From Staffing Vendor to Embedded Talent Partner

The Brief: Supporting Growth in a High-Demand Industry

A Multi-Site Senior Living Organization in South Carolina operates six growing senior living communities across the state. Each site has its own executive and HR leadership, supported by a corporate HR function overseeing operations enterprise-wide.

Like many organizations in senior living, they face ongoing workforce challenges—high turnover, year round hiring needs, and limited internal capacity to scale recruiting efficiently while still supporting long-term HR strategy.

Find Great People (FGP) initially partnered with the organization in a limited staffing capacity. What began as transactional support evolved into something far more strategic.

What They Came to Us For: Immediate Staffing Support

The relationship started with a familiar ask: temporary staffing support to fill short-term gaps. Over time, FGP also assisted with a direct-hire placement and remained in regular contact as needs arose.

At that stage, the partnership appeared steady but narrow in scope. Staffing needs were primarily frontline roles—high volume, high turnover positions that fell outside FGP’s traditional specialization. While FGP continued to support where possible, there was no obvious signal that the client’s needs would significantly expand.

Until the conversation shifted.

The Turning Point: Rethinking the Recruiting Process

As hiring demands increased across multiple communities, the client returned to FGP with a broader question: Are we recruiting in the most efficient and effective way possible?

Rather than asking for more candidates, they asked for insight.

FGP’s HR Consulting team was brought in to evaluate the organization’s internal recruiting processes, how roles were sourced, how candidates moved through the pipeline, and where inefficiencies were slowing hiring down.

This marked a fundamental shift from staffing support to recruiting process optimization.

What We Did: Embedded, End-to-End Talent Support

FGP partnered directly with the client’s internal HR team to redesign how recruiting work was done, without replacing their team.

Key initiatives included:

• Process evaluation and optimization of their internal recruiting workflows
• ATS integration, allowing FGP to work directly inside their existing systems
• Full-cycle sourcing support, with FGP handling candidate sourcing and interview scheduling
• Scalable recruiting capacity, providing up to 40 hours per week of embedded support over several months

FGP acted as an extension of the internal HR function—handling volume and complexity while allowing the client’s team to focus on interviews, decision-making, and culture fit.

In parallel, FGP also delivered targeted search and placement support, including an HR Manager and a Compensation & Benefits Specialist.

What began as staffing support evolved into a blended model of consulting, recruiting, and strategic talent advisory.

The Results: A Consultative, Scalable Partnership

The impact went far beyond filling roles.

• A long-term consulting engagement with consistent weekly support
• A streamlined recruiting process that reduced internal strain
• Expanded trust across HR leadership and executive stakeholders
• FGP positioned as a true talent solutions partner, not a transactional vendor

Perhaps most importantly, the relationship became consultative. FGP is now engrained in how the organization approaches hiring and workforce planning.

This shift has also opened new doors, leading to requests for FGP to present to CFOs and HR Directors across the senior living industry and support additional consulting initiatives as an agile, on-demand resource.