The Point
Like a true Sixth Man™, we step in to stabilize the team, rebuild the playbook, and elevate performance when it matters most.
The Beginning
One of the nation’s largest long-term care and rehabilitation providers employed more than 36,000 people across 200 facilities, hiring 3,000 new team members every year. Yet the organization struggled to attract and retain qualified talent in an increasingly competitive labor market. Leadership needed experienced talent acquisition leadership—but didn’t have the runway or resources to add a full-time executive.
The Complication
The TA team operated in silos, with inconsistent processes, unclear priorities, and limited data to guide decisions. Recruiters were focused on filling roles quickly rather than partnering strategically with hiring leaders. The result was a reactive, transactional recruiting function that could not keep pace with the organization’s scale or standards.
The Change
Sixth Man™ was brought in to provide fractional TA leadership—stepping into the role of senior advisor, strategist, and coach. We redesigned sourcing and screening workflows, optimized ATS utilization, and rebuilt recruiter–client relationships around collaboration and accountability. Through targeted coaching and data-driven insights, the TA team learned to think and act like strategic partners, not just order-takers.
The End
The organization now operates with a unified TA function that drives measurable impact. Recruiters use standardized processes, meaningful metrics, and improved technology to deliver consistent, high-quality hires. More importantly, recruiting is now viewed as a trusted business partner—a strategic asset that fuels growth and strengthens organizational resilience. Sixth Man™ turned their talent acquisition from transactional to transformational.