A Northern Ontario long term care home was facing an immediate leadership gap in their clinical department. They needed someone who could step in without hesitation and restore structure for both residents and staff. Within 24 hours, we presented an interim Director of Care with the right balance of operational experience, clinical judgement and team presence. She was placed within one week. While she ensured continuity and improved day to day operations, we ran a focused search for permanent leadership. The home transitioned smoothly to a new local ED and DOC who were well positioned to strengthen long term stability. After completing her assignment, the interim wrote: “I cannot thank you enough for the wonderful experience. The staff were welcoming, gracious and motivated to advance the Centre. I am sad to leave because of the excitement and dedication they showed in improving processes. The new leadership team is absolutely perfect for their roles and will help stabilise the environment. With gratitude, Lynda.” For operators under pressure, this is the value Dilys Search brings. Immediate support. Quality leadership. A clean transition.

A large senior living organisation in Ontario required a seasoned Labour Relations leader who could support their labour strategy, partner effectively with operations and strengthen their overall people environment. They needed someone credible, balanced and comfortable navigating complex union settings. We delivered a curated shortlist of professionals with proven experience across senior living and healthcare labour environments. Through a structured process and evidence based assessment, the client moved forward confidently and appointed the successful candidate with clarity and alignment. For roles that influence culture, workforce stability and risk management, precision matters.

A provider expanding service capacity in the Ottawa area needed significant frontline clinical staffing to open a new floor in their community. Timelines were tight and the organisation could not afford operational delays. We designed a streamlined recruitment flow, created a consistent volume of qualified RPN and PSW candidates and supported the hiring team through each stage. The expansion opened on schedule with the required staffing in place. Growth in this sector is only possible when recruitment keeps pace with operational demand. We make that possible.

A rural not for profit LTC home in Eastern Ontario had experienced repeated difficulty attracting RPNs. Location, limited talent supply and increasing pressure on existing staff created a risk that could no longer be ignored. Through targeted sourcing, bilingual outreach and an honest, realistic presentation of the opportunity, we secured RPNs who aligned with the home’s mission and were able to commit to the environment. The placement reduced staffing pressure and strengthened resident care continuity. Hard to fill roles are not unsolvable. They just require a different level of commitment and strategy.

A private LTC home in Hamilton needed a Nurse Practitioner who could strengthen clinical oversight and support a more proactive care model. They also required a Social Worker who could bring structure, resident advocacy and steady guidance during a period of change. We partnered closely with the Executive Director to define expectations clearly, assess cultural fit and present candidates grounded in real sector experience. Both roles were filled successfully, improving the home’s clinical leadership capacity and resident support functions. For homes looking to elevate quality, the right combination of clinical and psychosocial leadership makes a measurable impact.

A coastal senior living organisation in Sunshine Coast, British Columbia required comprehensive recruitment support during a period of transition. Their leadership team had several vacancies across senior and frontline roles, creating operational strain and uncertainty. We rebuilt their structure by recruiting a General Manager, a Director of Care and an Assistant Director of Care, followed by Health Care Aides and Licensed Practical Nurses. Each search respected the realities of the local talent market while attracting candidates who understood the community’s unique needs. The result was a complete, stable team ready to restore confidence, improve daily operations and support long term growth.

A Retirement residence required a Director of Care and a Recreation Manager who could bring clarity, structure and renewed energy to their community. We took the time to understand the home’s culture, pain points and expectations, then delivered candidates with the right leadership qualities and resident focus. The placements strengthened their clinical foundation and improved the resident engagement experience, allowing the home to operate with greater consistency and purpose.