Senior ECMO, ECLS, Shock Program Development Consultant

Role Overview

• Lead the startup or restart of ECMO/ECLS programs at regional and community hospitals.
• Provide end to end consulting—from needs assessment and roadmap through go live, staff training, and sustainability coaching.
• Conduct readiness assessments, define clinical/operational models, staffing patterns, equipment and disposables, documentation standards, and sustainability plan aligned to ELSO guidelines.
• Author/adapt policies, order sets, escalation algorithms, and emergency procedures; embed QI and data reporting standards.
• Lead multidisciplinary education, simulation, mock codes, and annual competencies; implement train
• the
• trainer models.
• Orchestrate readiness checks, day of procedures, and immediate postlaunch troubleshooting; debrief and iterate.
• Establish KPI dashboard, QI cadence, and documentation to support ELSO benchmarking/registration.
• Serve as principal point of contact; provide executive level updates, risk logs, and program roadmaps; ensure high CSAT and renewals.
• Mentor junior staff, contribute to curriculum assets, and support business development with scope/LOE input.

Requirements

• 7–10+ yrs ECMO/ECLS; 2+ yrs ECMO Coordinator/Program Manager/Clinical Lead.
• Has built or rebuilt at least one ECMO/ECLS program with documented operational sustainability and improved outcomes.
• Adult VV and VA required; N/P ICU experience preferred.
• Proven simulation design, competency validation, and interprofessional training.
• Comfortable with budgeting, staffing models, productivity metrics, and vendor evaluations.
• Executive presence, stakeholder management, structured communication, and strong documentation discipline.

Benefits

• 100% employer-paid health, vision, and dental insurance for full-time employees.
• IH covers 70% of the health, vision, and dental insurance costs for full-time employees' dependents.
• Full-time employees are covered under the Integration Health term life, accidental death and dismemberment, and short and long-term disability plans.
• Employees may elect to participate in the employer's 401(k) retirement plan. IH matches contributions at 100% of the first 1% of the employee's deferrals and 50% of deferrals between 1% and 6% of the employee’s salary.