Ocular Recruiting

Ophthalmology and Optometry Recruiter - Nationwide

Recruiter

Top Medical Talent

Top Medical Talent strives to connect great candidates with perfect jobs with integrity,  efficiency, and quality.

Barmen

Human Resources Assistant

Account Manager

Onelife Fitness

Certified Personal Trainer

Sheraton Hotels & Resorts

Guest Experience Manager

🩺Helping healthcare facilities recruit top tier talent | CEO at Top Medical Talent | Advisor on recruiting and hiring - Let's preserve time and resources | HR Professional | 🌱WFPB supporter

Hi, 
Thank you for visiting my profile. 
My friends call me Meri, so please feel free to do the same. 

📚📚📚 Here is my story📚📚📚📚

📌I was born and raised in Bosnia and Herzegovina. 
When I turned 20, I  landed a job in The Green Zone in Baghdad, Iraq. 

📌I spent 4 years there working to put myself into school and move to the USA. 
The contract called for 84 hours/week. It was a blast - literally! 

📌While in Baghdad, I worked at the New Embassy Compound (NEC), the largest US Embassy in the world.

📌I moved to the States in 2011 and first lived in Honolulu. I moved to Norfolk, VA, in 2019 and shortly after I resided in the beautiful MD - DMV area. I am currently located in Orlando, FL. 

📌I was brave enough to start my own business in the summer of 2022, and I honestly can say I live the "American Dream." 

➡️A kid who survived the Bosnian war and did not have toothpaste in the '90s (but somehow maintained to smile) is 
🙏ready to serve you NOW.

I specialize in helping small & mid-size medical practices/groups recruit 
clinical and support staff.

I often serve as an advisor on 
recruiting, hiring, and onboarding 
to improve retention rates.

How Will I Help You

🏆 Attract, hire, retain, and motivate talent in healthcare
🏆 Meet urgent job shortages 
🏆 Decrease company hiring time
🏆 Assist experts seeking a new employment path 
🏆 Promote and support organizational transitions and management changes.

Who I Work With

👔HR Management / Hiring Managers and Executives of Medical Treatment Facilities, Anesthesia Groups, Pharmaceutical Groups, Healthcare  Consulting Groups, and Healthcare Educational Institutions 

The Reasons why I can Help You

✔️ Over five years as an executive manager
✔️ Team leadership, training, and workforce empowerment expert
✔️ Experienced in Payroll and HR management 
✔️Adviser on customizing recruiting and hiring processes to preserve time and resources 
✔️Certified Scrum Master and Six Sigma 
✔️ Relationships with multiple medical systems / Military, Educational, and Civilian
✔️ Uniquely positioned to have access to top-performing candidates with highly specialized skills
✔️ Large network of HCP candidates

Let's Talk
📨 Email: meri@topmedicaltalent.com
📞 Phone: (808) 372 -0020
🗓️ Meeting: https://calendly.com/topmedicaltalent

Meri Halilovic

THE EXPENSE OF HIRING THE WRONG PEOPLE IS ALWAYS FAR GREATER THAN THE COST OF RETAINING A RECRUITER USING I-INTRO®, PERIOD!

When I ask businesses what they hate most about hiring recruitment firms, the answer that almost always comes back is…

VALUE ADD vs. THEIR FEES!

Clients hate the cost of hiring recruiters. The only thing they really see and expect is a bunch of CVs which, if they really wanted, they could find themselves. 

So, what do most recruiters do? They work harder to try and create efficiencies, to improve their speed or, reduce their fees in order to remain competitive. 

Does that mean we should be trying to outdo everyone on price?

No. Absolutely not.

Competing on price means that eventually you can’t afford to do a thorough job and it’s the client that feels the pain of this when they’re delivered an unsuitable candidate that leaves after just a few months, or even weeks.

And in that realisation comes the answer.

The expense of hiring the wrong person is the biggest direct and indirect cost to employers.

So, this is our entire focus. 

Not how to be the fastest, not how to be flashiest, and not how to be cheapest.

But how to match candidates for our clients that fit so perfectly, that they’re still in the job after a minimum of 12 months and beyond (you know, after that period it becomes easier).

Have we succeeded?

No.

But we’re very close.

In fact we’re exactly… 96% of the way there.

In other words, so far, 96% of ALL the candidates we place are STILL in their role after a full year. 

And the secret of our success?

i-Intro®

Our own award-winning online recruitment platform which uses science and advanced technology to match candidates and clients, and ensure the best possible cultural, behavioural and skills fit.

Once you and your clients have seen i-Intro® in action, you/they will never look at recruitment in the same way again.

Sounds interesting? Go ahead and drop me a line now: 1st@i-intro.com or click here to book a free Consultation: https://api.leadconnectorhq.com/widget/groups/plamen

Plamen Ivanoff

𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀 𝗰𝗵𝗼𝗼𝘀𝗶𝗻𝗴 𝘄𝗵𝗮𝘁 𝗻𝗼𝘁 𝘁𝗼 𝗽𝘂𝗿𝘀𝘂𝗲

#RecruitmentLeadership #RecruitmentStrategy #HomeofRetained #iintro

Plamen Ivanoff ✅

We Honour Great Recruitment Professionals 💥 Helping Recruitment Firms transition from transactional CV supply, to consultative Retained Recruitment

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Price often gets blamed when pitches don’t land.

In reality, it’s usually about clarity.

The video shared this week explains why clients push back when they don’t fully understand the process.

If fee pressure shows up late in your pitches, this will feel familiar.

#Recruitment #Planning #BusinessGrowth #HomeOfRetained #RetainedRecruitment

Winning exclusive or retained work isn’t about adopting aggressive sales tactics. 

It’s about helping the client feel confident in how the role will be delivered.

The video from Tuesday explains how recruiters move away from contingent chaos into better work.

Worth revisiting if exclusivity feels hard to secure.

#Recruitment #Planning #BusinessGrowth #HomeOfRetained #RetainedRecruitment

𝗪𝗵𝘆 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗙𝗲𝗲𝗹𝘀 𝗛𝗮𝗿𝗱𝗲𝗿 𝗧𝗵𝗮𝗻 𝗜𝘁 𝗦𝗵𝗼𝘂𝗹𝗱

When business development feels uncomfortable, there’s usually a reason.

Most outreach only happens when pressure is high.

The video shared earlier this week on the i-intro® company page explains why that approach makes BD harder than it needs to be.

Worth a watch if BD still feels forced in your business.

#Recruitment #Planning #BusinessGrowth #HomeOfRetained #RetainedRecruitment

𝗗𝗼 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄 𝘆𝗼𝘂𝗿 𝘁𝗿𝘂𝗲 𝗳𝗶𝗿𝘀𝘁-𝘆𝗲𝗮𝗿 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗿𝗮𝘁𝗲?

We break down how retention becomes a commercial advantage inside our free 5-Part Masterclass.

👉 www.i-intro.com

#RecruitmentLeadership #RecruitmentStrategy #HomeofRetained #iintro

𝗪𝗵𝗮𝘁 “N𝘂𝗿𝘁𝘂𝗿𝗲 𝗮𝗻𝗱 𝗘𝗻𝗴𝗮𝗴𝗲” 𝗔𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗠𝗲𝗮𝗻𝘀

Nurture is one of the most misunderstood ideas in recruitment.

It’s not about chasing or constant posting.

The video on the i-intro® company page from Tuesday explains what nurture actually looks like when done properly.

If your pipeline still feels reactive, that explanation usually lands.

#Recruitment #Planning #BusinessGrowth #HomeOfRetained #RetainedRecruitment

𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁 𝗶𝘀 𝗺𝗮𝘁𝘂𝗿𝗶𝗻𝗴

Transactional models will struggle.

#RecruitmentLeadership #RecruitmentStrategy #HomeofRetained #iintro

𝗪𝗵𝗮𝘁 𝗲𝘃𝗶𝗱𝗲𝗻𝗰𝗲 𝗱𝗼 𝘆𝗼𝘂 𝗯𝗿𝗶𝗻𝗴 𝘁𝗼 𝗰𝗹𝗶𝗲𝗻𝘁 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀?

If you want to strengthen how you position proof and outcomes, you are welcome to book a no-obligation consultation.

👉 www.i-intro.com

#RecruitmentLeadership #RecruitmentStrategy #HomeofRetained #iintro

taplio

The Battle

Meri Halilovic

Plamen Ivanoff

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taplio

The Battle

Meri Halilovic

Plamen Ivanoff

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Plamen Ivanoff's LinkedIn Performance

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