Quality assurance managers ensure every process, product, and team upholds your organization’s standards for safety, consistency, and compliance. Yet, finding leaders who can balance technical expertise, process management, and regulatory knowledge is a challenge many employers face.
Hunter has over 20 years of experience helping companies hire quality assurance leaders who build and manage systems that run like clockwork and protect your bottom line.
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Finding the right QA leader can be time and resource-intensive. Many organizations struggle with turnover, audit risks, and compliance gaps when these roles aren’t filled effectively. But sourcing talent for these hard-to-fill roles doesn’t have to fall all on your team’s shoulders.
Our quality assurance manager recruiting firm connects you with leaders who have the key skills that drive product reliability, such as documentation, communication, and problem-solving. If you’re hiring for an FDA-regulated facility, an ISO-certified organization, or a manufacturing environment, Hunter can deliver proven QA professionals quickly.
Hunter specializes in quality assurance manager staffing across technology, engineering, healthcare, and life sciences industries. Rooted in connection, we fill both direct hire and contract roles across all levels, including:
Get in touch. We’ll tailor a recruiting plan that aligns with your quality and compliance goals.
We source candidates from a vetted network of professionals with expertise in FDA, ISO, and GMP compliance.
From initial screening to onboarding, Hunter manages every step to ensure a smooth and successful placement.
Access to high-quality candidates – Includes 70% passive professionals you will not find on job boards.
Faster time-to-hire – Average 41 days from request to placement.
Better retention – 96% of placements stay 3+ years.
Flexible solutions – Permanent, contract, and project-based staffing.
Risk free – Guaranteed contingent search. Pay only when we deliver.
One of the nation’s largest hospital systems partnered with Hunter to strengthen its IT infrastructure and fill critical technical roles across the organization. With a workforce exceeding 90,000 employees, the hospital system needed a staffing partner who could deliver specialized talent quickly, efficiently, and within budget. Hunter delivered:
Days average time-to-fill
submit-to-interview ratio
key technology management and engineering roles to lead, scale, and secure the organization’s digital infrastructure.
Hunter is the bridge between top employers and top QA talent. Partner with us for direct hire, temporary, or project-based staffing to strengthen your quality systems.
Fill full-time QA management positions with experienced leaders who deliver lasting operational value.
Add QA professionals for contract work, short-term projects, or peak compliance periods.
Find senior QA and compliance executives who drive continuous improvement.
Ensure QA and compliance projects stay within scope and schedule with structured SOW solutions.
Simplify onboarding, payroll, and benefits administration for contract QA professionals.
of tech candidates
go through Hunter’s two-step quality screening process for technical skills
Average time to fill
from the time a job is posted until a candidate is placed into the role.
of technology placements
made by Hunter remains with their employer for 3+ years.
Schedule a consultation to start your search with Hunter Recruiting
A quality assurance manager should be ready to assess your current quality systems, identify high-risk gaps, and stabilize processes immediately. On day one, they should review existing quality documentation, active CAPAs, audit findings, and performance metrics to understand where the biggest risks lie. From there, they’ll prioritize critical issues, establish clear communication channels with production and engineering, and set up short-term action plans to ensure compliance, consistency, and operational stability. Within the first month, a strong QA manager should have defined key metrics, introduced regular review meetings, and begun leading small process improvements that build trust and momentum.
Start by defining the outcomes you want the role to achieve. For example, reducing defects, improving audit performance, or tightening supplier quality. Focus on candidates who can balance technical expertise with leadership and communication skills, as QA managers must influence teams beyond their own department. Use structured interviews that include real scenarios from your environment, such as how they’d respond to an audit finding or customer complaint. The right hire will demonstrate both problem-solving ability and a clear, methodical approach to quality improvement.
Many QA mishires occur when expectations aren’t aligned. Be transparent about challenges, workload, and compliance demands during interviews. Once hired, ensure new QA leaders have clear goals, defined metrics, and support from both leadership and their teams. A strong onboarding plan that includes early wins, cross-department introductions, and access to the right tools goes a long way toward long-term retention. Regular feedback and recognition for measurable improvements also help quality professionals stay engaged.
Quality assurance talent is in high demand across regulated industries, and many qualified professionals are already employed in stable roles. Job descriptions that combine too many responsibilities—like QA, QC, and regulatory affairs—can also limit your candidate pool. To improve results, refine your requirements to focus on must-have skills, streamline your interview process, and ensure compensation aligns with current market standards. Partnering with recruiters who specialize in quality assurance management can also help identify hard-to-reach candidates who fit both technically and culturally.
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