Research
We produced a 50-page Workforce Research Report analyzing recruitment barriers, candidate behavior, and brand positioning. Our research included:
• 94 survey responses from internal teams, external stakeholders, and community partners
• 3 leadership focus groups
• 7 qualitative interviews with potential and former staff to understand turnover and perception gaps

Market metrics revealed that despite a candidate surplus (29:1 for Mental Health Specialists; 130:1 for Peer Support Specialists), outreach was inefficient and lacked targeting.
Salary benchmarking showed that MCHHS offered competitive wages, but struggled with awareness and employer branding.
A digital audit revealed:
• Low engagement on LinkedIn and Indeed
• No social-media recruitment content
• A complex application process causing 49% candidate drop-off

Marketing Strategy
Using our research, we built a full recruitment strategy that included channel prioritization, value-proposition development, media planning, and competitor benchmarking.

RESULTS.

Channel insights found that:
• Licensed professionals best engage with LinkedIn, job boards, and email outreach
• Entry-level roles respond to social, SMS, and grassroots efforts
• There was a significant gap in Spanish-language recruitment materials

Our messaging emphasized:
• Career growth
• Loan-repayment opportunities
• Work-life balance
• Community impact

Planned media spend focused on LinkedIn advertising, behavioral-health job boards, Spanish-language outreach, and targeted retargeting campaigns.

Competitor analysis showed candidates valued salary transparency, relocation incentives, and clear advancement pathways – and this shaped our recommended messaging and tactical approach.