The Client: A PE-Backed Healthcare Organization Scaling Across Canada
A private equity–backed healthcare organization operating a rapidly growing network of clinics across Canada.
With strong momentum and a clear mandate to scale, from roughly 70 locations today to several hundred over the next decade, the business had reached an inflection point. Continued growth would require more than operational excellence; it demanded internal leadership capable of building scalable systems and infrastructure to support the next phase, including a more deliberate approach to IT leadership recruitment.
The Challenge: Building IT Leadership Without an Existing Internal Function
Despite its size and trajectory, the organization had never built an internal IT leadership function.
IT needs were being managed through:
- A single internal IT resource
- External vendors
- An interim executive IT consultant
This model worked in the early stages, but as the organization expanded, it became clear that:
- Technology decisions needed clear ownership
- Systems and security would need to scale alongside clinic growth
- Leadership needed to shift from reactive support to strategic enablement
The client wasn’t just looking to “fill a role.” They needed help defining what strong IT leadership should look like in a high-growth, multi-location healthcare environment, and how a thoughtful IT leadership recruitment strategy would support that evolution as the organization continued to scale.
The Approach: Defining the Role and Finding the Right IT Leader for Scale
ML6 partnered closely with the client’s HR and Operations leaders to shape the role before taking it to market.
Rather than starting with a job description, the focus was on:
- Understanding the organization’s growth plans, operating model, and culture
- Advising on the scope and seniority required for a first internal IT leader
- Identifying candidates with experience scaling IT functions in complex, multi-site environments
- Assessing not just technical capability, but leadership style, adaptability, and long-term potential
This consultative approach ensured that the IT leadership recruitment process aligned with both immediate operational needs and longer-term growth objectives.
Throughout the process, ML6 worked closely with shortlisted candidates, ensuring alignment with the pace, expectations, and realities of a rapidly growing organization.
The Outcome: A First-Ever Director of IT to Support Long-Term Growth
ML6 delivered a shortlist of six highly qualified candidates, all based in the Calgary region.
The process included:
- Multiple interview rounds with HR and operational leadership
- On-site meetings at the client’s Calgary office
- Ongoing advisory support from ML6 senior leadership
- Comprehensive reference checks to support final decision-making
The successful hire sourced from ML6 Search + Talent Advisory became the organization’s first internal Director of IT, establishing a foundation for future technology leadership and demonstrating the impact of a well-executed IT leadership recruitment strategy.
Why This Matters
Scaling a high-growth healthcare organization isn’t about reacting to gaps, it’s about anticipating what the next stage requires.
This case study highlights that:
- First-time leadership roles benefit from thoughtful definition before hiring
- Senior hires are most effective when aligned with both current operations and future scale
- Strong partnerships enable organizations to move confidently through periods of growth and change
In addition to building the organization’s first internal IT leadership role, ML6 has supported several other key hires across the business, including:
- Director of Human Resources
- Vice President, Operations
- Regional Director, Operations
- Talent Acquisition Specialist
- Clinic Manager (Ontario)
Together, these hires reflect a deliberate, well-planned approach to building leadership and operational strength as the organization continues to scale nationally.