Health Services Director, Assisted Living & Memory Care
Hire a licensed leader who can direct assisted living and memory care services while answering family, staff, and survey questions clearly.
No upfront fee. You pay only if you hire.
Need someone now? Call 954-738-4689.
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What does this hire really come down to?
A Health Services Director oversees resident service delivery across assisted living and memory care. On a shift, that can mean reviewing changes in condition, checking service-plan documentation, coaching medication staff, responding to an incident, and speaking with a family about what the team will do next. We screen for people who can make those decisions without treating both settings as the same job.
Memory care adds different leadership questions. The director may need to review behavior-related incidents, guide staff communication, assess whether a service plan still reflects resident needs, and explain limits of the community’s services to families. We ask candidates for specific examples of what they reviewed, whom they involved, and what documentation followed.
Clinical experience alone does not show readiness for this seat. A hospital supervisor may know nursing operations but have limited exposure to state assisted living rules, unlicensed assistive personnel, resident service plans, or private-pay family expectations. We examine the work they personally owned, rather than relying on a broad management title.
What do we ask candidates about?
- Current active state license. We verify the license with the state board and ask candidates to explain any disclosed discipline, investigation, lapse, or practice restriction. Your team completes its own credentialing review.
- Memory care leadership. We ask what team members the candidate supervised, how they reviewed incidents or resident changes, and how they adjusted staff instruction after a recurring concern.
- Service-plan work. Candidates describe how they gathered updates, documented changes, involved the appropriate internal parties, and prepared records for a state survey or family review.
- Medication oversight. We ask how they monitored medication-related documentation and trained or corrected unlicensed staff within the scope assigned by your community and state rules.
- Incident analysis. Candidates walk us through a de-identified incident report: what facts they checked, what pattern they looked for, and what follow-up they assigned.
- Family communication. We test how a candidate would explain a clinical concern, staffing question, or change in resident support without making promises the team cannot keep.
We discuss experience and qualifications. Your team assesses clinical ability and completes the credential checks before hiring.
Where do we look, and why would they move?
Our source pool includes directors and clinical managers from assisted living, memory care, residential senior living, and long-term care settings. Some consider a move when they want more input into staffing, service planning, or family communication.
We also speak with supervisors moving from long-term care into senior living leadership. They may seek broader responsibility, but we test whether they understand the difference between facility-based nursing oversight and community-based resident services.
Which mistakes stall the search?
Hiring a strong clinician without asking how they apply your state’s assisted living documentation rules during a survey review.
Treating memory care as an added wing instead of testing the candidate’s incident review, staff coaching, and family communication in that setting.
Accepting a management title as proof that the candidate trained and supervised unlicensed assistive personnel directly.
How does your search work?
Tell us who you need
We ask about the job, your team, the requirements and what you can offer.
We find and contact people
We research suitable backgrounds and speak with candidates about their experience and interest.
You meet the strongest candidates
We explain why we recommend each person and arrange introductions for your interviews.
We help you complete the hire
We help with feedback, the offer, notice and practical questions before the start.
Tell us the job, setting and location. We will discuss your requirements and the terms before a search begins.
What happens next
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
The role and the setting
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What do employers ask us?
Must this director hold a current state license?
Yes: we screen for a current active state license and verify it with the state board. Your organization determines the license type and any additional credentials needed for the role under your state rules.
How do you separate assisted living experience from memory care experience?
We ask candidates what they directly managed in each setting. That includes staff supervision, incident review, service-plan updates, resident changes, and family discussions.
Can a long-term care supervisor move into this position?
Possibly, if their work translates to your community. We look for evidence that they can lead unlicensed personnel, work within assisted living rules, and handle resident and family expectations outside a skilled nursing model.
How do you assess a director’s response when wandering, repeated falls, missed charting, medication-record discrepancies, or behavior logs raise questions about supervision, shift assignments, handoff notes, care conferences, family updates, corrective coaching, delegation, root causes, oversight, interventions, and survey readiness in a memory care neighborhood?
A counteroffer can surface late when a current employer responds to a resignation. We ask early about the candidate’s reasons for exploring, decision factors, notice expectations, and whether more pay alone would change their choice.
When do we pay a fee?
No upfront fee. You pay only if you hire a candidate we present, and the written agreement sets the fee and replacement terms for a standard search.
What should you send us about this role?
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.
Send your recent state survey results and current staffing model. We will focus the search on the leadership work your assisted living and memory care teams need covered.
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
- The initial conversation clarifies the work, location and search terms.
- Ivan or a senior team member will reach out soon.
- When we recommend someone, you get reasons for fit and open questions to assess. We support interviews and offer discussions.
- 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.
Which other positions in this family should you consider?
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