Keep Them Sticky: Legacy Community Health Clinician Recruitment Experience
A post-offer engagement strategy inspired by college recruiting — designed to keep accepted clinicians emotionally connected to Legacy from offer acceptance through Day 1.
April 14, 2026
Agenda
What We're Covering Today
Why Now
The long post-offer runway creates real risk
Core Concept
A college-style recruitment experience for clinicians
What We Heard
Key ideas from Dr. Jones, Michelle, and team
What to Build
Videos, welcome kit, landing page, and drip campaign
How to Execute
Pilot plan, production approach, and decisions needed

This presentation translates the original conversation into a structured, scalable pilot that can be implemented in phases.
The Opportunity
There Is a Critical Window After Offer Acceptance
The Highest High
Clinicians are at their highest emotional peak when they accept an offer — and that energy fades fast.
The Experience Goes Cold
After acceptance, the experience often becomes administrative and dry — no warmth, no momentum.
Competing Recruiters Don't Stop
Meanwhile, other recruiters keep contacting them — and Legacy goes quiet.
Long Credentialing Windows
Credentialing timelines create a high-risk drop-off period that is rarely addressed strategically.
A Real Competitive Advantage
Legacy has an opportunity to turn that gap into a relationship-building advantage no competitor is offering.

This is not just onboarding support. It is a strategic effort to reduce fallout, strengthen commitment, and differentiate Legacy during the waiting period.
The Big Idea
What If Getting Hired at Legacy Felt Like Getting Into Your Dream College?
Replace the silence of the post-offer period with welcome moments, "love notes," and immersive previews that build connection before Day 1 even begins.
Feel Like They Belong — Already
Help clinicians feel: "I already belong here" before they ever set foot in the clinic.
Show the People Behind the Work
Highlight not only the mission and the job, but the people, support, and culture that make Legacy different.
Make Them Harder to Recruit Away
Build excitement and commitment that makes accepted candidates resistant to competing offers.

This is the emotional center of the concept. The goal is not just communication. The goal is commitment.
North Star
Keep Them Sticky
The organizing idea for everything that follows: every touchpoint should make it harder to walk away.
Physical Stickiness
Branded welcome items in their home or current office — a tangible reminder that they already belong to Legacy.
Social Stickiness
Real connections to future colleagues that make the team feel familiar before Day 1.
Psychological Stickiness
Confidence that Legacy is the right choice — validation that erodes doubt and competing offers.
Operational Stickiness
Reassurance that Legacy is organized, supportive, and prepared — removing fear of the unknown.
What We Heard
The Ideas That Shaped This Proposal
This proposal comes directly from the original conversation. The vision belongs to the team — this is a sharpening of it, not a replacement.
College Acceptance Parallel
Dr. Jones drew a strong and compelling parallel to college acceptance and recruitment — that framing is the emotional engine of this entire strategy.
Day in the Life + POV Videos
The team wants Day in the Life and POV-style videos — quick takes from happy clinicians that feel authentic, not scripted.
Welcome Swag + Consistent Touchpoints
The experience should include welcome swag and consistent communication — not a one-time message followed by silence.
Work and Wellness
Content should highlight both daily clinical work and wellness and support moments — showing the full human experience at Legacy.
Simple to Pilot, Scalable Over Time
The concept should be focused enough to launch quickly, but built to grow across clinician types and markets.
The Core Shift
This Is Not a Standard Onboarding Campaign
This is a candidate engagement system for the pre-start period — a strategic initiative that blends four distinct elements into one cohesive experience.
What Makes This Different
Emotional Storytelling
Operational Reassurance
Brand Consistency
Anti-Poaching Strategy
The Tone
The experience should feel human, warm, and confident — not corporate, not transactional, and not like every other employer communication.
This is a signature Legacy experience. The differentiator is the blend of emotion and structure that no other health system in this market is offering.

Position this as something Legacy owns — a proprietary recruitment experience that reflects the organization's values before the first day of work.
Candidate Psychology
The 3 Phases of the Post-Offer Journey
Content should evolve with the candidate's emotional journey — moving from belonging to support to immersion.
Right After Acceptance
"I'm excited — validate my decision"
Reinforce the choice. Celebrate the moment. Create immediate belonging.
Mid-Runway
"This is getting complicated — reassure me and keep me engaged"
Credentialing creates uncertainty. Fill the silence with warmth and support.
Closer to Day 1
"I want to picture myself there — show me what to expect"
Move from emotional to practical. Build vivid mental images of their future.

This sequencing gives a strategic reason for every touchpoint — instead of random outreach from multiple departments, it feels like one organized experience.
What We're Selling
The Legacy Experience That Makes Clinicians Say Yes — and Stay
Mission-Driven Work
Real community impact that reminds clinicians why they chose this profession in the first place.
Team-Based Support
MAs, pharmacists, and interdisciplinary collaboration that make the work sustainable and meaningful.
Thoughtful Clinic Design
Offstage/onstage workflows and operational thoughtfulness that signals Legacy takes clinician experience seriously.
Wellness and Community
A culture that exists beyond patient care alone — one where clinicians can say: "I can see myself here."
Experience Architecture
Core Experience Components
A simple but powerful ecosystem — the landing page is the hub; the videos and welcome box are the emotional drivers.
📦 Welcome Box
Delivered shortly after acceptance — a physical, tangible "you're in" moment that email can never replicate.
🖥 New Hire Landing Page
The central destination — a dedicated home base where everything lives in one organized, calm, intentional place.
🎬 Anchor Videos
4 flagship videos that tell the main story with emotional depth and production quality that reflects Legacy's brand.
📱 Micro-Content
30–60 second clips that keep the campaign fresh and provide drip touchpoints without requiring major production effort.
📧 Coordinated Emails
Outreach tied to actual onboarding milestones — so communication feels organized, not like random asks from five departments.
Anchor Video Strategy
Start With 4 Flagship Videos
Keep production focused and reusable. Everything else becomes short-form supporting content built around this anchor set.
Welcome to Legacy
Immediate emotional connection right after offer acceptance
Day in the Life — In-Person Clinician
Help clinicians picture what work actually feels like
Day in the Life — Behavioral Health / Hybrid
Reflect the different reality of behavioral health and hybrid work
POV Clinic Walkthrough
Build immersion and vivid mental imagery closer to the start date

Too many videos too early will slow momentum and dilute quality. Keep the pilot realistic and focused.
Video 1
Welcome to Legacy
Purpose & Tone
  • Purpose: Create immediate emotional connection
  • Tone: Warm, affirming, proud, personal
  • Best used: Right after offer acceptance
This is the first handshake after the signed offer. It should feel celebratory and affirming — not administrative.
What It Should Say
  • "You made a great choice"
  • "Here's what Legacy stands for"
  • "Here's the kind of team you're joining"
Format Options
Could include a welcome from leadership plus authentic peer voices — combining organizational pride with personal warmth.

The first touchpoint sets the emotional tone for everything that follows. Get this one right and the rest of the campaign builds on a strong foundation.
Video 2
Day in the Life — In-Person Clinician
Help clinicians picture what work feels like — a curated "best representative day," not a literal documentary.
Arriving at Clinic
Set the scene — the physical environment, the energy, the first moments of a Legacy workday.
Huddles With Team
Show MA/care team collaboration in action — the support structure that makes work feel manageable.
Support Moments
Pharmacy interaction, colleague consultation, interdisciplinary teamwork — the unseen backbone of clinical care.
Culture & Wellness
Lunch, a team moment, a wellness touchpoint — signals that Legacy values the whole person, not just the clinician.

The video should not claim every day is yoga and ice cream — but it should represent the full range of what Legacy offers in its best form.
Video 3
Day in the Life — Behavioral Health / Hybrid
Why a Separate Track?
Behavioral health and hybrid clinicians have a different reality. Forcing them into an in-person narrative sends the wrong message.
What to Show
  • Virtual patient care and remote workflow
  • Connection to the clinic team from a distance
  • Moments that reinforce the Legacy culture even in hybrid settings
The Core Message
Remote does not mean isolated.
This video should preserve the same emotional promise as Video 2:
  • Supported
  • Connected
  • Valued
The setting changes. The experience of belonging does not.
Video 4
POV Clinic Walkthrough
Build immersion closer to the start date. The viewer experiences Legacy from the clinician's own perspective — first person, in the moment.
Staff Interactions
Warm, natural moments with future colleagues that make the team feel like familiar faces.
Support Spaces
The physical places where clinicians decompress, collaborate, and feel taken care of.
Clinic Flow
Offstage/onstage environment and thoughtful workflow that signals Legacy has designed the experience with clinicians in mind.

The goal of this video: "I'm already here." Best deployed later in the journey, once excitement is established and the candidate wants a practical preview of their future.
Micro-Content Library
Short-Form Content That Keeps the Campaign Fresh
30–60 second clips that can be mixed into the drip campaign and landing page — easier to produce, easier to refresh, and useful across campaigns without a major production effort every time.
"Why I Love Legacy"
Quick, authentic clinician testimonials that give a human face to the brand promise.
Meet Your Care Team
Introduce the MA, pharmacist, and support staff who make the clinician's day better.
Wellness Moments
Small glimpses of the human side of Legacy — signals of belonging that go beyond patient care.
Clinic Highlights
Quick tours, fun facts, and behind-the-scenes moments that build familiarity with the environment.
"What Surprised Me Most"
Disarming, honest peer stories that build credibility and address unspoken doubts.
The Welcome Box
The Physical "You're In" Moment
A tangible reminder that they already belong to Legacy — something email can never replicate.
Suggested Core Items
Legacy T-shirt
Notebook + Pen
Water Bottle or Mug
Welcome Note
QR Code to Landing Page
Optional Elevated Touches
  • Pennant-style item inspired by college recruiting
  • Handwritten note from a future leader or team member
  • Small household or family-friendly touch

The pennant nods directly to the college recruiting parallel — it's the kind of unexpected detail that makes people share the moment with their family and puts Legacy memorabilia in their home.
The New Hire Landing Page
The Central Hub — Where It All Lives
Without a landing page, the experience risks feeling fragmented. This is where the campaign becomes cohesive — a dedicated home base that is organized, calm, and intentional.
Welcome to Legacy
The emotional welcome — their name, their excitement, their moment.
What Happens Next
A clear, organized view of credentialing milestones and what to expect at each stage.
Watch Now Videos
Anchor videos and micro-content organized for easy discovery — always something new to explore.
Meet Your Team
Future colleagues and support staff introduced before Day 1 — turning strangers into familiar faces.
FAQs + Who to Contact
Reduce anxiety with clear answers and direct contact paths — so clinicians never feel lost.
Drip Campaign
Smart Drip Campaign Cadence
Recommended cadence: every 2–4 weeks, plus milestone-based touchpoints. Pair emotional content with operational milestones so the experience feels like one cohesive journey — not random follow-ups from five departments.
1
Offer Accepted
Welcome box + Welcome Video — celebrate the decision immediately.
2
Credentialing Start
Support-focused content — reassure them that Legacy is organized and present.
3
Mid-Runway
Day in the Life video — keep them emotionally engaged during the longest stretch.
4
30 Days Out
POV Walkthrough — build vivid, practical images of what Day 1 will look like.
5
1–2 Weeks Out
First-week expectations + final welcome — close the runway with confidence and excitement.

The key is consistency without over-contacting. This should feel like one organized experience — not an inbox full of administrative requests.
Email Strategy
A Stronger Approach to Email Communication
One of the smartest opportunities in the whole concept: operational asks do not need to feel cold.
❌ Current Email Pattern
  • Administrative ask first
  • No emotional context or warmth
  • Feels like another checkbox to complete
  • Cumulative effect: "Everyone is just asking me for something"
  • Disconnected from the campaign experience
✅ Proposed Email Pattern
  • Short video or engaging visual first
  • Clear next step second
  • Operational ask wrapped in warmth
  • Feels like part of a thoughtful journey
  • Reduces friction and improves completion rates

Combine culture and operations in the same communication. This turns tedious asks into part of a thoughtful experience.
Casting Strategy
Who Should Be On Camera?
A hybrid casting model that preserves authenticity while protecting against the practical risks of turnover.
Real Legacy Employees
  • Use real clinicians in testimonial and micro-content roles
  • Use real staff in background and support roles
  • Authenticity is the primary asset — protect it
  • Peer credibility is highest when the voices are real
Real people. Real Legacy. Real trust.
Selective Controlled Casting
  • Consider actors or controlled talent for anchor storyline continuity
  • Protects against narrative disruption if staff turn over
  • Use for main narrative scenes where consistency is critical
  • Keep real voices in the testimonial and micro-content layer
Strategic continuity without sacrificing heart.

This addresses the practical risk of turnover while preserving the authenticity Dr. Jones values most. The hybrid model gives Legacy the best of both worlds.
Strongest Differentiators
What We Should Lean Into Most
These are the strongest differentiators surfaced in the conversation — the things that make Legacy feel genuinely distinct from every other employer clinicians are considering.
Real Clinician Happiness
Peer credibility from genuine voices — nothing is more persuasive than a colleague saying "I love it here."
Support Structure
MAs, pharmacists, care team, and operational workflow — the visible proof that Legacy invests in clinician success.
Clinic Design and Operations
Thoughtful design that makes work smoother — a signal of institutional respect for clinician time and energy.
Wellness and Human Moments
The signals that say: this is a place where you are a whole person, not just a provider.
Mission Plus Lifestyle
Meaningful work in a supportive environment — the rare combination that community health clinicians actually want.
Refinement Questions
Questions to Refine with Dr. Jones
These questions are designed to protect Dr. Jones's original vision while sharpening the strategy behind it — not to replace the vision, but to make it more precise.
What exact feeling should a new clinician have after the first touchpoint?
Define the emotional outcome precisely — it should shape every creative decision that follows.
What are the biggest fears or doubts that show up during the waiting period?
Understanding the anxieties we're resolving is as important as understanding the excitement we're building.
What makes Legacy operationally different in a way clinicians would truly value?
Not what Legacy believes is unique — what clinicians actually experience as meaningfully different.
How much should the content feel aspirational vs. highly realistic?
Finding the right balance between inspiration and honesty shapes the tone of every piece of content.
What should a clinician say on Day 1 if this worked perfectly?
Define success in human terms — then build backward from that outcome.
Execution Questions
Questions to Refine with Michelle / Team
These are the operational and execution questions that turn a strong concept into a practical, launchable pilot.
What cadence can we realistically sustain?
Design for what the team can actually maintain — a campaign that runs for six months then goes dark does more harm than good.
What operational milestones should trigger outreach?
Map the credentialing timeline and identify natural moments where communication adds the most value.
Which roles need separate tracks in Phase 1?
Behavioral health, in-person, and hybrid clinicians have different journeys — determine how much to differentiate now vs. later.
Who are the best on-camera staff?
Identify team members whose warmth, credibility, and comfort on camera will carry the emotional weight of the content.
What existing footage, brand assets, or swag can we repurpose immediately?
Accelerate the pilot by identifying what already exists and building from that foundation.
Pilot Scope
Proposed Phase 1 Pilot
Focused enough to launch quickly. Polished enough to impress. Built for future expansion to residents and broader clinician groups.
Pilot Parameters
Audience
Accepted clinicians with the longest runway to start
Location
Pasadena / LPS as primary shoot site
Phase 1 Deliverables
  • 4 anchor videos
  • 6–10 short micro-content clips
  • Welcome box concept
  • New hire landing page
  • Drip campaign calendar

Phase 1 should be the proof of concept. If done well, it becomes the template for scaling to residents, other clinician types, and additional markets.
Production Approach
Batch Production Model
Capture as much as possible in 1–2 shoot days — then build a content library that can be reused and remixed over time.
One Strong Location
Use one clinic location as the visual anchor — consistency of setting builds brand recognition and production efficiency.
Anchor Videos + B-Roll
Film anchor videos, B-roll, and micro-content in the same production window — maximizing output from a single investment.
Reusable Content Library
Build assets that can be remixed, refreshed, and repurposed — not a one-time production that goes stale.
Budget Efficiency
The batch model improves efficiency and protects budget while giving the team a full campaign toolkit from a single shoot.
Measuring Impact
Measures of Success
This should be treated as a measurable business initiative, not just a creative project. Define success clearly before launch and track it consistently.
↓
Offer-to-Start Drop-Off
Primary metric — fewer accepted clinicians walking away before Day 1
↑
Landing Page Engagement
Higher content engagement and video completion rates throughout the runway
↑
Onboarding Task Completion
Better completion rates on credentialing and administrative requirements
★
Day 1 Sentiment
"I already feel connected" — qualitative measure of belonging before orientation even begins

Long-term potential: stronger 90-day retention, improved employer brand equity, and a recruitment differentiator that compounds over time as more clinicians experience it.
Key Takeaways
What This All Comes Down To
A Signature Legacy Experience
Legacy has an opportunity to create something no competitor is doing — a post-offer experience that becomes a defining part of the Legacy brand.
Keep Them Sticky
The best organizing idea is simple: every touchpoint should make it harder for accepted clinicians to walk away.
Emotion + Support + Structure
The campaign works because it combines all three — not just warmth, not just information, but both working together.
Start Focused, Scale Smart
4 anchor videos + landing page + welcome box + drip cadence. Prove the model, then expand across clinician types and markets.

If done well, this becomes a retention tool, a recruiting differentiator, and a scalable employer-brand asset — all from a single focused pilot.
Next Steps
Recommended Next Steps
Align on North Star
Confirm the desired experience and define success in human terms — what should a clinician feel, think, and say if this works perfectly?
Confirm Phase 1 Scope
Lock in the pilot audience, timeline, and geographic focus — Pasadena / LPS as the starting point.
Approve the 4 Anchor Videos
Confirm the video concept set and any role-specific tracks needed in Phase 1.
Define Landing Page + Welcome Box
Finalize the landing page structure and welcome box contents — the two anchors of the physical and digital experience.
Schedule Creative Planning Session
Bring together Dr. Jones, Michelle, and the production team for scripting, casting, and shoot day planning.
Discussion
Thank You — Let's Build This Together
This presentation elevates the original idea. The vision is Dr. Jones's. The goal now is to sharpen it together and move it into action.
What resonates most?
Which components feel most aligned with Legacy's culture and what clinicians most need to hear?
What feels most important to pilot first?
If we can only do one thing exceptionally well to start, what should it be?
Where should we customize most for Legacy's clinician audience?
What is the most important thing to get right that is unique to Legacy's specific community and culture?
What would make this feel unmistakably Legacy?
The signature detail — the one thing that makes accepted clinicians say: "Only Legacy would do this."

The goal of this entire initiative is simple: when a Legacy clinician gets to Day 1, they should already feel like they belong. Let's make that happen.