Sevices We Offer

Healthcare Manpower Solutions

NABH Consultancy Services

Hospital for Sale/Lease

Equipment for Sale/Purchase

How We Do

Phase 1:

PACE  works with the client to ensure a position specification has been written to accurately communicate the opportunity and the mandatory requirements of the position. We will also provide feedback on compensation expectations and ensure they are aligned with market conditions. PACE will collaborate on developing a strategy for talent attraction from targeted organizations and a development of the “pitch.” The pitch will be the guiding message for candidate attraction and market awareness.

Phase 2:

PACE will roll out a multi-channel candidate-sourcing plan. This will include targeting agreed upon organizations, sourcing from our proprietary database, as well as promotion through our client organizations to solicit referrals of personal contacts. PACE will screen each qualified candidate for functional and cultural fit through a series of screening interviews over the phone. Upon completion, the candidates with the strongest fit will be presented with all relevant data and prepared for initial client telephonic  interviews.

Selected candidates will be scheduled by PACE for face to face interviews . Upon completion of interview, PACE will provide candidate feedback and discuss with hiring managers to determine fit and fine tune focus. If the initial candidate pool is not a fit, PACE  will return to the strategy phase and start again.

Phase 3:

PACE will begin background checks on the candidates. Additionally, PACE will provide detailed compensation expectations to the final candidates as well as the hiring manager, and confirm alignment prior to offer.

Phase 4:

PACE will work with the hiring manager or Director of the hospital to select finalist candidate and craft an offer the meets both parties needs and expectations. PACE will present the offer to candidate and coordinate any and all negotiations that may result. Upon acceptance of an offer, PACE will work with candidate on resignation strategy from existing employer and manage any counter offer or non-compete issue in advance of resignation to ensure a smooth transition.

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