This document discusses an expert recruiting firm that specializes in healthcare recruiting. It provides an overview of the firm's founding, growth rate, experience, and specializations. It then discusses the healthcare industry trends of increasing spending in long term care, home care, and specialty drugs. The document outlines the challenges of finding and retaining talent and how the recruiting firm can help through retained, contingency, and consulting search options to source qualified candidates, reduce hiring costs and timelines, and increase retention.

1. Your unfair advantage in recruiting

2. About Us
 Founded in 2005
 30% year-over-year growth rate
 30+ years of combined recruiting experience
 Specialize in Home Infusion, Specialty, Long Term Care, Compounding
 Positions Include:
 CEO, COO, CFO, etc…
 SVP, VP – Sales, Operations, Pharmacy, Nursing
 Director, Manager, Administrator
 Compliance, Rev Cycle Management, Reimbursement
 Sales/Marketing
 Clinical/Therapy Personnel - RN, CNA, LPN, RT, PT, OT, COTA, etc…

3. Industry Overview
 Spending in the U.S. long term care industry, in 2008, was $224 billion
 Through 2013, the overall average growth was 4.3% to $277 billion
 Home Care – 7.2%
 Assisted Living – 5.6%
 Nursing Care – 1.6%
 A decade ago, home infusion was a $4 billion industry that had grown to $10
billion by the end of 2013
 In 2012, spending on specialty drugs was $87 billion with projected growth to
$400 billion by 2020
The line between specialty & home infusion pharmacy

4. How do you find your talent?
 The U.S. Department of Labor says “the average” cost of a bad hire is nearly
one-third of that worker’s first year potential earnings - a $15,000 loss for an
employee making $50,000 a year. Then, if you want to replace them, it will
cost you an average of $10,000.
A recent survey found that 1 in 4 positions takes an average of 115 days to fill and
that a majority of those were…
 Higher level (Manager or above)
 Most Critical to the Organization
 Have the Highest Cost of Vacancy
 Impact Customer/Patient Satisfaction the Most
Finding and Retaining Talent is the KEY to your company’s success

5. Your Search Partner
In the beginning…
To start the process, we will discuss
with you who & what you are looking
for in an ideal candidate, including…
 Background/Experience
 Personality/Cultural Fit
 Certifications/Licenses
 Commute/Location/Relocation
 Interview Process
 Timeline
And throughout…
 Candidate Sourcing/Screening
 Presentation of Candidates
 Candidate/Client scheduling,
preparation and follow up during
interview process
 Offer Negotiation
 Reference/Background/License
Check
 Candidate Resignation
 Retention Plan (after they start)

6. Search Options
Which one is right for you?
Permanent Placement
 Retained Search
 Exclusive Search
 Contingency Search
 Temp to Perm
RPO (recruitment process outsourcing)
This is similar to an a-la-carte menu of
services with a schedule of services and
associated costs
Consulting/Project
 Outsourced HR
 Team Building
 Subject Matter Expertise
 Workforce Planning
 Compensation Studies
 Competitive Landscape
Comparison
 Sales Force Planning & Talent
Acquisition

7. We will hit the mark!!!
Our job is to make your job easier by finding and delivering the very best candidates to you. By
using our services, we’ll shorten the length of time your positions are open, increase the level of
talent you see for those openings and ensure that you retain those individuals.
We do this by taking a consultative approach with our clients and work to build lasting
relationships through the successful placement and retention of quality candidates. Our goal is
to become a trusted partner and create a customized hiring strategy that works for you. Let us
tailor our services to fit your needs and bring you the top talent on the market!