Nineteen years in healthcare. Clinical floor to operations leadership. Three clinics opened from empty buildings. I know what is happening in your practice on a Tuesday afternoon because I have lived it, not studied it.
What physicians spend on documentation and administrative work every week. The burden becomes visible at the workflow level good operations remove that friction instead of pushing more of it onto the clinician.
What a full-time practice operations manager costs per year, before benefits and overhead.
What replacing a single clinical team member costs in recruiting, coverage, and the months before a new hire is productive.
A structured review of your team and operations, delivered as a written report with clear findings and a 30, 60, and 90-day plan. Begin here if you want to know what’s actually breaking before committing to anything ongoing.
Applied in full to your first month if you continue into The Practice Partner.
Ongoing virtual operations partnership for practices with no manager, or without a strong one. Capped at eight team members so every practice receives real attention.
Practices with 9+ staff are scoped and quoted after the audit.
From day one, your team has a place to bring questions, concerns, and problems without pulling you into every issue. Anything urgent goes through a shared message channel, with a response within one business day. Everything else is handled at a set time, so you can stay focused on running your practice instead of being pulled into every issue throughout the day.
I find, screen, and hire your staff for you medical assistants, front desk, allied health, and support. You only meet the strongest candidates and make the final choice. Then I build out how new hires are onboarded and trained, so they learn the job right from the start.
I look at how the work actually flows day to day, write it down in simple steps your team can follow, build you an employee handbook so your rules live in one place, and train your team to actually use it.
I meet one-on-one with every team member, every two weeks, through the first 60 days. After that, check-ins don't stop they change hands. I grow a leader for you to run the day-to-day and own those check-ins going forward.
When someone isn't meeting the standard, I coach them first and document everything along the way. If it comes to letting someone go, I run that conversation myself but I need you present in person to hand over the final paperwork and walk the person out. The decision is always yours.
I build what makes people want to stay recognition, team-building activities, and off-site get-togethers a few times a year. I plan and coordinate all of it, you approve any spend, and the team helps carry it out.
I track your trainings, licenses, and certifications so nothing lapses, and build and manage your time-off process, coverage plan, and attendance policy behind the scenes.
You know exactly what's broken, and your highest-priority problem is under control. I run the Team Health Audit, deliver the written diagnostic and the 90-day plan, and go straight at the most urgent issue usually hiring or onboarding. Weekly calls.
Your core people and operations systems exist and are running workflows documented, handbook built, hiring and onboarding rebuilt, the accountability structure live, and coaching underway with your lead. Weekly calls.
Your team is trained on the systems and processes in place, and your lead owns the day-to-day. Check-ins move to a written format, creating a clear record of what needs attention and what requires escalation. The systems continue to work without a constant middle layer. Weekly calls transition to biweekly as your team becomes more confident and self-sufficient.
What’s been built stays strong and keeps getting better. Support moves to a biweekly rhythm, with continued coaching for your lead, ongoing attention to your people systems, and regular improvements to what’s already working.
The honest look at your practice, before anything gets built. Before I change anything, I find out what’s actually going on from the people living it every day.
Built for practices with up to 8 people on the team. Practices with 9 or more staff are scoped and quoted after the audit.
The honest, written diagnostic and 90-day plan before anything gets built.
Hiring, training, retention and day-to-day operations support delivered remotely, on a set schedule.
I run the operations side of your practice virtually hiring, onboarding, training, performance management, scheduling, workflows, documentation and retention. Your team runs the floor. I make sure everything around them works.
No. A virtual assistant takes tasks. I build systems and develop your team. Nineteen years inside healthcare practices, most of it in leadership, means I am not learning your world at your expense.
I do not own your billing or revenue cycle. I will train your staff on insurance verification and prior authorization processes, because those are workflow problems and workflow is what I fix.
No. Patient facing work stays with your team. My work is behind the scenes with your people and your systems.
The retainer is capped at eight team members, ensuring each practice receives genuine attention rather than becoming just a name on a contract. I do work with larger teams, but that falls under a different service package, one we would scope out together during a consultation.
A full time operations manager costs more than $60,000 per year plus benefits and overhead. A retainer is a fraction of that with no full time commitment.
With a Team Health Audit. You receive a written report and a 30, 60, and 90 day plan. From there you decide whether an ongoing partnership makes sense.
All services are delivered virtually. Andrea works with practices nationally. If needed in person available to travel.
Tell me a little about what you’re working on. I read every message myself.
I typically respond within 1–2 business days.
