Hiring a new leader for a memory care community isn’t just about filling a role; it’s about protecting your culture, ensuring consistency of care, and maintaining trust with families. Residents living with Alzheimer’s and other forms of dementia require environments that are calm, structured, and filled with empathy. That tone is set from the top.
As executive recruiters who specialize in senior care, we’ve seen how much impact the right (or wrong) leader can make. When recruiting for roles like Executive Director, Administrator, Wellness Director or Regional Manager for memory care, here are three red flags that should give you pause.
They Struggle to Articulate a Vision for Memory Care
Great leaders go beyond basic operations to bring clarity and purpose to how care should feel and function. If a candidate can’t articulate what makes memory care unique or how they would elevate both the resident and staff experience, they may lack the strategic depth the role requires.
What to ask instead:
“What does exceptional memory care look like to you, and how would you inspire your team to deliver it consistently?”
They Lack Experience Leading in High-Emotion Environments
Memory care is one of the most emotionally complex environments in senior living. Family members are under stress, staff face constant emotional fatigue, and residents may exhibit behaviors that require calm, patient responses. Leaders who have never worked in this type of environment may underestimate how much of their role involves emotional intelligence, not just operations.
What to watch for:
If they can’t give examples of de-escalating tense situations, supporting grieving staff, or guiding families through difficult transitions, they may not be the right fit.
They Talk About Staff Like a Problem, Not a Priority
The emotional toll on caregivers in memory care is real. Leaders must build trust, foster resilience, and work to retain team members who are critical to care continuity. If a candidate focuses more on staff frustrations than staff development, they may struggle to build the kind of environment where teams thrive.
What to listen for:
Seek out candidates who share how they’ve mentored teams, reduced burnout, or celebrated caregivers—especially in high-stress roles.
In memory care, leadership affects everything: quality of life, staff stability, compliance, occupancy, and your brand’s reputation. A poor fit in leadership can lead to inconsistent care, high turnover, and lost trust from families—consequences that are hard and costly to recover from.
Hiring someone who brings operational strength and a deep sense of purpose to memory care makes all the difference.
The right leader doesn’t just manage your community. They protect its heart. Talk to Aspen Associates to learn how we can help you identify the right leadership for crucial roles in memory care and beyond!