My Story
I spent eight years as a Tissue Authorization Specialist before starting Criteria Talent. Few jobs involve speaking with as many grieving families as this one—thousands of conversations with people who were angry, sobbing, or torn apart by a decision no one's ever prepared for.
8
Years Frontline
2,500+
Authorized Cases
1000s
Family Conversations
Gift of Hope
OPO Experience
2,500+ Authorized Cases
Over eight years at Gift of Hope, I authorized more than 2,500 cases. I handled thousands of family conversations—staying calm when a father was yelling, finding the right words when a mother was sobbing, navigating family disagreements about donation when emotions were at their worst. Very few jobs put you in front of that many grieving families. I know what this work demands because I've done it, case after case, year after year.
"I watched warm, empathetic people get hired—and three months later, those same organizations were dealing with performance issues or early attrition."
Organizations would hire warm, empathetic people with good communication skills. Three months later, those same organizations were dealing with performance issues, early attrition, or teams where a few strong performers carried the authorization metrics while others struggled.
The Problem Wasn't the People
It was the hiring process. Traditional interviews can't reliably assess emotional regulation under pressure, language precision in high-stakes moments, or objection handling when a family is angry and mistrustful. Generic screening over-indexes on personality and misses the specific competencies that drive authorization outcomes.
I built Criteria Talent to solve that problem—for hiring managers who need better authorization performance, and for candidates who deserve honest screening that shows them what the work actually requires.
What Makes This Different
Every candidate completes a recorded simulated family-approach scenario. Hiring managers can listen to the recording before they ever interview someone. No other recruiter offers this — because no other recruiter has the authorization experience to design the scenario, evaluate the performance, or know what to listen for.
Sourced
Passive professionals in hospice, case management, and grief counseling
Screened
Recorded scenario exercises you can listen to yourself
Briefed
Evidence-based candidate assessments, not gut feel
The Mission
Better hires. Better authorization rates. More lives saved. Every placement represents families who said yes because the right person was on the other end of that call.
What Criteria Talent Stands For
Domain Authority
Eight years of authorization work. Thousands of family conversations. That lived experience shapes every candidate presented and every screening conversation conducted.
Outcome Accountability
Success is measured by authorization performance, not just time-to-fill. Better hires drive better outcomes—that's the standard.
Integrity
Honest assessments, realistic job previews, and ethical practices. No overpromising. No pressure. Both sides make informed decisions.
Mission Alignment
Every placement represents lives potentially saved. Screening for competence and commitment, not just availability.