How We Work
Authorization specialists aren't interchangeable. The difference between a good hire and a great one compounds across hundreds of family conversations—more authorizations, more recoveries, more lives saved.
Our Service Model
Direct-Hire Placement
- •Hiring manager intake and role calibration
- •Passive candidate sourcing with targeted outreach
- •Authorization-focused screening interviews
- •Shortlist with evidence-based candidate briefs
- •Interview coordination and closing support
- •30/60/90-day post-placement check-ins
Pricing & Guarantee
Contingency Search
18–25% of first-year base salary
Retained Priority Search
Upfront engagement fee credited toward placement fee; faster start, higher-touch reporting
Guarantee
60–90 day replacement guarantee on all placements
What Makes Our Screening Different
We screen for what actually predicts authorization success. Not just "warmth and communication," but the specific competencies that drive outcomes in high-stakes family conversations.
Emotional Regulation
Staying calm when families are angry, grieving, or in conflict
Language Precision
Choosing exactly the right words, pacing, and tone for each family
Trust-Building
Establishing credibility quickly with families in acute grief
Objection Handling
Addressing concerns about timing, mistrust, family disagreement
Coachability
Following frameworks while adapting authentically to each family
Schedule Reliability
Consistent availability for 24/7 on-call coverage
Why Passive Candidates Matter
The strongest candidates for authorization roles—professionals with proven emotional resilience, family communication skills, and mission alignment—aren't browsing job boards. They're working in hospice care, case management, chaplaincy, and grief counseling.
Your HR department doesn't have time to find them. We do.
Job Board Applicants
Candidates actively looking—often for a reason
Passive Candidates
Professionals thriving in adjacent roles who haven't considered donation work yet