment needs, and develops strategies that reduce time-to-fill and enhance retention rates for clients. Sheila’s nearly two decades of healthcare industry experience has been the impetus for several new search service lines and innovative sourcing strategies to better serve clients. In fact, Sheila designs Jordan Search Consultants’ candidate sourcing services for the company’s physician, physical therapist, pharmacist, and advanced practitioner search offerings. Clients benefit from Sheila’s tenacity and her ability to uncover both active and passive candidates to effectively fill staffing needs. She is adept at customizing recruitment solutions to best meet client goals.

Sheila received a Bachelor’s degree in Recreational Therapy from the University of Missouri in Columbia, MO. When she is not directing search efforts, Sheila enjoys spending time with her husband and children, biking, swimming, and reading.