Tell us where hiring is breaking. Get a candid audit back in under a minute.
Six short questions. A three-paragraph audit of your specific pain, written the way a senior executive search partner would write it. No drip campaign, no webinar, no meeting required. If it is useful, we talk. If it is not, delete the email.
Built by a senior executive search partner with deep placement experience across home health, hospice, skilled nursing, and senior living, and additional bench in wealth management, professional services, and club and resort operations.
Real shape. Real length. The audit below is what the engine produced for an operator describing a pipeline that looks healthy at the top but quiet in the middle. Yours will be specific to what you describe, not this example.
You described a pipeline that is not actually broken at the top. Applications arrive. What is breaking is the middle. Candidates who look strong on paper go quiet between the first screen and the in-person, and by the time you notice, three weeks are gone and the role is still open. That is almost always a symptom of two things happening at once. Your screeners are running the same generic twenty-minute call with every applicant, which means strong candidates are evaluating you and deciding you are slow, and marginal candidates are getting through because nothing is filtering them out. The second symptom is that your offer timing is measured in days instead of hours.
Three moves for the next thirty days. First, cut your first-round screen to ten minutes and make it a specific, role-calibrated conversation, not a personality check. Build the screen around the two or three things only an elite candidate in this role would know, and let the others self-select out. Second, stop sending the no-decision email on day seven. Send a decision, positive or negative, inside 48 hours of the screen. Candidates whose interest you lose because you took too long are worth more than the small percentage of marginal candidates your slowness filters out. Third, have your hiring manager do one ride-along on a screen this week. They will hear the difference between the answers they want and the answers your screeners are accepting. That one hour reshapes the screen script for the next quarter.
If you fix these, your time-to-hire on the roles you care about compresses from weeks to days and you stop losing the candidates you were actually going to hire to competitors who moved faster. Your job as the operator is to make the pipeline feel fast and decisive. Everything else follows.
Who this is for
Operators running a skilled-nursing facility, home-health agency, hospice, multi-state RIA, professional services firm, hospitality group, or golf and country club. If you are running a real operation and your hiring has gotten harder, the audit will be useful. If you are pre-revenue or a staffing agency, it probably will not. We will say so if you do not fit.
What the audit actually says
Three things. First, the likely root causes of the pain you described, called out specifically. Second, three concrete moves you can make in the next thirty days to stop the bleeding, including at least one you can do without hiring anyone new. Third, a single sentence on what your hiring operation looks like on the other side of fixing these issues. The audit is the gift. The sales conversation is a separate step you opt into, or do not.