The Point
Like a true Sixth Man™, we step in when it matters most—stabilizing performance, elevating execution, and delivering measurable wins that last.
The Beginning
One of the world’s leading pediatric hospitals and research facilities was growing rapidly, driven by expanding clinical demand and breakthrough research initiatives. Employing over 10,000 professionals and making 2,000 external hires annually, the organization’s ability to attract top pediatric talent was critical to its mission. Yet its people operations were still anchored in an outdated, HR-centric model that treated recruiting as an administrative function—not a strategic capability.
The Complication
The lack of a true Talent Acquisition (TA) function created bottlenecks across departments. Recruiters were reactive instead of proactive, burdened by manual processes and competing priorities. Leadership had limited visibility into hiring performance, and the hospital struggled to compete for top-tier clinicians and researchers in an increasingly competitive market.
The Change
Sixth Man™ entered the game to lead a full-scale redesign of the TA function. Acting as interim project leadership, we conducted deep stakeholder interviews, assessed the current versus desired state, and mapped a new, centralized operating model. We introduced specialized recruiting roles, clearer governance, and defined service levels—transforming a transactional HR process into a strategic TA engine aligned to growth and mission outcomes.
The End
With a centralized TA structure and purpose-built recruiting team in place, the hospital now hires faster, smarter, and with greater confidence. Recruiters operate as trusted business partners, leaders have real-time visibility into hiring data, and the organization can now compete—and win—in attracting world-class pediatric specialists. Sixth Man™ helped them move from HR-driven to talent-led.