Five searches, five hires.

A home care provider needed a Director of Nursing with the licensure and supervisory experience to oversee skilled care, in a market where that profile is scarce.

I opened with a single outreach wave across the local nursing market. The response was strong enough that a standout candidate surfaced within the first week. I kept the search running while the client interviewed, so there was a bench if it fell through.

It didn't. The client hired the candidate from that first wave, with the offer accepted ten business days after kickoff.

A home care provider needed a Director of Operations to serve as the owner's second in command. The location limited the local candidate pool, and the role required someone ready to run the operation without a layer above them.

I searched for candidates open to relocating alongside the local market, targeting operations leaders in adjacent industries where people already manage scheduling, compliance, and field staff. Vetting connected each finalist's prior responsibilities to the scope of this seat, with attention to the work they had personally owned and the independence they had operated with.

The owner hired from my search.

A clinical-stage consumer health company needed a Clinical Study Coordinator II whose experience could carry into an industry role.

I market mapped the local universities for people ready to move into industry, or who had made that move recently. For those considering the move, I assessed how their university experience transferred. For those who had already transitioned, I weighed that background alongside the industry experience they had begun to build.

The search went from kickoff to offer in 15 business days and resulted in a hire.

An architecture firm needed an Architectural Project Manager with experience across design and construction on luxury single-family homes. The title is common. People who have carried that kind of project from concept through closeout are not.

I started by building a comprehensive list of competitors and similar firms, then used it to find and approach candidates. Vetting focused on the kinds of homes they had worked on and the responsibilities they had personally carried across design and construction.

The firm hired from my search.

A consumer health business needed a Controller with a CPA, a Master of Science in Accounting, and ecommerce experience. Each requirement alone is common. Together they describe a small market.

I built the search around all three requirements and used targeted research and outreach to reach people with the relevant background. Screening confirmed the credentials first, then the relevance of each candidate's ecommerce accounting experience.

The business hired from my search.