1.2k+ Happy Hires
We recruit with the realities of regulated care delivery in mind, where staffing models, coverage, quality expectations, and reimbursement pressure shape what “good” actually looks like. Whether you operate in ambulatory settings, hospitals, or post-acute care, we target people who have already performed in similar patient facing, compliance driven environments and can navigate the pace, documentation discipline, and cross functional coordination that come with modern care operations.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
"High touch” means staying close to how your organization actually runs day to day. We get clear on the unit or service line context, patient mix, scheduling and coverage patterns, documentation expectations, and the operational constraints tied to quality and reimbursement. We communicate those realities plainly, represent the role and brand accurately, and keep alignment tight throughout the funnel so you spend time only with candidates who fit the environment and are likely to stay, reducing rework and wasted interviews.
Over 14,000 candidates engaged on a monthly basis.
of experience in the healthcare industry
average time to hire, from intake call to top caniddate accepting an offer.
Before we begin sourcing, we make sure we fully understand what you need. We start by learning your business, the specifics of the position, and the traits you value most in a hire. With that clarity and a complete picture of the role, we can define exactly what your ideal candidate looks like and target the right people from the start.
Using the details you share, we run focused market research to understand where qualified candidates are, what they are doing now, and how available they are. We use those insights to sharpen targeting and build a recruitment approach that consistently turns the right talent into real applicants.
Once targeting is set, we immediately begin proactive outreach to build a strong candidate pool. From there, each applicant goes through structured screening and vetting so we can quickly confirm who truly meets your requirements and who does not. This approach allows us to surface qualified talent within days, not weeks.
We stay closely involved with qualified candidates throughout the interview process, handling coordination, preparation, and ongoing communication to keep momentum high. In the final stage, we support negotiations as needed and help ensure the candidate’s transition is smooth, aligned, and set up for long-term success.
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, 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. 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
