1.2k+ Happy Hires
At QOP Senior Living, our search strategy is built around how senior living and community-based providers actually run: highly localized operations, tight occupancy and payer pressures, heavy regulation, and constant staffing headwinds. Instead of pushing generic managers, we map leadership talent across independent, assisted, memory care, CCRCs, adult day, and HCBS, then target people already succeeding in similarly regulated, census-driven environments. That focus on true like-for-like operating context lets us surface leaders who can stabilize communities, protect margins, and sustain resident and family trust.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
At QOP Senior Living, high touch in this space means we stay close to the floor, not just the org chart. We learn how teams actually work day to day across the care model, then keep hiring communication transparent, candid, and disciplined. Roles are represented accurately to candidates and stakeholders, expectations are pressure-tested early, and feedback is tight and frequent, so mismatches surface fast, interview slates stay focused, and communities gain leaders who stick and stabilize teams.
Over 14,000 candidates engaged on a monthly basis.
of experience in the Senior Living and Community-Based Care sector
average time to hire, from intake call to top candidate accepting an offer.
Before we can find you the right candidate, we need to build a clear foundation for the search. QOP Senior Living starts by learning your communities, the exact requirements of the role, and the traits you value most in a new hire. With that context, we align on what “ideal” looks like and what success in the position should truly mean in your specific senior living environment.
Using the information you share, we dig into the market and build a targeted view of candidate availability across senior living and community-based care. We use that research to shape a focused outreach plan, then position the opportunity in a way that gets strong people to engage and enter the process.
Once targeting is locked in, we begin proactive outreach to build a qualified talent pool. Every interested candidate goes through screening and vetting so we can quickly identify who truly meets your standards and is genuinely aligned with the role, your care model, and community culture. With this approach, QOP Senior Living can surface qualified candidates within days.
As candidates move through interviews, we stay hands on through each step. We coordinate scheduling, prepare candidates, manage communication, and keep momentum high across rounds. At the end of the process, we support offer discussions and help ensure a smooth transition through acceptance and onboarding, so new leaders can stabilize quickly.
We use a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent in senior living and community-based care, and reach out directly to professionals who match those requirements. This keeps the search focused on proven performers instead of active job seekers.
QOP Senior Living converts your brief into clear must have criteria for experience, responsibilities, and results. We then identify professionals who meet those criteria and speak with them to confirm depth, alignment, and readiness. Only candidates who fit the role and environment are presented.
On average, we provide a usable shortlist within 2.5 weeks. The outbound model removes delays caused by job postings and allows us to target relevant profiles immediately, which reduces interview waste and shortens the hiring cycle.
We operate on a full contingency basis. All research and outreach are funded upfront. You are invoiced 30 days after the hire starts. If the hire does not stay for at least 180 days, we restart the search under the same agreement. This keeps most of the risk on our side until the hire is stable.
Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within senior living and community-based care. When an executive search comes in, we use that network to identify leaders with relevant experience, proven judgment, and stable track records. This lets us support both day to day ancillary hiring and higher-level leadership needs within the same industry.
We keep both sides protected. Candidate conversations stay private, and client details are only shared once a candidate meets the core requirements and expresses genuine interest. This avoids unnecessary exposure for both the company and the candidate.
QOP Senior Living contacts candidates directly, sets expectations early, and relays only accurate information about the role. Candidates understand the workload, environment, and reporting structure before speaking with you. This reduces mismatched expectations and improves close rates.
Real stories of growth and success
