--00000000000061c2eb05fe18a07b Content-Type: text/plain; charset="UTF-8" Content-Transfer-Encoding: quoted-printable I empathize with you completely. Transparently--since it is only you, myself, and Tim in this email--Things are very difficult around the company for a number of reasons, as I'm sure we're all aware. Beginning this month I have tasked my recruiters with two primary objectives for the next quarter: 1) Quality over quantity 2) Serve your local ops team I am setting aside the rack-and-stack for Starts numbers, hired metrics, call volume, etc. Unfortunately my team's "success" is still measured by such metrics by the powers that be, however I'm tired of watching as my teams shuffle in squads of subpar caregivers to hit numbers. I want to see good reviews from clients, I want to see happy ops teams. Those are my team's goals moving forward, until I am specifically directed otherwise. One thing I would like to mention is that Canada, in my judgment, has done a far better job of hiring for both quantity AND quality than my other teams have. I have been thoroughly impressed with Canada's recruiters since I took over, and I have taken over other teams around North America which I would absolutely not give that vote of confidence to. They are a professional squad of experienced recruiters and Canadian ops should definitely retain full confidence in their abilities. If I can help facilitate any further improvements, please let me know. As you mentioned, training is likely going to fall under CG Ambassadors' purview, but I will continue drilling "hire for quality" into my recruiters so long as I remain in this position, and I will continue coaching them and running shadowing sessions to ensure they continue to grow and excel at their craft. We're in this together, and we will reach the other side. Hang in there. Best, Jon On Wed, Jun 14, 2023 at 11:16=E2=80=AFAM Cheryl Cartwright wrote: > Thank you for your very prompt and thoughtful response. If Elizabeth is > back this week then it may make more sense to wait for her. We just need = to > ensure that when she is back she is really focused on those two specific > needs. I have no doubt in Elizabeth's ability as a recruiter, we all know > how difficult it is to find talent these days. My suggestion about traini= ng > was for the caregivers not the recruiters for this very reason. If the > talent doesn't exist in the same capacity these days then we need to star= t > investing in their training (or so I would think.) > > I have lots of thoughts on this but it is in no way my department and so = I > will leave that to Chuck, Kerry and whomever else is involved in caregive= r > education. > > We will look forward to Elizabeth's return on Friday. > > Cheryl > > On Wed, Jun 14, 2023 at 12:05=E2=80=AFPM Jon Eckrich > wrote: > >> Good morning Cheryl, >> >> Thanks for reaching out. Elizabeth is due back in the office Friday and >> will be resuming operations then. Does it make sense to approach one of