8 years. 2,500+ authorized cases. I know what predicts performance.
I built Criteria Talent on what I learned doing this work — thousands of family conversations, and the hard-won knowledge of what separates a high performer from someone who interviews well but struggles when it matters. Every candidate I present has completed a recorded scenario exercise so you can hear it for yourself.
Why Authorization Roles Need Specialized Recruiting
Authorization specialists aren't interchangeable. Generic hiring processes produce inconsistent teams—and the cost shows up in every family conversation.
The Problem
Persistent vacancies — family-approach roles sit open for months, stretching existing staff thin and increasing burnout risk.
Mis-hires from generic interviews — candidates who show warmth and empathy but can't handle a hostile NOK when it matters most. Traditional interviews test personality, not performance under pressure.
High performance variance — a few strong TAS carry authorization metrics while others struggle, creating an unstable team and inconsistent outcomes.
Manager rescue time — Directors of Family Services spending hours coaching underperformers instead of leading strategy.
The Criteria Talent Approach
Screening for what matters — emotional regulation under grief, trust-building in minutes, objection handling without coercion, language precision in high-stakes moments.
Passive candidate sourcing — reaching professionals in hospice, case management, chaplaincy, and grief counseling who aren't on job boards but have the transferable skills.
Scenario-based evaluation — testing how candidates actually perform in simulated family conversations, not just how they describe themselves.
Realistic job previews — reducing early attrition by ensuring candidates understand the realities of authorization work before they accept.
How It Works
Calibrate
I share what drives authorization performance and calibrate to your team's specific context, culture, and metrics.
Source
Targeted outreach to passive candidates across seven talent pools with transferable family-communication skills.
Screen
Every candidate completes a recorded simulated family-approach scenario. You hear how they handle it before committing to an interview.
Present
Candidate briefs with scenario recordings, competency scores, and behavioral evidence — plus interview coordination and post-placement check-ins.
Hiring Managers: Better Hires, Better Authorization Rates
Roles Filled
Focused exclusively on family-approach and authorization roles at OPOs and tissue banks—positions where hiring quality directly impacts donation outcomes.
Tissue Authorization Specialist
Family Services Coordinator
Organ Authorization Coordinator
Hospital Services Liaison
Referral Coordinator
Authorization Team Lead
Built by Someone Who's Done the Work
I spent 8 years as a Tissue Authorization Specialist at Gift of Hope — over 2,500 authorized cases and thousands of family conversations. I know what separates high performers from people who interview well but struggle when it matters.
Every candidate I present has completed a recorded scenario exercise. You don't just read about them — you hear them.