A skilled nursing facility in New York had carried an open Director of Nursing position for nearly 90 days. The role demanded a credentialed nursing leader who understood the regulatory environment of skilled nursing, could manage a complex clinical team, and was available without a lengthy notice period. Outreach through standard channels had produced candidates who were either underqualified or unwilling to accept the facility's compensation structure.
James Pemberton engaged LinkedIn and his professional network to identify nursing leaders who were not actively applying - the passive candidates who represent the strongest talent pool in skilled nursing leadership. Rather than submitting resumes and waiting, he conducted structured conversations with candidates to understand their full situation: career trajectory, compensation needs, commute burden, and family priorities. This approach surfaced a candidate who was technically qualified but had ruled herself out of opportunities closer to home, believing there was nothing available that matched her level.
The Director of Nursing role was filled within 45 days. James structured a compensation package with a reduced base salary offset by a performance bonus, which aligned incentives for both the facility and the candidate while fitting within the employer's budget. The candidate accepted.
Why It Mattered
“What made this placement different was what happened after the offer. The candidate had been commuting three hours every day to her previous role - time away from her young daughter that was quietly affecting her performance and her family. The new position was five minutes from home. She has more time with her daughter. Her employer gets a leader who is fully present, not depleted. That outcome wasn't accidental - it came from listening to what both sides actually needed, not just matching credentials to a job description.”
- James Pemberton, Founder & CEO, Engaged Headhunters