Interim HealthCare has launched a comprehensive recruitment and retention campaign aimed at nurses, caregivers, and therapists amid persistent labor shortages across the home-based care sector. The initiative, built around the core message that the organization matches employee commitment with dedicated workplace support, seeks to expand the talent pipeline as providers compete aggressively for qualified healthcare professionals.
Inside the Sunrise Headquarters Strategy
Steve Schildwachter, chief people and brand officer at Interim HealthCare, noted that standing out in a crowded employment market requires securing more than a fair share of available personnel. Founded in 1966 and headquartered in Sunrise, Florida, Interim HealthCare delivers home-based care across 44 states, reporting an output of approximately 25 million hours of care annually.
Data-Driven Research and Franchisee Feedback
To shape the new outreach effort, the company collaborated with the advertising agency OK Boomer to conduct research involving nurses, caregivers, and therapists working both inside and outside the home-based care industry. The investigation focused on identifying what prospective candidates value most in an employer. In addition, leadership interviewed healthcare professionals currently employed by local franchises to ensure the campaign reflects grassroots workplace realities.
“We have a group of six franchisees on a marketing and advertising committee,” Schildwachter stated. “We meet with that committee once a month, and we tell them what we’re doing and we get their input on it, so the combination of this research and this franchisee input was important.”
Multi-Channel Outreach and Strategic Messaging
The outreach initiative spans multiple media formats, incorporating video content, digital assets, and print elements designed to reach professionals where they live and work. Advertisements have been placed across streaming platforms, social media channels, job boards, and physical environments such as healthcare facilities and community gathering spaces.
According to corporate leadership, the strategy relies on repeated, targeted exposure to ensure the brand remains top-of-mind when workers consider new employment opportunities. By emphasizing a supportive work environment—a quality executives identify as scarce in the current labor market—the organization aims to ease candidate concerns and build early trust.
Operational Follow-Through and Retention Resources
Interim HealthCare addressed this requirement by developing a proprietary package of 63 recruiting and retention resources tailored for local franchisees.
The newly introduced resource kit covers attraction strategies, hiring protocols, and long-term retention practices. Because the company operates through locally owned and operated franchises, executive leadership emphasizes that high-visibility marketing campaigns must be supported by genuine, day-to-day workplace practices at the local level.
“One of the things that we know in this business is you can’t have one without the other,” Schildwachter explained. “Recruiting has to go with retention. Retention has to go with recruiting. It’s not just about putting a great message out there [and] resting on our laurels. It’s continuing to be a great place to work in each of the local communities where our franchisees operate.”
As home-based care providers continue navigating tight labor pools, companies are increasingly forced to reevaluate how they engage prospective and current employees alike. Interim HealthCare’s campaign represents a structured effort to align external brand promises with internal operational support across its nationwide franchise network.