To find an interim nursing home administrator, start by identifying your facility’s immediate needs, then use a combination of specialized recruitment firms, job boards, and professional networks. You should also complete the following steps:

Post on online job boards

• Upload a detailed job description to LinkedIn, Glassdoor, Indeed, or industry job boards to attract qualified interim candidates interested in fast-start roles.

Leverage professional networks

• Connect with administrators through LinkedIn, state long-term care associations, the ACHCA, and your organization’s internal referrals.
• Board members, regional operators, and peer facilities may know vetted candidates who can start quickly.

Follow a structured hiring process

• Assess short-term operational needs, compliance priorities, and timeline.
• Screen candidates for regulatory knowledge, leadership experience, and past interim success.
• Conduct phone, video, and in-person interviews to evaluate adaptability and communication skills.
• Once selected, provide a brief but focused onboarding to ensure a rapid transition.

A Nursing Home Administrator (NHA) holds a lot of responsibility at a senior living community and long-term care facility. They need to manage staff, oversee operations, and adhere to any state and federal regulations. If one leaves unexpectedly, your facility can’t function without someone immediately stepping in. Instead of hiring the first candidate who applies, though, it’s best to take your time — which can be challenging to do when you need to keep operations running. This is when an interim nursing home administrator can step in. 

What Is an Interim Nursing Home Administrator?

Just like a permanent NHA, an interim NHA has the same responsibilities. The difference lies in how they approach them. Interim NHAs step into high-pressure situations, stabilize operations quickly, and prevent any disruptions in resident care or regulatory compliance. Their ability to adapt immediately makes them an invaluable resource when your facility is between long-term leaders.

What Makes an Interim NHA Different?

While the role of an interim NHA looks similar to a permanent role, there are a few key differences. First of all, interim hires focus on immediate, high-priority needs, such as stabilizing staffing, addressing compliance risks, and preparing for audits. Many don’t include long-term strategic plans in their time on staff. 

They’re also able to start working immediately without a lengthy onboarding process — ideally within one to three days after adapting to your systems, staff, and policies. Because of their training and experience, they’re used to the high-pressure of quick adaptions, and will be familiar with it. 

Lastly, interim NHAs know from day one that they’re here to fill leadership gaps. As such, every action they take in the role is to set up the permanent NHA for success, whether that includes smoothing out internal processes or identifying compliance issues.—rather than long-term strategic planning.

When to Hire an Interim Nursing Home Administrator

Many senior living communities may not realize they need an interim Nursing Home Administrator until the last minute. This is usually during:

• Unexpected administrator vacancies: When an administrator resigns suddenly or leaves, an interim NHA can step in immediately to keep your facility running.
• Extended leave of absence: Medical leave, family leave, or other long-term absences can leave a facility without essential oversight. An interim NHA provides continuity to support staff and residents.
• Survey readiness or compliance issues: If your facility is preparing for a state survey—or responding to deficiencies—an interim NHA can help address gaps and implement corrective actions.
• Organizational transitions: Changes such as ownership transfers, management restructuring, or new strategic goals often require experienced oversight. Interim administrators help guide teams through these shifts without losing momentum.
• Recruitment delays: Even with a strong hiring process, finding a qualified permanent NHA can take months. An interim administrator fills that gap, giving your team time to make a careful, strategic hiring decision.
• Special projects or crises: Major initiatives—such as implementing new policies, improving quality measures, or responding to emergencies—may require additional leadership support. Interim NHAs bring focused expertise to manage these high-priority needs.

No matter what situation your senior living community is in, an interim Nursing Home Administrator can provide much-needed stability when you need it the most.

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The Process of Finding an Interim Nursing Home Administrator

If you need to hire an interim NHA, it can be challenging to know what to look for when skimming through candidates’ resumes. You and your hiring team can make the process smoother by following these steps:

Step 1: Assess Your Facility’s Needs

Before you make any step in hiring an interim NHA, you must first outline what your senior living community needs. This may include:

• Short-term priorities such as compliance issues, staffing shortages, or census stabilization
• Long-term goals that the interim may help transition to the permanent NHA
• Budget, expected timeline, and scope of responsibility
  

This clarity helps streamline recruitment and point out the right leader quickly.

Step 2: Contact MedBest

Without a specialized recruitment firm like MedBest, finding an interim candidate can be a very long and costly process, especially if you have limited resources at your disposal. MedBest specializes in placing interim leaders in long-term care and senior living, making them a strong first point of contact. Their extensive network of experienced interim NHAs and recruitment techniques allows them to deliver vetted candidates in a short span of time, even in urgent situations.

They can also help with: 

• Pre-screening and interviewing candidates.
• Ensuring licensure and regulatory compliance.
• Coordinating onboarding and transition activities.
  

With the help of a recruitment firm, you can focus less on hiring an interim leader and spend more time on vetting permanent candidates. 

Step 3: Create a Clear Job Description

A well-written job description can mean the difference between a large pool of qualified candidates and only a few applications from subpar candidates. Not only can it help attract candidates interested in the role, but it also establishes expectations from the start of the interim NHA’s responsibilities, objectives, your facility’s background, and how long you’ll need them for. 

This kind of communication sets up the interim relationship for success at the very beginning, creating a streamlined process. Once you create a job description, you can post it on an online job board, such as LinkedIn or Glassdoor, or a specialized recruitment board.

Step 4: Screen and Evaluate Candidates

Because the interim hire will need to adapt rapidly, you’ll want to focus on looking for candidates with proven experience in other interim roles and legal qualifications. 

Assess candidates based on:

• Experience managing long-term care or senior living facilities.
• Track record with stabilizing operations or improving compliance.
• Certifications, state licensing, and regulatory knowledge.
• Ability to adapt quickly to new environments and staff teams.

If your facility operates in multiple states, prioritize candidates with multi-state licensure to accelerate placement and onboarding. 

If you work with MedBest, we’ll pre-screen candidates based on these qualifications, saving you time in the recruitment process.

Step 5: Interview Candidates

Interviews are the ultimate litmus test to evaluate whether a candidate’s soft skills will match your facility’s culture and the expectations of the role. If they aren’t able to navigate through an interview, they won’t be able to navigate through the high-pressure situations that your facility will throw their way. 

To ultimately test their competency during the interview, you should send personality assessments and compliance surveys before the interview. From here, you can structure the interview around questions that ask about the candidate’s skills in leadership and communication, and how they’ve navigated crises in the past. 

In an ideal world, your interview should include a mix of phone, video, and in-person interviews to help narrow down the candidates. This process also helps you evaluate how candidates operate in different situations and environments. Throughout the process, you and your hiring team should complete evaluation forms to compare, so everyone can stay on the same page when assessing candidates. 

Step 6: Transition Your Interim NHA

Once you select your interim NHA, most can start work within a few days. While an interim hire should be able to start work immediately, they’ll still need a little bit of a transition so that they can make better decisions on behalf of the facility and your staff. 

This transition should: 

• Provide clear expectations and priority areas for the first weeks.
• Assign a point of contact or mentor for questions.
• Inquire about early feedback.

If you begin recruiting a permanent NHA during this time, involve the interim administrator in their transition as well. They’ll be able to help guide them through your facility’s documentation systems, talk them through any challenges they experienced, and offer recommendations so the handoff is seamless.

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Key Qualifications to Look for in an Interim NHA

When you’re going through the hiring process, it’s best to screen candidates with a specific lens. Since interim candidates will need to stabilize your operations quickly, you’ll need to look for skills that will aid them in maintaining compliance, supporting staff, and protecting resident care — all under a quick timeline. These skills include:

• Operational and regulatory expertise: Interim NHAs must have deep knowledge of state and federal long-term care regulations. Their ability to assess risk and take corrective actions quickly is essential when your facility is preparing for audits.
• Leadership and team management experience: If an interim NHA has experience in other leadership roles, they should be able to support and motivate staff during administrative turnover. Look for candidates who have managed interdisciplinary teams, resolved staffing challenges, and maintained consistent communication in high-pressure environments.
• Strong financial and operational acumen: Interim NHAs often take responsibility for budgets, reimbursement oversight, census strategy, and operational efficiency. If they have experience in any of these tasks, they’ll be able to maintain your facility’s financial health during transitional periods.
• Soft skills and interpersonal strengths: Effective communication, empathy, and conflict-resolution skills are all essential in the daily tasks of an interim NHA. They use them when interacting and building trust quickly with staff, residents, and families. 

These qualifications ensure your interim NHA can step into the role immediately, make informed decisions, and keep your facility compliant and stable while you search for permanent leadership.

The Benefits of Using MedBest When Recruiting an Interim NHA

When you’re hiring an interim Nursing Home Administrator, you need only the best. With an experienced recruitment firm like MedBest, you can expect the following benefits: 

• Fast, efficient placement: MedBest’s network allows them to deliver qualified interim NHA candidates within one to two business days, even for urgent placements. This rapid turnaround prevents staffing gaps from slowing operations or jeopardizing resident care.
• Avoid compliance and operational disruptions: Because interim NHAs must address regulatory issues immediately, MedBest pre-screens candidates for survey readiness, state licensure, and compliance expertise. Their thorough vetting process helps ensure you onboard a leader who can stabilize operations from day one.
• Fresh perspective and process improvements: Many facilities operate inefficiently for years without realizing it. Since MedBest prioritizes interim candidates with experience across multiple facilities, you can cut these inefficiencies while learning more about industry best practices. 
• Long-term cost savings: Hiring an interim Nursing Home Administrator can take a while on your own, which ultimately means lost funds. With MedBest’s help, however, you can save administrative time, leading to a more balanced budget in the long run. 
• High success rates and client satisfaction: MedBest has a long history of successful placements. Since most of MedBest’s own leadership team has experience in senior living leadership roles, they know what to look for, leading to higher satisfaction rates. 

Hiring an interim Nursing Home Administrator can be one of the wisest decisions you can make on behalf of your senior living facility. With the proper process—and the right partner—you can bring in a leader who not only steps in seamlessly, but also strengthens operations while you search for a permanent administrator. If you’re looking to hire a Nursing Home Administrator, contact MedBest today to get started.

FAQs About Hiring an Interim Nursing Home Administrator

How Quickly Can I Hire an Interim Nursing Home Administrator?

The timeline varies depending on your facility’s needs and the availability of qualified candidates, but most organizations can secure interim options within one to two business days when working with an experienced executive search firm like MedBest. Because Interim NHAs have experience in rapid deployment, many begin their assignments within just a few days of initial contact. This quick turnaround helps facilities avoid compliance issues and operational disruption.How Long Does an Interim Nursing Home Administrator Typically Stay?

Most interim placements last between 60 and 90 days, though some assignments extend longer depending on the facility’s situation. For example, if your organization is going through a lengthy restructuring or facing complex compliance challenges, the placement may continue until you’ve restored stability. The timeline is flexible and tailored to the needs of the facility, ensuring seamless operations during leadership transitions.

How Much Does It Cost To Hire an Interim Nursing Home Administrator?

The cost of hiring an Interim NHA depends on factors such as the candidate’s experience, the facility type and its size, geography, and any additional expenses such as travel or housing. While the upfront investment may seem significant, it often prevents far more costly issues such as compliance violations, staff turnover, and operational inefficiencies. Recruitment firms like MedBest can provide a clear, itemized overview of costs based on your facility’s unique needs.

Can an Interim Nursing Home Administrator Become a Permanent Hire?

Yes. Many facilities opt to hire their Interim NHA permanently after observing how well the candidate fits the organization. Over 25% of MedBest’s interim placements convert to permanent positions. This “try before you buy” approach allows administrators to demonstrate their capabilities, leadership style, and compatibility with your team before making a full-time offer. It also saves time in the long run by reducing the need for additional recruitment if the interim leader is the right match.

What Are the Risks of Operating Without an NHA During a Leadership Gap?

Without an NHA in place, a facility may face immediate operational risks, including compliance violations, increased survey deficiencies, reduced quality of care, and staff morale issues. Leadership gaps can disrupt daily operations, slow decision-making, and create confusion among employees and residents. These challenges can escalate quickly and may result in reputational damage or financial penalties, making interim leadership essential.

Do Interim Nursing Home Administrators Require Onboarding?

While Interim NHAs are experienced leaders who adapt quickly, they still require an introduction to your facility’s systems, policies, and current priorities. Providing a streamlined onboarding process—such as sharing key contacts, high-priority objectives, and recent compliance history—helps them become effective sooner. Even a brief orientation can accelerate their integration and boost their ability to stabilize the facility.

How Can I Evaluate Whether an Interim NHA Is the Right Fit?

The best way to evaluate fit is through structured interviews, detailed reference checks, and a careful review of the candidate’s experience in similar settings. It’s also important to look at soft skills such as communication, leadership style, adaptability, and the ability to work under pressure. Observing how they connect with your team during early interactions can also provide valuable insight into how well they will support your facility.

What Are the Benefits of Using MedBest for Interim NHA Recruitment?

MedBest offers access to a deep network of vetted interim leaders who have a proven track record in senior living and long-term care. By partnering with MedBest, you benefit from fast placement options, expert screening, and professional guidance throughout the hiring and onboarding process. MedBest also offers the advantage of evaluating candidates in a real-world setting before making a permanent offer, giving facilities greater confidence in their hiring decisions.

Are Interim NHAs Only Needed in Emergency Situations?

Although many facilities hire interim leaders during sudden departures or emergencies, they are equally valuable for planned transitions. Facilities rely on interim administrators during mergers, expansions, leadership restructuring, extended leave, or when launching new initiatives. Their experience in fast-paced and evolving environments makes them valuable even when you’ve anticipated the transition.

What Should I Look For in an Interim Nursing Home Administrator?

An effective Interim NHA should have strong regulatory knowledge, a history of successful leadership in senior care settings, and the ability to stabilize operations quickly. Look for candidates with excellent communication skills, adaptability, and emotional intelligence. Their experience in managing compliance, staffing, audits, and resident care will play a significant role in maintaining stability while you search for a permanent leader.