Executive Search  ·  Specialty Recruiting  ·  Consulting  ·  Advisory

The right hire
changes everything. We find that person.

Blue Sky Talent Solutions partners with organizations across industries to find exceptional people, not just qualified candidates. We work best where the stakes are high, the candidate pool is thin, and getting it wrong is not an option.

Start a Conversation ↗ See our approach
20+
Years of Specialized Experience
6 Wks
Avg. Time to Fill
90-Day
Placement Guarantee
3–5
Candidates Per Shortlist
Clients & Partners
University of Georgia
WellNow Urgent Care
WellNow Clinical Research
Who We Are

Built for searches
that can't miss

Blue Sky Talent Solutions was founded on a straightforward idea: most recruiting firms are built to move fast, not to get it right. We built something different.

We work with organizations across industries that have one thing in common: complex hiring needs where the cost of a bad hire, or an empty seat, is real. Thin candidate pools, credential barriers, specialized skill sets, and markets where the right person isn't browsing job boards.

Our clients range from healthcare organizations and clinical research firms to manufacturers, financial services companies, and professional services firms. What they share is a belief that recruiting done right is a strategic advantage, not an administrative function.

We bring national reach, real specialty expertise, and the kind of honest partnership that's harder to find than it should be.

01
We tell you what's real
Candidate availability, market comp, realistic timelines. Before you are mid-search and surprised. We'd rather have an honest conversation early than manage expectations later.
02
You work with the person who knows your search
No bait-and-switch. No handing your search to a junior coordinator after the contract is signed. Your business is our business.
03
Results you can actually measure
Filled roles, reduced time-to-hire, hiring managers who feel supported through the process. That's how we define success.
04
Specialty depth, national reach
Hard-to-fill roles in complex, credential-heavy environments where most generalist firms can't gain traction. That is exactly where we work best.
What Clients Say

What leaders say about
working with us

★★★★★

“Sarah Harrison is a rock star. She sourced many talented candidates in the very competitive and complex field of clinical research. She consistently took initiative and was innovative in her approach sourcing entry level to leadership positions and physician roles. Sarah is an absolute pleasure to work with. She would be a tremendous asset to any team.”

WL
Wendy Landow
Director of Clinical Research, WellNow
★★★★★

“Sarah was an absolute pleasure to work with and was extremely talented in her role. She was successful finding great candidates quickly and always had a positive attitude. Her dedication, perseverance and effective communication make her an exceptional addition to any team.”

LH
Lisa Hoagland
VP of Clinical Research, WellNow
★★★★★

“I highly recommend Sarah as I am confident that she would be a great asset to any company. She is motivated, dedicated and extremely talented in recruiting. She finds quality skilled candidates for those hard to fill roles. Not to mention the positive energy and light she brings to the team is unmatched.”

ML
Malinda Laurin
Talent Acquisition Specialist, WellNow Urgent Care
★★★★★

“Sarah built our recruiting function from scratch. Process, playbooks, candidate pipelines, all of it. She got up to speed on our environment quickly and never oversold what she could do. That honesty is what made the whole engagement work.”

DH
Director of Human Resources
University of Georgia
★★★★★

“I have worked with a lot of recruiters over the years. Most promise everything and deliver nothing. Blue Sky was different. Honest about the timeline, thorough with every candidate, and still following up months after the hire just to make sure things landed the way we hoped.”

DO
Director of Operations
Manufacturing Firm
★★★★★

“The market intelligence alone was worth the conversation. We finally understood why we had been striking out and had a real plan to fix it before we ever signed anything. That level of transparency before you even commit to a search is genuinely rare.”

CH
Chief Human Resources Officer
Professional Services Firm
Client Work

From the ground up:
a real engagement

Case Study
University of Georgia  ·  Auxiliary Services

Turning a 40-Role Backlog Into a Functioning Recruiting Engine

UGA Auxiliary Services is a 1,300-person operation spanning dining, transportation, the campus bookstore, golf, and administration — one of the largest employers of students at the University of Georgia. When we came in as a recruiting partner, open roles across the division had been sitting for 3 to 4 months on average. 40% of new hires were leaving within their first 90 days. At any given time, roughly 40 open positions needed to be worked simultaneously. Hiring had been limited to internal job boards that weren't reaching the right people, the talent pool for key roles had never been mapped, and the path from accepted offer to first day of orientation had enough gaps that a significant number of new hires simply never showed up.

The Result — Over 2 Years

“Active open roles dropped from 40 to roughly 10. Early turnover improved significantly. New hires were actually showing up to orientation.”

40 → 10
Open roles at any given time
40%
90-day turnover rate at the start — significantly reduced
3–4 mo
Avg. vacancy duration on arrival — brought down substantially
2 yrs
Engagement duration across a 1,300-person operation
The Real Problem
The division was hiring exclusively through internal channels that weren't built to reach external candidates. For roles like culinary leads, onsite managers, project managers, and supervisory leadership, qualified people existed — they just had no visibility into the opportunity or a clear path to apply. Athens has a limited external talent pool for culinary specifically, and no one had identified where those candidates actually were. Meanwhile, a broken pre-boarding communication chain meant that even successfully recruited candidates were falling off between offer acceptance and their first day. The organization was losing people it had already won.
What We Did
  • Mapped the actual talent pool for each role type and identified where candidates lived — culinary programs at local technical colleges and high schools for entry-level roles, direct outreach for senior positions
  • Expanded hiring presence to Indeed, Handshake, and external platforms to reach audiences the internal boards weren't touching
  • Built distinct recruiting strategies for student workers, full-time staff, and experienced leadership candidates
  • Redesigned the pre-boarding communication process and built accountability systems that shifted responsibility to hiring managers — ensuring every candidate had the right information to show up on day one
  • Overhauled the onboarding experience to reduce the early attrition that was driving the 90-day turnover problem
  • Created documented, repeatable pipelines so the infrastructure would outlast the engagement
What Changed
Active open roles dropped from around 40 to roughly 10. Early turnover improved substantially because the onboarding process was no longer the bottleneck — candidates had clear communication, managers had clear accountability, and new hires knew exactly what to expect before they walked in the door. Leadership gained real visibility into why people had been leaving. And the division had a multi-channel recruiting strategy that could actually scale with a 1,300-person operation.
What We Do

Three ways
we can help

Whether you need one critical hire or end-to-end recruiting infrastructure, we build the engagement around your actual problem.

01
Executive &
Specialty Search
Retained search for critical, hard-to-fill roles: clinical leaders, specialty providers, and senior operational positions where a misfire has real consequences.
Retained
02
Project
Recruiting
High-volume or time-bound hiring support when your internal team needs reinforcement, without the overhead of a long-term contract or another FTE.
On-Demand
03
Consulting
& Advisory
Process design, comp benchmarking, TA team structure, and fractional recruiting leadership for organizations building or rebuilding their talent function.
Strategic
How We Work

A process built for
searches that matter

1
Step One
Discovery

A real conversation, not a sales pitch. We learn your organization, the role, the culture, and what's actually made past searches succeed or fail. We would rather spend 30 minutes understanding the problem than 90 days solving the wrong one.

No charge. No commitment.
2
Step Two
Market Intelligence

Before a search begins, we map the candidate landscape and tell you exactly what we're seeing: compensation reality, pool size, likely timeline, and potential obstacles. No surprises three months in. What you hear upfront is what's true.

Honest expectations from day one.
3
Step Three
Targeted Search

We go find the person. Not job board posting. Direct, targeted outreach to passive candidates who are currently doing this job somewhere else and aren't on the market. We work our network, research your competitors, and pursue the people who aren't applying.

Passive candidates. Active pursuit.
4
Step Four
Curated Presentation

You receive a shortlist of 3–5 qualified candidates, with detailed profiles on each, including our assessment of fit, strengths, and any honest concerns. You only see people we'd actually recommend. We don't pad the list to look busy.

Quality over volume, always.
5
Step Five
Offer Through Onboarding

We stay through the finish line. Offer support, counteroffer navigation, start date logistics, plus a check-in at 30, 60, and 90 days to make sure the placement is actually working. The search isn't done when the offer is signed.

We stay in it with you.
90-Day Placement Guarantee
If your placement leaves within 90 days of their start date for any reason other than position elimination or company-initiated layoff, we conduct a full replacement search at no additional retainer fee. No fine print. No debate about whose fault it was.

"The best recruiting isn't transactional. It’s relational, strategic, and grounded in knowing the market. Not just the job description."

Blue Sky Talent Solutions

Why Blue Sky

What separates
us from the rest

01
Straight talk, always
No sales fluff, no overpromising. We tell you what we're seeing in the market and what's realistic, even when it's not what you want to hear. You'll be better for it.
02
Specialty depth
We've recruited in complex, credential-heavy, multi-site environments where most generalist firms struggle to gain traction. That experience changes what's possible on your search.
03
National reach
Active networks and sourcing across major U.S. markets and industries, from healthcare and clinical research to manufacturing, financial services, legal, and beyond.
04
Senior attention, start to finish
You work directly with the person who knows your search. Your search doesn't get handed off. Your deadlines don't get deprioritized. That's the deal.
Who We Serve

Industries &
specialties

If your industry has credential barriers, a thin active candidate pool, or roles where the wrong hire has downstream consequences, we've been there. Our work spans ten industries, and the common thread isn't the sector. It's the complexity of the search.

Healthcare & Life Sciences
Dental & Healthcare Organizations→
Physicians & Advanced Practice Providers→
Medical Anesthesia & CRNAs→
Pharmaceuticals, Biotech & Clinical Research→
Technical & Specialized
Technology→
Manufacturing & Skilled Trades→
Construction & Engineering→
Energy & Utilities→
Professional
Financial Services & Accounting→
Legal→
Logistics & Supply Chain→
Professional Services & Consulting→
Sarah Harrison, Founder of Blue Sky Talent Solutions
Meet the Founder

Sarah Harrison

Founder & Principal Recruiter

Blue Sky Talent Solutions is a founder-led firm. When you work with us, that means when you work with us, you work directly with Sarah. No account managers. No handoffs. The person you talk to on day one is the person running your search.

Sarah brings 20+ years of talent acquisition experience across healthcare, higher education, manufacturing, professional services, and specialty clinical environments. She's built recruiting functions from the ground up, led national search campaigns across dozens of markets, and developed a particular depth in hard-to-fill roles where thin candidate pools and credential complexity make most recruiters walk away.

Her approach is direct, transparent, and grounded in real market knowledge, not optimism. She'll tell you what's true about your search before she tells you what you want to hear.

Experience
20+ Years in Talent Acquisition
Specialization
Healthcare, Clinical, Multi-Industry
Based In
Watkinsville, GA · Nationwide
Approach
Senior-led. Honest. Partner-first.
For Candidates

Looking for your
next opportunity?

We place professionals across all of our practice areas, from physicians and CRNAs to operations leaders, financial professionals, engineers, and beyond. If you're open to the right opportunity, we want to know you before the search starts.

Submit Your Resume ↗
Healthcare & Dental Professionals
Physicians & Advanced Practice Providers
Medical Anesthesia & CRNAs
Clinical Research & Biotech
Engineering & Skilled Trades
Financial Services & Accounting
Legal & Professional Services
Executive & Operations Leadership
Insights

Straight talk on
talent & hiring

View all on LinkedIn ↗
Market Intelligence
Why Your Physician Search Is Taking Longer Than It Should
The candidate pool isn't the problem. Here's what most hiring teams get wrong before the search even starts — and how to fix it before you're three months in.
Sarah Harrison Read on LinkedIn ↗
Recruiting Strategy
The Real Cost of an Empty Seat in Clinical Research
It's not just lost productivity. Delayed trials, compliance exposure, and sponsor relationships are all on the line. What the numbers actually look like — and what to do about it.
Sarah Harrison Read on LinkedIn ↗
Hiring Advice
What a Good Recruiter Should Tell You Before the Search Starts
Comp reality. Pool size. Realistic timeline. Red flags in the job description. If your recruiter isn't having this conversation upfront, that's your first warning sign.
Sarah Harrison Read on LinkedIn ↗
Get in Touch

Let's talk about
what you need

Whether you have an urgent search or a longer-term hiring challenge, we're happy to have a straight conversation about whether we're the right fit. No pitch, no pressure.

Email info@blueskytalentsolutions.com
Phone (404) 513-6866
Location Watkinsville, GA  ·  Nationwide
LinkedIn linkedin.com/in/sarah-harrison1

Send a message