Dan Chambers

Recruiting Ideal Candidates For Ophthalmic Market Leaders

“Ninety-five percent of our clients dominate their respective markets by a 2:1 margin…the remainder have a plan to get there with our help.”

– Diane McCabe, President sea-change, inc.

Meet All Our Successes

Harvey Hoopes

Recruiting Ideal Candidates For Ophthalmic Market Leaders

“Ninety-five percent of our clients dominate their respective markets by a 2:1 margin…the remainder have a plan to get there with our help.”

– Diane McCabe, President sea-change, inc.

Meet All Our Successes

Ben Davis

Recruiting Ideal Candidates For Ophthalmic Market Leaders

“Ninety-five percent of our clients dominate their respective markets by a 2:1 margin…the remainder have a plan to get there with our help.”

– Diane McCabe, President sea-change, inc.

Meet All Our Successes

Bill Wiley

Recruiting Ideal Candidates For Ophthalmic Market Leaders

“Ninety-five percent of our clients dominate their respective markets by a 2:1 margin…the remainder have a plan to get there with our help.”

– Diane McCabe, President sea-change, inc.

Meet All Our Successes

Richard Fichman

Recruiting Ideal Candidates For Ophthalmic Market Leaders

“Ninety-five percent of our clients dominate their respective markets by a 2:1 margin…the remainder have a plan to get there with our help.”

– Diane McCabe, President sea-change, inc.

Meet All Our Successes

Scott Tunis

Recruiting Ideal Candidates For Ophthalmic Market Leaders

“Ninety-five percent of our clients dominate their respective markets by a 2:1 margin…the remainder have a plan to get there with our help.”

– Diane McCabe, President sea-change, inc.

Meet All Our Successes

For Principals / Owners

Diane McCabe explains what ophthalmic practice owners should know about recruiting…

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For Practice Managers

Diane McCabe understands the challenges you face when the owners ask you to take on recruiting…

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For Experienced Candidates

Diane McCabe explains how to make your next job search stress-free…

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Find the IDEAL Candidate!

 

  • Conduct a thorough profile of your practice and its uniqueness.

 

  • Engage a third party to help assess your style and your practice model. You (and your staff) lack the perspective to do this objectively.

 

  • Document the candidate characteristics that determine IDEAL.

 

  • Describe the PERSON, not the POSITION in your marketing efforts.

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