HEALTHCARE · RECRUITING AND EXECUTIVE SEARCH · SINCE 1999
The unit feels a wrong leadership hire first. Your turnover report tells you 18 months later.
An open CNO or unit-leader seat sits empty - your best nurses absorb it, and that’s how you lose them too. We close clinical and administrative leadership seats on evidence, not urgency - and 85% of our placements are still performing at 24 months.
Not ready to talk? Run the free Diagnostic instead - 34 questions, about fifteen minutes, and you leave with a scored read on where your hiring discipline holds and where your next mis-hire will come from. No call, no obligation.
You’re here for one of three reasons.
- 01
A unit is wobbling
The leadership seat above it is empty - or filled wrong - and the team is absorbing it.
- 02
A metric moved
Turnover, patient experience, a survey finding with an 18-month-old root cause.
- 03
A resignation is coming
You can feel it - and the bench behind that name is a guess.
Pick your problem. Each one has a fixed-scope answer below.
You were promised speed.
Speed filled the seat and emptied the unit.
The decision is what failed - and nobody screened for it.
We’ve run this map before.
A national home-care organization needed visibility into its clinical leadership pipeline - not one req, the whole bench, across three regions. We mapped who was ready now, who was ready in three years, and where a single resignation would become a crisis - before a single search opened.
That is what evidence-first looks like: decisions made on the market’s answer, not the org chart’s hope.
Ready now
Ready 1-3 yrs
Emerging
Every leader in the map lands in one of three categories - plus where a single resignation becomes a crisis.
Ready now
Ready 1-3 yrs
Emerging
Every leader in the map lands in one of three categories - plus where a single resignation becomes a crisis.
Day 90 is the real finish line.
Most clinical hires quietly decide whether to stay in the first ninety days - while everyone who made the hire has moved on. Every Qualigence healthcare search carries an integration plan measured at 30, 60, and 90 days, defined per unit on day one.
That is why 85% of our placements are still performing at 24 months.
One wobbling unit is enough to bring. Thirty minutes - and the number in writing.
Book a Strategy Call →Evidence before the search - here too.
The same intelligence that runs our life sciences practice runs here: a market snapshot before you open the search, full talent market intelligence when the hire is critical, executive intelligence when the question is your bench. And you can judge a sample report before you spend a dollar.
Download the sample report - no form, no gate.
What the first call actually is.
Thirty minutes with Aledria. Bring the role, the unit, or the org chart. You leave with our read on where the search will get stuck and what it will take - and the number in writing. No deck, no discovery-call theater.
Book that call →What you’re thinking right now.
We have an internal TA team.
Keep them - they’re drowning, not failing. The screens install on your process, and the intelligence feeds it. Your team closes. The guessing stops.
The big healthcare firms know our market.
Ask them for their 24-month retention number. Ours is 85%, published on this page. Access was never your problem.
How fast can you actually move?
A market snapshot lands in 1-2 weeks, fixed. Search timing goes in writing on the first call - per unit, not per promise.
We can’t start a search right now.
Then buy the map, not the search. Bench visibility costs a fraction of a mis-hire - and it’s ready before the resignation letter is.
YOUR PRACTICE LEADER
Aledria Howard
PRACTICE LEADER · HEALTHCARE
Aledria Howard leads the healthcare practice after executive and director searches at Olympus and four years recruiting alongside Pfizer’s business leaders. Searches here run against unit-level definitions of winning - where the 90-day integration decides whether quality holds.
Book a Strategy Call with Aledria
Bring the role, the unit, or the succession risk. The number goes in writing on the first call.
Every week the seat stays wrong, the unit quietly resets its own standard - and the turnover bill lands months later, filed under somebody else’s line item.
Units that hold past day 90.
A bench the board can read.
Patient experience that stops depending on heroics.
Stop paying twice for the same hire.
The Diagnostic is free and self-scored - 34 questions, about fifteen minutes. You leave with a score across six dimensions and a read on where your next mis-hire will come from. No call required.