Senior Living (Assisted Living, Memory Care, CCRC) Recruiters
Healthcare Headhunters recruits healthcare professionals for employers. No upfront fee. You pay only if you hire.
This is what we do all day: recruit healthcare professionals.
State-licensed and mostly private pay; the Executive Director is part operator, part sales leader, and occupancy is the scorecard.
Contingency search. No fee unless you hire.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
No upfront fee· Pay only if you hire· Healthcare recruiting only· We reach people who aren't on job boards· Written replacement terms on standard searches
Roles we fill here
Post-Acute, Senior Living & Home-Based Care Leadership
Executive Leadership: C-Suite & VP
Home Health, Hospice & Long-Term Care Nursing
LPN/LVN, Nursing Assistants & Patient Care Techs
Specialty sub-settings
What does the hire need to do?
Send us the role, where the person will work and what needs to change with this hire. We will ask about the work, not just the title. Share any license or schedule limits that could rule someone out before we begin the search.
What happens next
- We review your role, responsibilities and location.
- Ivan or a senior team member will reach out soon.
- You meet a focused shortlist when qualified candidates fit the agreed search.
- Fees.
- No upfront fee. Pay only if you hire, under the signed agreement.
- Exclusivity.
- Set out in the signed client agreement.
- Confidentiality.
- We agree the brief before outreach. This is not a promise of absolute anonymity.
- No hire.
- No hire means no fee on standard searches.
What does a senior living leader handle during a normal day?
The day often starts with occupancy, staffing, resident concerns, and family messages. The leader may walk the building, review move-ins, check department heads, and sit in on sales follow-up. They also decide which issues stay in the community and which go to ownership or a regional leader. That mix changes with the setting and the reporting line.
We ask who owns each decision before we search. A clinical call may belong to nursing. A sales push may belong to the Executive Director. Budget calls may sit with ownership. That split changes the profile we target, because the wrong scope creates confusion after hire.
Why is this seat harder to fill than the title suggests?
This job mixes operations, family communication, sales pressure, and team oversight. The leader may answer a complaint, review staffing changes, and speak with an owner on the same shift. Assisted living, memory care, and CCRC work all ask for different habits and different comfort with visibility.
A title match does not tell us enough. We ask what the person handled personally, what they handed off, and what they corrected after problems surfaced. We want proof of steady work in a setting like yours, not a broad healthcare résumé.
How do we sort fit across assisted living, memory care, and CCRC?
Each setting has a different daily rhythm. Assisted living may lean more on tours and family trust. Memory care needs calm routines and careful communication. A CCRC may add more internal handoffs, more reporting, and more moving parts across levels of service. The workday looks similar on paper, but not in practice.
We ask about the resident mix, the reporting line, and the leader’s most recent scope. That keeps us from sending people whose background looks close but does not match the work. We look for experience that fits your building and your decision structure, not just a familiar title or a polished resume.
What should we know about sales, occupancy, and financial oversight?
In senior living, occupancy is the scorecard. The leader may join tours, review lead flow, speak with referral sources, and track move-ins with the sales team. They also watch labor spend, community expenses, and budget trends with the owner or controller. Some days lean toward selling. Other days lean toward recovery and cleanup.
We ask who owns sales activity and who owns the final numbers. Some communities want an operator who supports tours and follow-up. Others want a leader who directly drives the census story. We build the search around that reality, not around a generic management title.
What matters when the hire works with families and staff?
Families want plain answers and quick follow-up. Staff want visible leadership, fair scheduling, and decisions that stay stable. The better leaders can handle both without promising more than the community can deliver. They keep the floor moving while staying available to people who need answers.
We ask how the candidate handles complaints, move-ins, staffing strain, and hard conversations. We also ask how they coach department heads and keep communication clear. That tells us whether they can keep the community steady when the day gets crowded and emotional.
How do we run the search for this kind of role?
We begin with the work, not the title. You tell us the setting, the reporting line, the credentials you need, and what must change after the hire. Then we speak with people already doing similar work and screen for matching scope, pace, and authority. That gives us a tighter search and clearer interviews.
You get a clear brief, direct outreach, live qualification, and a short list with context on each person. We arrange locum tenens, travel and contract coverage on request. Credentialing, licensing and malpractice coverage are confirmed per engagement before anyone starts.
What else should you ask about this search?
Do you recruit only Executive Directors for senior living?
No, we also work on health services leadership, sales and marketing leadership, and regional operations seats. Some communities need one operator with broad reach. Others need a narrower leader who owns a specific part of the day. We look at the actual work before we start outreach.
How do you screen for memory care experience?
We ask about the resident group, the daily routine, and the leader’s direct role with families and staff. Then we ask how they handled consistency, communication, and follow-through when the day changed. We want examples from a memory care setting, not just general senior care language.
What if our census is soft or our staff has turned over?
Tell us early. We need to know whether the next hire must stabilize the team, support move-ins, or rebuild trust with families. That changes the profile we search for and the people we contact first. It also changes the questions we ask in live conversation.
Can you keep a senior living search quiet?
Yes, confidential searches are common when a current leader is still in place or the owner does not want attention. We keep outreach limited and speak carefully with employed candidates. We offer a candidate replacement guarantee on standard search agreements.
Which related pages help you prepare?
- How to hire a Post-Acute, Senior Living & Home-Based Care Leadership team
- Post-Acute, Senior Living & Home-Based Care Leadership: positions we recruit
- Health Services Director, Assisted Living & Memory Care Recruiters
- Post-Acute, Senior Living & Home-Based Care Leadership Recruiters
- Certified Nursing Assistant, Skilled Nursing & Assisted Living Recruiters
- Assisted Living Wellness Nurse Recruiters
- Our Healthcare Headhunting Process
- Healthcare Recruiter Fees: No Upfront Fee
- Salary Guide Methodology (BLS BLS OEWS May 2025)
What do you get at each step of the search?
Our process for every search: calibrate the seat with you, map the market, research the real people, reach out to each one personally, qualify them in live conversation, then hand you a short list with a written brief on each person and support through the offer.
Search Calibration
You get an agreed brief: the work, reporting line, credentials, schedule, and offer you can make.
Market Mapping
You get a search aimed at relevant backgrounds, including people working now who have not applied.
Professional Contact Intelligence
We check appropriate ways to reach the people identified for your search. You do not have to chase them yourself.
Persistent Personalized Outreach
We explain your actual job and follow up with people who may consider a conversation.
Live Candidate Qualification
You see people we have spoken with about the work, interest, and practical fit, not an unread resume pile.
Candidate Intelligence and Process Support
You get a written brief and support through interviews and offer discussions. You make the hiring decision.
What are the fee and payment terms?
No upfront fee. You pay only if you hire. The signed agreement sets the fee and when it is due, along with the placement terms. We agree those terms before the search starts and before any candidate introductions. Temporary or contract coverage is a separate arrangement.
How long will it take to see a short list?
That depends on the job, schedule, available people, and what your employer can offer. We discuss those constraints before outreach and update you as candidates respond. We do not promise a fixed shortlist date. We check the job brief before arranging interviews. Tell us which parts of the role you can change.
What if a candidate receives a counteroffer?
We ask why the person wants to move and discuss competing decisions before an offer. A counteroffer can still change their choice. Keep the duties and offer clear rather than assuming more money settles every concern. Tell us early if parts of your offer cannot change, so the candidate hears it from us first.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement. Ask us to walk through those terms before you sign, so you know how a replacement would work for your opening and who would start it.
What do we not do in a standard permanent search?
We do not bill standard contingency search by the hour or simply repost your job. Temporary coverage is a separate arrangement. Any retainer or different engagement must be agreed, not assumed. Tell us early if you need coverage while the permanent search runs.