Talent Connect - Executive Search & HR Solutions

09/29/2026

Turnover reports tell you who left. They don’t tell you who mentally left months ago. That distinction matters. An employee can still be on your payroll while quietly disengaging.

The signs often show up long before the resignation letter:
- Discretionary effort starts to decline
- Growth and development stall
- Interest in new responsibilities fades
- Connection with leadership weakens
- They begin quietly exploring the market

SHRM’s 2026 Talent Trends report found that 42% of HR professionals experienced difficulty retaining full-time employees in the previous 12 months.

But retention isn’t only about tracking who resigns. By the time someone gives notice, the decision may have been forming for months.

The more important question is: “Who has stopped seeing a future here?”

Think about your high performers. When was the last time someone had a meaningful conversation with them about their growth, ambitions, and future with the organization?

Don’t wait for the resignation letter to discover they were already leaving.

DM RETENTION if you want to identify the warning signs earlier and build a more proactive retention strategy.

09/24/2026

Before filling a critical leadership role, define the capability gap. Sometimes the answer is an external executive, sometimes it’s internal mobility or both.

For CEOs and CHROs, the question isn’t simply “Who should we hire?”

Then decide: Build, buy or combine.

The right talent strategy follows the business need, not recruiting habit. For CEOs and CHROs, the question is, “What does the business need next?”

DM MOBILITY to evaluate the right path for your next critical hire.

09/23/2026

Your competitor doesn’t have to recruit your employees to gain an advantage.

They just need to know who they’ll need before they need them. That’s talent intelligence.

Reactive recruiting: “Who can we find?”

Talent intelligence: “Who already has what we’ll need?”

Do you know which capabilities will be hardest to hire 12–18 months from now?

DM INTELLIGENCE to start mapping them.

09/21/2026

🎉 Celebrating a New Executive Leadership Placement

We’re proud to congratulate Lau on joining Medical Clinic as Chief Operating Officer (COO).

Pablo brings extensive healthcare leadership and operational experience to Samaritana at an important stage of the organization’s growth. In his new role, he will oversee operations across Samaritana’s multiple clinic locations, driving operational excellence and organizational growth while playing a key role in the development and launch of its new PACE (Program of All-Inclusive Care for the Elderly) program.

Building a PACE program requires more than filling leadership positions. It takes leaders who understand healthcare operations, growth, compliance, and the complexities of bringing a new model of care to life.

We’re excited to see Pablo bring his experience to Samaritana, strengthening operations across its clinics while helping the organization prepare for this exciting next chapter.

Congratulations, Pablo, and thank you to the Samaritana Medical Clinic leadership team for trusting Talent Connect with this important executive search.

At Talent Connect, we’re proud to connect healthcare organizations with leaders who can help them build, grow, and make a lasting impact in the communities they serve.

09/18/2026

🚨 Talent Connect is hiring a Program Director – Employment Services in San Diego, CA.

Lead a large-scale CalWORKs Employment Services program, overseeing operations, teams, contract performance, fiscal management, compliance, and participant outcomes.

We're looking for:
✔️ 10+ years in workforce development, employment, or human services
✔️ 5+ years in program/operational leadership
✔️ Government-funded program or contract experience
✔️ Strong fiscal, compliance, and performance management experience
✔️ CalWORKs/TANF/Welfare-to-Work experience highly preferred
Experience with San Diego County CalWORKs is especially valued.

📩 Apply here today: https://tinyurl.com/34pnf63p

09/15/2026

A requisition tells you someone is missing.
It doesn’t tell you what the business actually needs.

Before approving a critical hire, ask:

• What outcome will they own?
• What capability is missing?
• What decisions will they make?
• What does success look like in 12 months?

If those answers aren't clear, recruiting is being asked to solve an organizational-design problem with a job posting.

The result?

More candidates. More revisions. Longer searches.

The role should reflect the future state of the business, not the vacancy left behind.

Could your leadership team define the business outcome without using the job title?

DM ROLE to pressure-test a critical position before taking it to market.

09/14/2026

Strong communities are built by recognizing the people who serve them.

As a part of our annual tradition, Talent Connect was honored to join Seven Mile Casino and the Chula Vista Chamber of Commerce in recognizing our local first responders.

Our visit to the fire station was an opportunity to express our appreciation for the firefighters who serve our community, while reflecting on the courage and sacrifice of the first responders who made the ultimate commitment on September 11.

We are grateful for the opportunity to share a meal, express our appreciation, and remind the men and women serving our community that their work is seen and valued.

Thank you to the men and women who show up for our communities every day.

09/10/2026

A polished interview can create confidence but does it actually predict success?

In this edition of 📬 Workforce Pulse, we explore how organizations can move beyond gut feelings and “culture fit” to make more objective, evidence-based hiring decisions.

Inside, we look at:
✅ Why strong interviewers aren’t always the strongest hires
✅ How skills-based assessment can improve quality of hire
✅ Why defining success before the interview changes the conversation
✅ How better scorecards can help reduce costly hiring mistakes

Is your interview process measuring who interviews best or who can perform best?

🔗 Read the latest issue to find out, here: https://www.linkedin.com/pulse/best-interviewer-shouldnt-win-candidate-should-talentconnectnow-masme

A candidate walks into an interview. They’re polished, confident and charismatic.

09/09/2026

A New PACE Program Begins with the Right Leader 🌟

Talent Connect is proud to celebrate the placement of Lei Vang as PACE Executive Director for Camarena Health's new PACE program.

Launching a PACE program begins long before the first participant walks through its doors. It requires a leader who can translate vision into strategy, establish a strong operational foundation, build a high-performing team, and create a culture centered on older adults and their families.

With nearly a decade of leadership experience in PACE, Leifull brings the program knowledge, strategic vision, and builder’s mindset this pivotal stage requires. His appointment brings together an exceptional leader and a mission-driven organization at exactly the right moment.

At Talent Connect, this is the work we’re proud to do: helping PACE organizations secure leaders who can build, launch, and strengthen programs while connecting exceptional executives with opportunities where their experience and purpose can make the greatest difference.

Congratulations, Leifull! We look forward to seeing you and the Camarena Health team bring this important vision to life.

We appreciate Camarena Health’s leadership team for trusting Talent Connect with this critical executive search.

We’re proud to have partnered with Scolari Consulting on this important search and to continue supporting the growth of PACE leadership together.

09/08/2026

The offer starts long before the offer.

Compensation matters. But strong candidates are also evaluating:

→ Is the role clearly defined?
→ Do leaders know what they need?
→ Is the process organized?
→ Can I see a future here?

A higher salary won’t always overcome a confusing hiring experience.

Candidates aren’t just comparing compensation. They’re comparing confidence.

Every interview, delay, change, and interaction is part of the offer and part of your employer brand.

What is your hiring process telling candidates before you ever discuss compensation?

DM OFFER if strong candidates are making it to the finish line and still walking away.