Our search for clinical directors and senior physicians only ends when the contract is signed.
With our network of experts, we find solutions that benefit all sides—even in difficult cases.
From research to human resources consulting
Clinics and practices are finding it increasingly difficult to fill management positions with suitable candidates like senior physicians and clinical directors.
As I worked as a research biologist for many years, I know many candidates and am familiar with their way of working and what they expect from their workplace from working with them myself. The trusting relationship that results from this really accelerates the search process.
Our expertise, your benefit
Discreet, direct contact
My team and I address potential candidates directly on a personal level.
Huge network
Thanks to my years of working in research, I have been able to establish a huge network, giving me access to a great many individuals from the field of healthcare.
Decades of industry experience
My experts and I have been familiar with the industry and its conventions for years and are very aware of the demands that suitable candidates have on a change of position.
Searching for suitable management personnel entails several challenges:
There are hardly any or sometimes no candidates who would be suitable for the vacant position. Standard approaches, conventional job ads, and other human resources consultants have already cost money but haven’t achieved results.
Unattractive accompanying conditions put off high-caliber candidates.
These might include a remote location, an excessive workload, too few assistants, proposed salary and requirements not matching, not enough prestige, outdated technical equipment, bureaucratic hierarchies, and a lack of opportunities for advancement.
Candidates who are in principle receptive to an improvement in their position don’t want to move or accept a long commute. Partners and children are also not enthusiastic about the idea and seems like too much of a change to their lives.
Once a candidate has been identified who is prepared to accept changes to their working environment, it’s a matter of establishing whether the candidate is actually a perfect fit for the job. In addition, candidates who are willing to change jobs tend to already have an excellent position.
They will only consider a possible change if the surrounding circumstances are also highly attractive from their point of view. This means the other—and therefore pivotal—challenge is to “sell” the job to the candidate.