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EduCounsel

Client Success

Five engagements, and the numbers they moved

Client names are not published, only client types. Every number below is one EduCounsel's leadership produced, and none of them are estimates.

Recruitment cost reduction for a private high school in Maryland
60%+Recruitment cost reduction for a private high school in Maryland
Day time-to-hire, down from 50+ days
20-40Day time-to-hire, down from 50+ days
Professionals hired and placed for the largest OMHC in Maryland
70+Professionals hired and placed for the largest OMHC in Maryland
Bilingual clinicians recruited during a Maryland expansion
20+Bilingual clinicians recruited during a Maryland expansion
Behavioral health centers supported across a national organization
14Behavioral health centers supported across a national organization

Challenge, approach, results

  1. Case study 1

    Private high school

    The challenge

    Long hiring timelines, rising recruitment costs, inconsistent hiring practices and no workforce planning infrastructure.

    Our approach

    • Rebuilt the hiring process end to end, from job design and sourcing through screening and offer.
    • Put consistent hiring practices in place so every search ran the same way.
    • Built the workforce planning infrastructure the school had been hiring without.

    The results

    • Recruitment costs cut by more than 60 percent
    • Average time-to-hire cut from 50+ days to 20-40 days
    • Consistent, repeatable hiring practices across the school

    The work behind it

  2. Case study 2

    National behavioral health organization

    The challenge

    A scalable multi-state workforce strategy was needed to keep up with growth against a national clinician shortage.

    Our approach

    • Led recruiting across 12 states: California, Arizona, Hawaii, Oregon, Utah, Washington, Tennessee, Oklahoma, Kentucky, Illinois, Texas and Colorado.
    • Supported workforce operations across 14 behavioral health centers.
    • Aligned the hiring strategy with the organization's growth plan rather than filling roles one at a time.

    The results

    • Workforce growth supported across 14 behavioral health centers
    • Recruiting led across 12 states
    • A workforce strategy that scaled with the organization

    The work behind it

  3. Case study 3

    Behavioral health organization

    The challenge

    Workforce shortages across multiple programs while the organization was expanding services across Maryland.

    Our approach

    • Ran clinical and non-clinical recruiting across the organization's program lines.
    • Targeted bilingual Spanish-speaking clinicians to match the communities being served.
    • Supported hiring through an expansion across five Maryland counties: Montgomery, Prince George's, Anne Arundel, Howard and Queen Anne's.

    The results

    • 70+ clinical and non-clinical professionals hired
    • 20+ bilingual Spanish-speaking clinicians recruited
    • Expansion supported across five Maryland counties

    The work behind it

  4. Case study 4

    Behavioral health organization

    The challenge

    The organization needed cost-effective ways to build future talent pipelines and deepen its educational partnerships.

    Our approach

    • Built an internship and workforce readiness program from scratch.
    • Recruited and supervised interns and volunteers.
    • Formed partnerships with educational institutions to keep the pipeline supplied.

    The results

    • An internship and workforce readiness program built from nothing
    • Interns and volunteers recruited and supervised
    • Partnerships formed with educational institutions

    The work behind it

  5. Case study 5

    Outpatient behavioral health organization

    The challenge

    The organization needed operational leadership, compliance oversight, accreditation preparation and program development at the same time.

    Our approach

    • Provided operational leadership across the organization's service lines.
    • Rebuilt policies and workflows to support compliance and accountability.
    • Strengthened onboarding and training across OMHC, PRP, IOP and OP, Supported Employment and Health Home lines.

    The results

    • CARF accreditation supported over multiple survey cycles
    • Policies and workflows rebuilt
    • Onboarding and training strengthened across five program lines

    The work behind it

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