Advancing the Mission of Health Beyond Care
A strategic partnership review presented by Rollis Fontenot III · Ascend HR Corp | HR Maximizer
Health Beyond Care: The Vision in Motion
Legacy Community Health recently introduced a powerful vision — Health Beyond Care — reflecting a commitment to improving health not only through clinical services, but through community impact, accessibility, and compassionate service. The people who work at Legacy bring this mission to life every day, in every clinic, and in every interaction.
Our partnership over the past year has focused on one core objective: helping Legacy attract individuals who believe deeply in that mission and want to be part of it.
A Growing Partnership
Over the past 12 months, our collaboration has evolved from recruitment marketing into a comprehensive talent attraction strategy. Each initiative reinforces Legacy's commitment to Health Beyond Care by reaching candidates who align with the mission.
Employer Brand Storytelling
Authentic narratives that communicate Legacy's culture and purpose to prospective talent.
Social Media Recruiting
Platform-native content engaging candidates where they already spend their time.
Career Site Transformation
A reimagined digital experience that reflects Legacy's culture and mission.
Technology Innovation
New tools that improve hiring efficiency and elevate the candidate experience.
Growth Across the Recruiting Funnel
From 2024 to 2025, Legacy's employer brand reached dramatically more people — generating greater visibility, deeper engagement, and a significant increase in candidate activity across every stage of the funnel.
4.3M
Impressions
Up from 1.6M in 2024 — a 173% increase in brand visibility.
780K
Content Views
Up from 506K — more candidates engaging with Legacy's story.
215K
Website Visitors
Up from 82K — a 160% surge in career site traffic.
37.6K
Applicants
Up from 22.9K — 64% more candidates entering the funnel.
Year-over-year growth across every recruiting funnel metric confirms that Legacy's employer brand is resonating — and that the strategy is working. The trajectory from 2024 to 2025 sets a strong foundation for the quality-focused approach ahead.
2026 Strategic Priority
The Next Step: Quality Over Volume
The Opportunity
As Legacy advances its mission of Health Beyond Care, the next phase shifts focus from reaching more candidates to attracting the right candidates — those who align with the culture, embrace the mission, and stay for the long term.
Goals for 2026
Improve alignment between candidates and organizational culture
Help applicants authentically understand the work environment
Highlight real team experiences and mission-driven stories
Strengthening the Employer Brand Through Video
Video has been a cornerstone of our strategy — because it allows candidates to see the people and culture behind the mission before they ever apply. Authentic storytelling creates connection at scale.
The Feel of Legacy
What it truly feels like to work here — the energy, the purpose, the community.
Team Collaboration
How teams work together across disciplines to support patients and each other.
Mission in Action
How the vision of Health Beyond Care is lived every single day by real people.
Evolving the Content Strategy
The next phase moves beyond traditional interview-style videos into scripted workplace storytelling — formats that illustrate real scenarios through authentic conversations and situations, mirroring what candidates already engage with on social platforms.
Traditional Format
"Talking head" interviews with employees describing their roles
Scripted brand statements and corporate messaging
Lower engagement on modern social platforms
Next-Generation Format
3–10×
More engagement than traditional video formats
Higher
Viewer retention and meaningful audience interaction
Relatable
Candidates experience the workplace, not just hear about it
Reaching Candidates Where They Are
Legacy's recruiting content reaches candidates across multiple platforms — each serving a distinct role in the talent attraction funnel, and each carrying the message of Health Beyond Care into the communities where future team members already spend time.
LinkedIn (Organic Posts)
Professional network targeting healthcare talent with employer brand content and career opportunities. Ideal for clinical and leadership roles.
Instagram (#1 Paid Channel)
Visual storytelling platform reaching community-connected candidates through culture, team moments, and mission-driven content.
YouTube (Organic Posts)
Long-form video channel housing in-depth employee stories, workplace tours, and brand narratives for candidates researching Legacy.
Transforming the Career Site Experience
A career site should do more than list open roles — it should tell a story. The new Legacy career site is designed to create an immersive digital experience that reflects the organization's culture, values, and vision of Health Beyond Care.
Video Storytelling
Embedded employee narratives that bring the mission to life
Guided Navigation
Intuitive pathways that help candidates find roles that fit
Modern Design
A visual experience worthy of Legacy's forward-looking brand
Tech Integrations
Seamless connections to ATS and recruiting platforms
Career Site: See It Live
Two versions of the career experience are available for review. The development site introduces a more immersive candidate journey designed to authentically reflect Legacy's culture and mission.
Current Career Site
The existing experience — functional and established, serving as the baseline for our transformation work.
Development Version
The next-generation experience — immersive, mission-driven, and built to engage the modern candidate.
Personalized Candidate Experiences
One of the most innovative features of the new career site is intelligent, personalized job discovery — creating an experience that feels less like a job board and more like a modern consumer platform.
By analyzing browsing behavior and role interest signals, the site surfaces relevant opportunities candidates might otherwise overlook — driving greater engagement, improving job discovery, and delivering more aligned applicants to Legacy's recruiting teams.
Career Site Feature
Introducing the AI-Powered Career ChatBot
A key enhancement for Legacy's new career site, the AI-powered ChatBot elevates the candidate experience. It embodies our 2030 Vision of being a Best Place to Work by providing instant, personalized support, available 24/7. This innovative tool answers questions, guides candidates to relevant roles, and makes the application process smoother and more engaging.
Instant Answers, 24/7
Get immediate responses to questions about roles, company culture, and the application process, anytime.
Personalized Job Guide
The chatbot intelligently directs candidates to opportunities that best align with their skills and career interests.
Enhanced Engagement
Provides an interactive and responsive experience, making job discovery more dynamic and user-friendly.
Innovation
Recruiting Technology Innovation
Beyond marketing and branding, our partnership has expanded into purpose-built recruiting technology. Legacy is actively testing tools designed to improve hiring efficiency, elevate candidate experience, and position the organization as an innovation leader — all in service of advancing Health Beyond Care.
Introducing the Job Ad Creator
What It Does
The Job Ad Creator enables recruiters to quickly generate consistent, compelling job postings with standardized formatting and on-brand messaging — reducing manual effort and improving quality at scale.
Key Capabilities
Consistent Job Posts
Standardized structure and messaging across all open roles
Interview Question Generation
Auto-generated, role-specific questions for hiring managers
Speed & Efficiency
Dramatically reduces time spent crafting individual postings
Hiring Manager Interview Framework
Structured interviewing is one of the most reliable predictors of quality hires. The hiring manager interview system ensures every candidate is evaluated consistently — and that every conversation is aligned with Legacy's culture and mission.
Auto-Generated Questions
Role-specific interview questions created instantly based on position requirements
Structured Evaluation
Consistent frameworks that guide fair, objective candidate assessment
Candidate Scoring Guidance
Clear scoring criteria that support better, more defensible hiring decisions
Supporting the Mission of Health Beyond Care
Recruiting is not just about filling roles. It is about finding individuals who want to contribute to the mission of improving community health — and who will carry the vision of Health Beyond Care forward.
Every tool, every story, and every candidate interaction is designed with a single purpose: to connect Legacy with people who believe in what this organization stands for.
What's Next
Looking Ahead: The Road Forward
The next phase of our partnership deepens the work already underway — with sharper storytelling, smarter personalization, continued technology innovation, and targeted efforts for high-priority roles like Medical Assistants.
1
Storytelling Evolution
Scripted, scenario-based content formats generating 3–10× more engagement
2
Deeper Personalization
Candidate experiences tailored by role interest, location, and career stage
3
Technology Expansion
New recruiting tools that streamline hiring and improve candidate quality
4
Targeted Campaigns
Focused content and outreach for Medical Assistants and other key roles
Near-Term Focus
Immediate Priorities for the Next Several Months
Based on recent leadership discussions, the near-term focus is clear.
Launch the New Career Site Fully
Complete the rollout of the updated career experience, including final brand alignment, design refinements, and key functional improvements.
Finalize the Interview Guide Framework
Move forward with a practical, usable version of the interview guide tool that supports more consistent candidate evaluation without creating unnecessary legal, workflow, or IT complexity.
Improve Job Freshness and Posting Strategy
Make job postings more proactive and dynamic so open roles continue to get visibility and attract candidates over time.
These three priorities create the strongest bridge between current recruiting performance and the next stage of quality-focused hiring.
Priority One
Complete the Career Site Launch
The career site remains one of the highest-impact opportunities in the short term.
- Finalize official branding and color standards
- Complete remaining interface refinements
- Ensure the experience feels polished and consistent
- Prepare the site to receive new content as it is developed
The career site is becoming more than a place to list jobs. It is becoming a digital expression of Legacy's employer brand and its commitment to Health Beyond Care.
Priority Two
Build a Practical Interview Guide System
Leadership interest in structured interview guides is strong, especially as a way to improve hiring consistency and applicant quality.
The Approach
- Use the job description
- Combine it with intake notes from the recruiter or hiring manager
- Generate a structured interview guide
- Provide a consistent scoring framework
- Map that score into the rating process already used in JazzHR
Why Keep It Simple?
- Security
- Data storage
- Legal defensibility
- IT complexity
This approach solves a real business problem in a simpler, faster way.
How the Interview Guide Process Would Work
The proposed process is designed to be efficient and repeatable.
Select the Job Title
Choose from a prebuilt job description library
Add Intake Notes
Recruiter or hiring manager adds role-specific context
Generate Structured Questions
Screening and hiring manager questions are created automatically
Apply a Scoring Rubric
Use a consistent framework to evaluate candidates
Map to JazzHR
Convert results into the existing 1-to-5 rating process
Candidate data will only be housed in JazzHR, no where else on Ascend | HR Maximizer's side
This creates a framework that is more consistent, easier to use, and better aligned with Legacy's hiring process.
Start Simple, Then Scale
Rather than rolling this out across all roles at once, the recommendation is to begin with a pilot.
What a Pilot Allows
- Test the process in a controlled way
- Gather recruiter feedback
- Refine the questions and scoring approach
- Build confidence before broader adoption
A pharmacy-focused pilot may be a strong starting point — allowing the process to be tested with a defined recruiter workflow before expanding to other job families.
This measured approach supports innovation while minimizing disruption.
Priority Three
Refresh Open Jobs More Proactively
One important operational opportunity is improving how often open jobs are refreshed. As jobs age, they naturally lose visibility across job platforms.
Recommended Approach
- Review open roles weekly
- Identify jobs with low applicant flow
- Refresh language and positioning more frequently
- Repost or update jobs before they become stale
- Align posting strategy with recruiting demand
30–35
jobs reviewed per week
If Legacy averages 130–140 open roles, a rotating weekly review of 30–35 jobs can maintain stronger visibility throughout the month.
This is not just an administrative improvement. It is a practical lever for increasing candidate flow.
Quality of Applicants Still Matters Most
The goal is not simply to generate more applicants. The goal is to improve the quality and relevance of applicants while recognizing that recruiting outcomes depend on multiple factors.
Employer Brand
How Legacy is perceived in the market
Recruiter Follow-Up
Speed and quality of candidate outreach
Hiring Manager Quality
Consistency and effectiveness of interviews
Compensation Competitiveness
Alignment with market expectations
Candidate Experience
How candidates feel throughout the process
Role Clarity
How clearly the job and expectations are defined
Content, career site, and recruiting tools improve attraction and alignment — but they work best when paired with strong internal hiring practices.
Recruiting Innovation With Practical Application
What makes this partnership different is that it is not only about content creation. It is also about building practical systems that recruiting teams can actually use.
Career Site Innovation
A digital experience that reflects Legacy's employer brand
Job Ad Creation Tools
Consistent, on-brand postings generated quickly
Interview Guide Generation
Structured questions tailored to each role
Scoring Frameworks
Consistent candidate evaluation aligned to JazzHR
Job Description Libraries
A reusable foundation for recruiting content
Future Workflow Tools
Reducing friction for recruiters at every stage
This is where the partnership continues to move beyond marketing and into operational recruiting support.
What's Next
What Success Looks Like Over the Next Phase
Over the next several months, success will look like:
A fully launched and polished career site
Stronger alignment with the Health Beyond Care brand
More consistent job posting freshness
A pilot-ready interview guide framework
More focused tools for attracting the right applicants
The next phase is really about operationalizing what we've built — completing the career site launch, improving job visibility through a more proactive posting strategy, and introducing structured interview tools that support better candidate evaluation.
Continuing the Journey
Legacy Community Health's vision of Health Beyond Care reflects a commitment to improving lives far beyond the exam room. Our work together ensures that every person joining this organization is inspired by that same purpose.
By combining authentic storytelling, innovative technology, and thoughtful candidate experiences, we will continue attracting the mission-driven talent that will carry Legacy's vision forward — one hire at a time.