The Leading Assisted Living Recruiters
Jeff Harris and Associates has years of experience in partnering with Memory Care Providers who focus on the unique needs of providing care, quality of life, and dignity for residents at all stages of memory and cognitive impairment both in stand-alone Memory Care Communities, as well as those that are part of the continuum. We have successfully recruited top executives and managers across the United States in all areas of specializations, including:
- Single and Multi-Site
- Corporate Management
- Finance and Accounting
- Sales and Marketing
- Dining and Hospitality
- Clinical Management
- Quality Assurance
- Human Resources
Assisted living, senior living, and memory care communities are constantly undergoing significant transformations. Care standards are rising as competition grows and traditional solutions can no longer fulfill increased demand. Though leadership talent in these sectors can be challenging to come by, assisted living communities must overcome these hurdles. Our personalized approach and industry knowledge help us attract top-tier talent and recognize the needs and unique candidate profiles required to meet critical objectives.
Retained search is the most appropriate form of engagement when a client wants the recruiting firm to conduct a full search, screen applicants, and narrow the field down to three or four qualified candidates. Each applicant is vetted and evaluated on multiple fronts by the recruiting firm, including numerous interviews, screening assessments, full background checks, and references.
Priority searches are recommended when clients desire their recruiter to invest dedicated time and resources to conduct a thorough, strategic candidate search. Clients have the option of utilizing online candidate screening tools, including DISC temperament Profiles, Wonderlic intelligence assessments, and online pre-recorded interview technology for finalist candidates.
Contingency search is an option recommended when the employer will assume responsibility for a majority of the screening and vetting process, and when an employer anticipates interviewing candidates from multiple sources and/or when the hiring needs are less urgent. In such searches, it is expected that the recruiter will assess candidates from our database and conduct a cursory evaluation of local candidates.