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Our client, one of the largest pediatric medical centers in Texas, had two highly specialized Healthcare attorney openings in their corporate legal department. One of the positions focused on healthcare operations, compliance and litigation, and the other focused on specific healthcare compliance, such as HIPAA, Stark and Anti-kickback issues. The positions had been open for many months, and the Human Resources department had been unable to fill the roles. Due to the high number of requisitions for which the HR department was responsible, they did not have time to conduct a targeted search for passive, qualified candidates. Rather, their search was limited to posting the open positions online on the medical center’s website. The HR department received over 100 resumes in response to their online posting and had difficulty identifying qualified candidates due to the positions requiring a specialized area of law. The client’s General Counsel was finding that the HR department did not understand the difference between a transactional attorney and a litigation attorney, or between HIPAA experience and insurance defense experience.

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