How We Work
I've done 2,500+ authorizations. I know what predicts performance in family-approach roles — and I screen for it. Better hires mean better authorization rates and more donors recovered.
The Service Model
Direct-Hire Placement
- •Role calibration call — I share what drives authorization performance and align to your team's context
- •Passive candidate sourcing with targeted outreach
- •Recorded scenario exercises testing real family-approach performance
- •Candidate briefs with scenario recordings, competency scores, and behavioral evidence
- •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
90-day replacement guarantee on all placements
What Makes the Screening Different
Every candidate completes a recorded simulated family-approach scenario — a realistic conversation where they navigate objections, build trust, and regulate under pressure. You can listen to the recording before you ever interview them. No other recruiter offers this.
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 the time to find them — or the authorization experience to screen them. I 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
The Sourcing Advantage
Candidates are sourced from seven talent pools with transferable skills—professionals who already understand end-of-life family dynamics.
Hospice Nurses & Social Workers
End-of-life care experience with families in grief
Hospital Case Managers
Complex family communication and care coordination
Grief Counselors
Bereavement specialists with thanatology training
Healthcare Chaplains
Spiritual care and crisis support experience
Death Doulas
End-of-life practitioners and family guides
Psychiatric Technicians
Mental health crisis experience that transfers
Funeral Service Professionals
Family communication skills in acute grief
Optional Premium Services
Beyond placement, optional services to help your team screen better and retain longer.
Interview Enablement
Screen for performance, not just personality
Manager interview guides and scorecards calibrated for authorization roles—so your team evaluates candidates on the competencies that actually predict success.
Onboarding & Ramp Support
Catch problems before they become turnover
Structured 30/60/90-day check-ins with new hires. Early identification of burnout indicators, coaching gaps, or schedule misalignment—before they become turnover.
Free Resources
Tools to help your team hire better—whether or not you work with us.
Coming Soon: Interview Scorecard for Authorization Roles
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Coming Soon: Success Profile: Tissue Authorization Specialist
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