Our Work

Pain Point: Lack of Talent Acquisition Leadership—Practice lacked company-wide talent acquisition leader, subject matter expert and consistent recruiting processes resulting in an inability to fill 10+ clinical positions, lost visits and revenue, ineffective and excess spend on Indeed, and minimal employer brand recognition.

Specialty: Senior Care

Kure: Provided fractional talent acquisition leadership to develop and lead the practice’s first-ever recruiting department: Designed a playbook to standardize the recruiting process; implemented applicant tracking system; created workflows; redesigned job descriptions; hired and trained a talent acquisition specialist trained hiring managers; created employer brand with new marketing collateral and digital presence; created and implemented event plan. Also created KPI baseline and reporting measures.

Result: After one year, improved time to fill, increased offer acceptance rate, and doubled clinical hires—all leading to increased visits and new assisted living partnerships. Increased brand visibility and attendance at career fairs, resulting in increased pipeline for future talent.

Pain Point: New Patient Growth—An already successful private practice wanted to add another provider. Before doing so, they needed to increase new patient volume.

Specialty: Podiatry

Kure: Implemented our Physician Liaison program based on the needs of the practice.

Result: Increase in new patients ~5% year over year.

Pain Point: Human Resources Operations—Practice lacked a modern HRIS system to support exponential company growth, lacked efficient onboarding process.

Specialty: Senior Living Community

Kure: Assessment and review of multiple HRIS and payroll systems. Identified winning vendor, negotiated contract.

Result: Increased efficiencies in the payroll and onboarding process to support company growth. Improved tracking of timesheets, PTO, and expenses. Improved process and compliance for new hire paperwork, benefits registration, and open enrollment process. Improved HR-related reporting mechanisms.

Pain Point: Talent Acquisition—Practice lacked bandwidth to fill high-level roles, including practice manager and research manager.

Specialty: Dermatology

Kure: Full-cycle recruiting that included intake meeting, creating employee value proposition, writing effective job descriptions, sourcing, phone screens, interview coordination, offer negotiations, and reference checks.

Result: Staff hired within 30 days with continued retention of 2+ years.