1.2k+ Happy Hires
QOP Medical Distribution’s recruitment approach is built for healthcare distributors where margin is tight and execution is measured in fill rate, cut-off times, temperature excursions, and clean documentation. We target people who’ve already succeeded in regulated wholesale environments, primary and specialty pharma, med-surg, lab, and home-care distribution, navigating DSCSA traceability, contract/chargeback complexity, shortage allocation, and returns/reverse distribution without disrupting service. Candidates are vetted against the realities of high-velocity warehouses, data-driven compliance, and customer SLA pressure.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
In healthcare distribution, QOP Medical Distribution’s “high-touch” approach means staying anchored to the realities that drive performance: warehouse cutoffs and fill-rate pressure, cold-chain exceptions, regulated returns/recalls, DSCSA traceability handoffs, and contract/chargeback complexity across primary and specialty pharma and med-surg supply. We keep communication plain and frequent, represent the role and operating constraints exactly as they are, and screen for people who thrive in similar SLA-and-compliance environments. The goal is cleaner alignment, fewer false starts, and less interview churn.
Over 14,000 candidates engaged on a monthly basis.
of experience in the healthcare distribution sector
average time to hire, from intake call to top candidate accepting an offer.
Before we, QOP Medical Distribution, can find you the right candidate, it’s essential to start with a clear foundation for the search. We take time to understand your distribution environment—network footprint, product mix, service windows, systems, and the constraints the role must operate within. With that context, we can define a precise profile that reflects what success actually looks like in the seat.
Using what you’ve shared, we map the market around comparable operators in healthcare distribution and build a grounded view of where the right talent sits and how reachable they are. This helps shape a focused targeting plan and a clear positioning of the opportunity, so the outreach is aimed at the people most likely to engage.
Once targeting is identified, we move directly into outbound outreach to professionals already performing in similar settings rather than relying on generic applicants. Interested candidates are screened and vetted against your standards and the realities of the role, so only genuinely aligned profiles move forward. With this approach, qualified candidates can surface in a matter of days.
Working closely with each qualified candidate, our team guides them through interviews with clear communication, tight coordination, and accurate representation of the role and operating environment. As decisions near completion, we support alignment on details that affect long-term fit and ensure the transition starts cleanly, reducing mismatches and interview waste.
We use a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent in healthcare distribution, 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 healthcare distribution. 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.
We keep 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
