Talent Development Manager
for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences.
Thus we need to decide which sections to include based on content.
We have:
- Overview: description of company, maybe not needed as separate heading? Could be "About ECG" but we already have "About ECG" heading. The instructions say use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we can also use other headings? It says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It implies those are examples; we can use other headings if appropriate? Probably we should stick to those categories. However we have "Overview" and "About ECG". Could combine into "About the role"? Actually "About the role" is a heading for role description. We have "Your Opportunity with ECG: Talent Development Manager" which is role description. So we could put that under About the role
. Then responsibilities under Responsibilities
. Qualifications under Qualifications
. Benefits under Benefits
. Pay under Pay
. Schedule under Schedule
. Skills maybe not separate; we have skills listed in qualifications.
We also have Job Locations; could be part of Schedule? Not exactly. Could be a short paragraph under About the role or separate? The instruction says we can include a section only when posting has real specific content. Job Locations is specific. Could we put it under a heading like "Location"? Not in examples but maybe allowed. However they said use h3 for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but to be safe we could incorporate location into a paragraph under About the role or under a separate "Location" heading? Might be better to include as a short paragraph under About the role.
We must remove boilerplate: EEO, E-Verify, etc. Also remove application instructions (Apply now..., To begin the recruitment process...). Also remove duplicated lines.
We must preserve all substantive information: company overview, role description, responsibilities bullet points, qualifications bullet points, job locations, schedule, pay range, benefits description.
We need to format responsibilities as - . Qualifications as
- . Benefits as
- . Pay as maybe a
with salary range. Schedule as
.
We must not repeat job title as heading. So we will not have a heading that says "Talent Development Manager". We'll put role description under About the role.
Let's extract content.
Overview: "With over 50 years of proven success, ECG, ranked as a Best Midsized Firm to Work For 2026 by Consulting Magazine, is the most experienced healthcare consulting firm in the US. Working exclusively in this space, our people consistently demonstrate their ability to solve challenges for providers and achieve better patient outcomes. Across our eight office locations, we’re seeking individuals who will show the courage to find innovative solutions and make a direct impact on the delivery of healthcare services nationwide."
About ECG: "ECG is a national consulting firm that is redefining healthcare together with its clients. We provide a broad range of strategic, financial, operational, and technology-enabled consulting services to the full continuum of care, including hospitals, health systems, medical groups, academic medical centers, children’s hospitals, cancer centers, ambulatory surgery centers, investors, and payers/health plans. Our work focuses on creating practical, tailored solutions that help clients maximize resources and achieve sustainable results. We value collaboration, integrity, and innovation, and are committed to fostering an inclusive and supportive work environment."
Job Details: "Your Opportunity with ECG: Talent Development Manager The talent development manager designs, implements, and continuously improves enterprise-wide talent initiatives that strengthen leadership effectiveness, support employee growth and engagement, and improve organizational performance. This role translates organizational priorities and workforce needs into innovative learning and talent solutions, supports change initiatives, builds leadership capability across all levels, and uses data-driven insights to achieve measurable business and talent outcomes. The ideal candidate is an experienced talent development professional with expertise in leadership development, coaching, facilitation, change management, and people manager training. This individual combines strategic thinking with strong execution and presentation skills, serving as a trusted adviser to leaders across the organization."
Responsibilities: bullet list under "Your Responsibilities May Include". We'll extract each bullet.
Responsibilities bullets:
- Leadership Development
- Create learning journeys that build critical leadership capabilities, including communication, coaching, feedback, accountability, emotional intelligence, inclusion, and strategic thinking.
- Partner with business leaders to identify leadership development needs and align solutions with organizational goals.
- Evaluate program effectiveness using participant feedback, behavioral change indicators, and business outcomes.
- Manager Effectiveness and Coaching
- Design and deliver manager training programs focused on people leadership fundamentals.
- Coach leaders and managers on employee development, performance management, difficult conversations, team effectiveness, and leadership challenges.
- Develop tools, resources, and guides that strengthen manager capability and confidence.
- Consult with leaders on employee development strategies and talent-related challenges.
- Talent and Employee Development
- Partner with human resources to support career development initiatives, talent reviews, and succession planning processes.
- Collaborate with human resources partners to strengthen talent management practices and employee growth opportunities.
- Collaborate with the DIB manager to develop programs that promote employee engagement, inclusion, belonging, and career growth.
- Optimize assessment tools and feedback data to support employee and leadership development.
- Measurement and Analytics
- Establish metrics and evaluation methods to assess development program effectiveness.
- Analyze application, engagement, and performance data to identify trends and opportunities.
- Prepare reports and recommendations for senior leadership regarding talent development outcomes and future initiatives.
Qualifications: list.
- Bachelor’s degree in human resources, organizational development, psychology, education, business, or a related field
- 8+ years of experience in talent development, learning and development, leadership development, organizational development, human resources, or related disciplines
- Experience designing and facilitating leadership development and manager training programs
- Experience within a professional service, consulting, healthcare, or matrixed organization
- Experience coaching leaders and managers at multiple organizational levels
- Strong facilitation, presentation, and group coaching skills
- Demonstrated ability to influence stakeholders and build partnerships across functions
- Strong project management and organizational skills
- Excellent verbal, written, and interpersonal communication skills
- Travel required up to 20%
Job Locations: "Atlanta, Boston, Chicago, Dallas, Minneapolis, San Diego, or Washington, DC"
Schedule: "Candidates to be required to work a hybrid schedule with at least 2 days per week in the office" and "Schedule Full time/exempt". So schedule: full-time exempt, hybrid (at least 2 days per week in office).
Pay/Benefits: "The estimated base salary range for this job is $125000.00 - $135000.00 annually. It represents a good faith estimate of the range that ECG reasonably expects to pay at the time of the job posting. The actual salary paid will vary based on multiple factors, including but not limited to years of experience, special skills, and market changes. This job is eligible to participate in ECG’s annual incentive compensation program, which reflects ECG’s pay-for-performance philosophy. The job is also eligible to participate in ECG’s benefit plans, which include medical, dental, and vision coverage, a 401(k) matching program, unlimited PTO, and other wellness programs."
Thus we have Pay and Benefits sections.
We must not include filler like "commensurate with experience". Not present.
We must not include application instructions: "Apply now and make an impact for years to come. To begin the recruitment process, please submit your resume via our career site at https://careers.ecgmc.com." Remove.
EEO boilerplate: remove.
Now construct HTML.
We'll have:
About the role
... combine Overview, About ECG, and Job Details? Actually About the role should contain role description and maybe company overview. We can include overview and About ECG as part of About the role. But we might want to keep them separate? The instruction says prefer a few substantive sections over many thin ones. So we could have About the role containing overview, About ECG, and role opportunity. That's fine.
Thus
About the role
then a containing all that prose.
Then
Responsibilities
then - ... each bullet as
- . Should we keep sub-bullets? The original had headings like Leadership Development etc. Those are not separate sections but could be represented as
- with bold? But we must preserve all substantive information; we could keep the headings as part of the
- text. Eg: "
- Leadership Development: Create learning journeys...". However the instruction says use
- for any list of duties/requirements/benefits. It doesn't forbid adding emphasis inside. We'll keep the content as is.
Thus each bullet line as
- . For sub-bullets we can keep them as separate
- under same category? Might lose grouping but still preserve info. Could embed headings inside
- . Simpler: each bullet point as
- with the full sentence.
Thus we will list all responsibility bullets as separate
- . That will be many items but okay.
Similarly for Qualifications.
Benefits: list medical, dental, vision coverage, 401(k) matching program, unlimited PTO, other wellness programs.
Pay:
with salary range and note about incentive.
Schedule:
describing full-time exempt, hybrid at least 2 days per week in office.
Location: maybe include in About the role paragraph or separate
Location
. Since location is substantive, we could add a short paragraph under About the role or separate. I'd add a short paragraph after About the role maybe as part of same . But we already have a
for About the role; we could add location sentence there.
Let's craft About the role paragraph:
"With over 50 years of proven success, ECG, ranked as a Best Midsized Firm to Work For 2026 by Consulting Magazine, is the most experienced healthcare consulting firm in the US. Working exclusively in this space, our people consistently demonstrate their ability to solve challenges for providers and achieve better patient outcomes. Across our eight office locations, we’re seeking individuals who will show the courage to find innovative solutions and make a direct impact on the delivery of healthcare services nationwide. ECG is a national consulting firm that is redefining healthcare together with its clients. We
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. Thus we need to decide which sections to include based on content. We have: - Overview: description of company, maybe not needed as separate heading? Could be "About ECG" but we already have "About ECG" heading. The instructions say use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we can also use other headings? It says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It implies those are examples; we can use other headings if appropriate? Probably we should stick to those categories. However we have "Overview" and "About ECG". Could combine into "About the role"? Actually "About the role" is a heading for role description. We have "Your Opportunity with ECG: Talent Development Manager" which is role description. So we could put that under About the role
. Then responsibilities under Responsibilities
. Qualifications under Qualifications
. Benefits under Benefits
. Pay under Pay
. Schedule under Schedule
. Skills maybe not separate; we have skills listed in qualifications.
We also have Job Locations; could be part of Schedule? Not exactly. Could be a short paragraph under About the role or separate? The instruction says we can include a section only when posting has real specific content. Job Locations is specific. Could we put it under a heading like "Location"? Not in examples but maybe allowed. However they said use h3 for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but to be safe we could incorporate location into a paragraph under About the role or under a separate "Location" heading? Might be better to include as a short paragraph under About the role.
We must remove boilerplate: EEO, E-Verify, etc. Also remove application instructions (Apply now..., To begin the recruitment process...). Also remove duplicated lines.
We must preserve all substantive information: company overview, role description, responsibilities bullet points, qualifications bullet points, job locations, schedule, pay range, benefits description.
We need to format responsibilities as - . Qualifications as
- . Benefits as
- . Pay as maybe a
with salary range. Schedule as
.
We must not repeat job title as heading. So we will not have a heading that says "Talent Development Manager". We'll put role description under About the role.
Let's extract content.
Overview: "With over 50 years of proven success, ECG, ranked as a Best Midsized Firm to Work For 2026 by Consulting Magazine, is the most experienced healthcare consulting firm in the US. Working exclusively in this space, our people consistently demonstrate their ability to solve challenges for providers and achieve better patient outcomes. Across our eight office locations, we’re seeking individuals who will show the courage to find innovative solutions and make a direct impact on the delivery of healthcare services nationwide."
About ECG: "ECG is a national consulting firm that is redefining healthcare together with its clients. We provide a broad range of strategic, financial, operational, and technology-enabled consulting services to the full continuum of care, including hospitals, health systems, medical groups, academic medical centers, children’s hospitals, cancer centers, ambulatory surgery centers, investors, and payers/health plans. Our work focuses on creating practical, tailored solutions that help clients maximize resources and achieve sustainable results. We value collaboration, integrity, and innovation, and are committed to fostering an inclusive and supportive work environment."
Job Details: "Your Opportunity with ECG: Talent Development Manager The talent development manager designs, implements, and continuously improves enterprise-wide talent initiatives that strengthen leadership effectiveness, support employee growth and engagement, and improve organizational performance. This role translates organizational priorities and workforce needs into innovative learning and talent solutions, supports change initiatives, builds leadership capability across all levels, and uses data-driven insights to achieve measurable business and talent outcomes. The ideal candidate is an experienced talent development professional with expertise in leadership development, coaching, facilitation, change management, and people manager training. This individual combines strategic thinking with strong execution and presentation skills, serving as a trusted adviser to leaders across the organization."
Responsibilities: bullet list under "Your Responsibilities May Include". We'll extract each bullet.
Responsibilities bullets:
- Leadership Development
- Create learning journeys that build critical leadership capabilities, including communication, coaching, feedback, accountability, emotional intelligence, inclusion, and strategic thinking.
- Partner with business leaders to identify leadership development needs and align solutions with organizational goals.
- Evaluate program effectiveness using participant feedback, behavioral change indicators, and business outcomes.
- Manager Effectiveness and Coaching
- Design and deliver manager training programs focused on people leadership fundamentals.
- Coach leaders and managers on employee development, performance management, difficult conversations, team effectiveness, and leadership challenges.
- Develop tools, resources, and guides that strengthen manager capability and confidence.
- Consult with leaders on employee development strategies and talent-related challenges.
- Talent and Employee Development
- Partner with human resources to support career development initiatives, talent reviews, and succession planning processes.
- Collaborate with human resources partners to strengthen talent management practices and employee growth opportunities.
- Collaborate with the DIB manager to develop programs that promote employee engagement, inclusion, belonging, and career growth.
- Optimize assessment tools and feedback data to support employee and leadership development.
- Measurement and Analytics
- Establish metrics and evaluation methods to assess development program effectiveness.
- Analyze application, engagement, and performance data to identify trends and opportunities.
- Prepare reports and recommendations for senior leadership regarding talent development outcomes and future initiatives.
Qualifications: list.
- Bachelor’s degree in human resources, organizational development, psychology, education, business, or a related field
- 8+ years of experience in talent development, learning and development, leadership development, organizational development, human resources, or related disciplines
- Experience designing and facilitating leadership development and manager training programs
- Experience within a professional service, consulting, healthcare, or matrixed organization
- Experience coaching leaders and managers at multiple organizational levels
- Strong facilitation, presentation, and group coaching skills
- Demonstrated ability to influence stakeholders and build partnerships across functions
- Strong project management and organizational skills
- Excellent verbal, written, and interpersonal communication skills
- Travel required up to 20%
Job Locations: "Atlanta, Boston, Chicago, Dallas, Minneapolis, San Diego, or Washington, DC"
Schedule: "Candidates to be required to work a hybrid schedule with at least 2 days per week in the office" and "Schedule Full time/exempt". So schedule: full-time exempt, hybrid (at least 2 days per week in office).
Pay/Benefits: "The estimated base salary range for this job is $125000.00 - $135000.00 annually. It represents a good faith estimate of the range that ECG reasonably expects to pay at the time of the job posting. The actual salary paid will vary based on multiple factors, including but not limited to years of experience, special skills, and market changes. This job is eligible to participate in ECG’s annual incentive compensation program, which reflects ECG’s pay-for-performance philosophy. The job is also eligible to participate in ECG’s benefit plans, which include medical, dental, and vision coverage, a 401(k) matching program, unlimited PTO, and other wellness programs."
Thus we have Pay and Benefits sections.
We must not include filler like "commensurate with experience". Not present.
We must not include application instructions: "Apply now and make an impact for years to come. To begin the recruitment process, please submit your resume via our career site at https://careers.ecgmc.com." Remove.
EEO boilerplate: remove.
Now construct HTML.
We'll have:
About the role
... combine Overview, About ECG, and Job Details? Actually About the role should contain role description and maybe company overview. We can include overview and About ECG as part of About the role. But we might want to keep them separate? The instruction says prefer a few substantive sections over many thin ones. So we could have About the role containing overview, About ECG, and role opportunity. That's fine.
Thus
About the role
then a containing all that prose.
Then
Responsibilities
then - ... each bullet as
- . Should we keep sub-bullets? The original had headings like Leadership Development etc. Those are not separate sections but could be represented as
- with bold? But we must preserve all substantive information; we could keep the headings as part of the
- text. Eg: "
- Leadership Development: Create learning journeys...". However the instruction says use
- for any list of duties/requirements/benefits. It doesn't forbid adding emphasis inside. We'll keep the content as is.
Thus each bullet line as
- . For sub-bullets we can keep them as separate
- under same category? Might lose grouping but still preserve info. Could embed headings inside
- . Simpler: each bullet point as
- with the full sentence.
Thus we will list all responsibility bullets as separate
- . That will be many items but okay.
Similarly for Qualifications.
Benefits: list medical, dental, vision coverage, 401(k) matching program, unlimited PTO, other wellness programs.
Pay:
with salary range and note about incentive.
Schedule:
describing full-time exempt, hybrid at least 2 days per week in office.
Location: maybe include in About the role paragraph or separate
Location
. Since location is substantive, we could add a short paragraph under About the role or separate. I'd add a short paragraph after About the role maybe as part of same . But we already have a
for About the role; we could add location sentence there.
Let's craft About the role paragraph:
"With over 50 years of proven success, ECG, ranked as a Best Midsized Firm to Work For 2026 by Consulting Magazine, is the most experienced healthcare consulting firm in the US. Working exclusively in this space, our people consistently demonstrate their ability to solve challenges for providers and achieve better patient outcomes. Across our eight office locations, we’re seeking individuals who will show the courage to find innovative solutions and make a direct impact on the delivery of healthcare services nationwide. ECG is a national consulting firm that is redefining healthcare together with its clients. We
- . Benefits as
- . Pay as maybe a
with salary range. Schedule as
. We must not repeat job title as heading. So we will not have a heading that says "Talent Development Manager". We'll put role description under About the role. Let's extract content. Overview: "With over 50 years of proven success, ECG, ranked as a Best Midsized Firm to Work For 2026 by Consulting Magazine, is the most experienced healthcare consulting firm in the US. Working exclusively in this space, our people consistently demonstrate their ability to solve challenges for providers and achieve better patient outcomes. Across our eight office locations, we’re seeking individuals who will show the courage to find innovative solutions and make a direct impact on the delivery of healthcare services nationwide." About ECG: "ECG is a national consulting firm that is redefining healthcare together with its clients. We provide a broad range of strategic, financial, operational, and technology-enabled consulting services to the full continuum of care, including hospitals, health systems, medical groups, academic medical centers, children’s hospitals, cancer centers, ambulatory surgery centers, investors, and payers/health plans. Our work focuses on creating practical, tailored solutions that help clients maximize resources and achieve sustainable results. We value collaboration, integrity, and innovation, and are committed to fostering an inclusive and supportive work environment." Job Details: "Your Opportunity with ECG: Talent Development Manager The talent development manager designs, implements, and continuously improves enterprise-wide talent initiatives that strengthen leadership effectiveness, support employee growth and engagement, and improve organizational performance. This role translates organizational priorities and workforce needs into innovative learning and talent solutions, supports change initiatives, builds leadership capability across all levels, and uses data-driven insights to achieve measurable business and talent outcomes. The ideal candidate is an experienced talent development professional with expertise in leadership development, coaching, facilitation, change management, and people manager training. This individual combines strategic thinking with strong execution and presentation skills, serving as a trusted adviser to leaders across the organization." Responsibilities: bullet list under "Your Responsibilities May Include". We'll extract each bullet. Responsibilities bullets: - Leadership Development - Create learning journeys that build critical leadership capabilities, including communication, coaching, feedback, accountability, emotional intelligence, inclusion, and strategic thinking. - Partner with business leaders to identify leadership development needs and align solutions with organizational goals. - Evaluate program effectiveness using participant feedback, behavioral change indicators, and business outcomes. - Manager Effectiveness and Coaching - Design and deliver manager training programs focused on people leadership fundamentals. - Coach leaders and managers on employee development, performance management, difficult conversations, team effectiveness, and leadership challenges. - Develop tools, resources, and guides that strengthen manager capability and confidence. - Consult with leaders on employee development strategies and talent-related challenges. - Talent and Employee Development - Partner with human resources to support career development initiatives, talent reviews, and succession planning processes. - Collaborate with human resources partners to strengthen talent management practices and employee growth opportunities. - Collaborate with the DIB manager to develop programs that promote employee engagement, inclusion, belonging, and career growth. - Optimize assessment tools and feedback data to support employee and leadership development. - Measurement and Analytics - Establish metrics and evaluation methods to assess development program effectiveness. - Analyze application, engagement, and performance data to identify trends and opportunities. - Prepare reports and recommendations for senior leadership regarding talent development outcomes and future initiatives. Qualifications: list. - Bachelor’s degree in human resources, organizational development, psychology, education, business, or a related field - 8+ years of experience in talent development, learning and development, leadership development, organizational development, human resources, or related disciplines - Experience designing and facilitating leadership development and manager training programs - Experience within a professional service, consulting, healthcare, or matrixed organization - Experience coaching leaders and managers at multiple organizational levels - Strong facilitation, presentation, and group coaching skills - Demonstrated ability to influence stakeholders and build partnerships across functions - Strong project management and organizational skills - Excellent verbal, written, and interpersonal communication skills - Travel required up to 20% Job Locations: "Atlanta, Boston, Chicago, Dallas, Minneapolis, San Diego, or Washington, DC" Schedule: "Candidates to be required to work a hybrid schedule with at least 2 days per week in the office" and "Schedule Full time/exempt". So schedule: full-time exempt, hybrid (at least 2 days per week in office). Pay/Benefits: "The estimated base salary range for this job is $125000.00 - $135000.00 annually. It represents a good faith estimate of the range that ECG reasonably expects to pay at the time of the job posting. The actual salary paid will vary based on multiple factors, including but not limited to years of experience, special skills, and market changes. This job is eligible to participate in ECG’s annual incentive compensation program, which reflects ECG’s pay-for-performance philosophy. The job is also eligible to participate in ECG’s benefit plans, which include medical, dental, and vision coverage, a 401(k) matching program, unlimited PTO, and other wellness programs." Thus we have Pay and Benefits sections. We must not include filler like "commensurate with experience". Not present. We must not include application instructions: "Apply now and make an impact for years to come. To begin the recruitment process, please submit your resume via our career site at https://careers.ecgmc.com." Remove. EEO boilerplate: remove. Now construct HTML. We'll have:
About the role
... combine Overview, About ECG, and Job Details? Actually About the role should contain role description and maybe company overview. We can include overview and About ECG as part of About the role. But we might want to keep them separate? The instruction says prefer a few substantive sections over many thin ones. So we could have About the role containing overview, About ECG, and role opportunity. That's fine. Thus
About the role
then acontaining all that prose. Then
Responsibilities
then- ... each bullet as
- . Should we keep sub-bullets? The original had headings like Leadership Development etc. Those are not separate sections but could be represented as
- with bold? But we must preserve all substantive information; we could keep the headings as part of the
- text. Eg: "
- Leadership Development: Create learning journeys...". However the instruction says use
- for any list of duties/requirements/benefits. It doesn't forbid adding emphasis inside. We'll keep the content as is. Thus each bullet line as
- . For sub-bullets we can keep them as separate
- under same category? Might lose grouping but still preserve info. Could embed headings inside
- . Simpler: each bullet point as
- with the full sentence. Thus we will list all responsibility bullets as separate
- . That will be many items but okay.
Similarly for Qualifications.
Benefits: list medical, dental, vision coverage, 401(k) matching program, unlimited PTO, other wellness programs.
Pay:
with salary range and note about incentive. Schedule:
describing full-time exempt, hybrid at least 2 days per week in office. Location: maybe include in About the role paragraph or separate
Location
. Since location is substantive, we could add a short paragraph under About the role or separate. I'd add a short paragraph after About the role maybe as part of same. But we already have a
for About the role; we could add location sentence there. Let's craft About the role paragraph: "With over 50 years of proven success, ECG, ranked as a Best Midsized Firm to Work For 2026 by Consulting Magazine, is the most experienced healthcare consulting firm in the US. Working exclusively in this space, our people consistently demonstrate their ability to solve challenges for providers and achieve better patient outcomes. Across our eight office locations, we’re seeking individuals who will show the courage to find innovative solutions and make a direct impact on the delivery of healthcare services nationwide. ECG is a national consulting firm that is redefining healthcare together with its clients. We
- . Pay as maybe a