Full-cycle hiring program
A written process from job posting to day one. Postings that describe the real job, interviews that check skills and fit with the team, and credentialing that doesn’t leave candidates waiting.
What I do
Two services, one goal: providers who stay.
Training and hiring problems are usually the same problem. I design both so new providers in health care clinics and behavioral health agencies are hired well, trained well, and supported long enough to stay.
Pick a lane to filter the cards.
Retention review
I look at who left, when, and why. Then I show which stage of hiring, onboarding, or supervision is costing you providers.
90-day check-in system
Scheduled check-ins at 30, 60, and 90 days, a simple guide for supervisors, and a way to act on what you hear before someone resigns.
Methods and terms
- Full-cycle recruiting
- Applicant tracking system (ATS)
- Structured and competency-based interviewing
- Credentialing and onboarding
- Time-to-fill and time-to-productivity
- 90-day retention
- Stay and exit interviews
- Workforce planning
- Candidate experience
Skills gap analysis and training
I find the skills new providers are missing for their role, such as documentation that supports medical necessity. Then I build practice-based training with feedback.
Onboarding program
A written first-90-days plan with a phased caseload, skills practice, and early note review, so new providers reach productivity without burning out.
Supervisor development
Practice for the people who coach new providers: specific feedback on notes, early performance conversations, and protecting supervision time.
Methods and terms
- Instructional design
- Training needs analysis
- Skills gap analysis
- ADDIE
- Learning objectives
- Scenario-based learning
- Microlearning
- Job aids
- LMS-ready content
- Competency models and skills matrices
- Supervisor development
- Blended and virtual instructor-led training
- WCAG accessibility
- Canva
What makes my approach different
I apply two clinical frameworks to organizations: ACT, for organizational agility, resilience, and adaptive capacity, and IPT, for team structure, role clarity, and stakeholder alignment.
Frameworks I use: Kirkpatrick, Knowles’ adult learning principles, ADKAR, and Bridges.
Not sure where your providers are slipping?
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