Happy 4th of July from Optimum RTS!

We are hoping that you and your family enjoyed a relaxing and fun-filled holiday! We are here for you and your company any time you need it, whether it is hiring, training, consulting, and more.

Marketing Magic & Money Moves with John Dalton

In this month’s spotlight, Optimum RTS owner John Dalton joins Patti Heid, Director of Best Practices and Compliance at the Home Care Association of Florida (HCAF), for an insightful conversation on “Marketing Magic and Money Moves: Winning Tactics for Homecare Growth.”

John shares his journey from launching his sales career in 1991 to founding Optimum RTS, a leader in healthcare recruiting, training, and staffing. In the episode, he dives into powerful strategies for driving sales in the home health industry, including how to stand out, create meaningful referral relationships, and build a marketing team that truly understands the art of connection.

Key Takeaways:

• Why “everything is sales” beyond just your marketers
• How to paint the picture for referral sources
• What top-performing sales reps do differently
• Proven tactics to increase visibility and drive growth in your agency

Don’t miss this episode packed with practical insights and real-world experience.

If you would like to view the Newsletter in its original form, please use the button below.

As this new offering takes shape, we believe it’s important for our clients and partners to get to know the person behind it. In this interview, Susan shares what fuels her passion for HR, explains the concept of Fractional HR, and outlines how it can help your company improve efficiency and drive success. Read on to learn more about Susan’s journey and the exciting direction Optimum RTS is heading.

Can you tell us a bit about your career path and how you got into Human Resources?

I actually started out in staffing, and I’ve always been drawn to the human side of business, how people work, grow, and thrive within organizations. Early in my career, I found myself gravitating toward roles where I was solving people’s problems, maximizing operational efficiency, and shaping team dynamics, even when it wasn’t technically in my job description.

Eventually, I realized that what I loved doing most was actually what HR should be all about: building cultures that bring out the best in people and aligning people strategy with business goals. So I leaned in, pursued formal training and opportunities, and built my career from there.

Since then, I’ve worked across industries and company sizes, from high-growth startups to more established organizations, leading People Operations, developing leadership teams, and helping businesses scale in thoughtful, human-centered ways. Now, in my fractional work, I get to partner with mission-driven companies that are ready to take their people practices to the next level, without needing a full-time HR executive just yet.

How do you define or describe “Fractional HR” to someone unfamiliar with the concept?

“Fractional HR” is a way for companies, especially startups or small to mid-sized businesses, to get experienced HR leadership without hiring someone full-time.

Here’s a simple way to explain it: Fractional HR means hiring an experienced HR professional (often at the leadership or strategic level) on a part-time, contract, or project basis. Instead of bringing someone on as a full-time head of HR, a company gets a “fraction” of their time and expertise to handle specific needs like shaping people strategy, supporting leadership, managing org changes, or building foundational processes. Think of it like having a “rent-a-head-of-HR” or on-demand HR executive who can plug in quickly, bring big-company know-how, and scale their involvement based on what the business actually needs and can afford.

What makes Optimum RTS’s approach to Fractional HR services unique?

What sets Optimum RTS apart is our blend of big-company expertise with small-company agility. We’re not just filling a seat or managing HR tasks; we act as strategic partners, embedding ourselves into your business to truly understand your goals, challenges, and culture. That way, we can deliver tailored, high-impact solutions that make sense for where you are now and where you’re headed.

Our approach is hands-on, relationship-driven, and results-oriented. Whether it’s refining your people strategy, supporting leadership through change, or building out foundational HR systems, we bring a level of senior insight without the full-time cost. And because we work across industries and growth stages, we’re able to bring fresh perspective, tested frameworks, and a “been-there-before” steadiness to the table.

Ultimately, our goal is to help your company scale in a way that keeps people at the center, building not just processes, but a culture you’re proud of.

What do clients often not realize they’re missing until they work with fractional HR support?

Many organizations don’t realize how much time they’re spending managing people-related issues or how much strategic opportunity they’re missing until they have the right HR partner in place. HR is often seen as purely administrative, focused on compliance, payroll, or hiring logistics. But with fractional HR support, especially at a senior level, businesses quickly discover the value of having a strategic thought partner to help navigate leadership dynamics, organizational design, culture shifts, and performance challenges.

Fractional HR isn’t just about policies, it’s about aligning people with business strategy and building a foundation for sustainable growth. By bringing an outside perspective and cross-industry experience, we help uncover hidden gaps, such as unclear leadership accountability, underdeveloped management, or misaligned culture. Our presence gives leaders the clarity and space to think bigger, lead more effectively, and ultimately drive their business forward, often realizing just how essential strategic HR is only after experiencing the difference it makes.

When they bring in fractional HR support, they’re often surprised by:

• The clarity that comes with strategy. Instead of reacting to issues, they start making intentional, proactive decisions about culture, structure, and growth.
• How quickly things can improve. Even small interventions like tightening up hiring practices, creating clearer roles, or coaching a leadership team can have a ripple effect on performance and morale.
• What “great” can actually look like. Many haven’t seen what strong People Ops looks like at scale, so when we bring in best practices that are tailored to their size and stage, it’s eye-opening.
• The relief of having a trusted thought partner. Someone who can zoom out, understand the business, and say, “Here’s what matters most right now and here’s how we tackle it.”

It’s not just about compliance or checklists, it’s about creating the foundation for a culture and company where people can thrive, and where leaders feel equipped to lead well.

What drives or motivates you most about your work?

What motivates me most is seeing the real impact that thoughtful people’s practices can have, not just on business outcomes, but on people’s everyday experiences at work.

I love helping leaders connect the dots between strategy and culture, and watching teams transform when they feel seen, supported, and set up to succeed. Whether it’s helping a founder navigate a tough org change, coaching a new manager into confidence, or designing systems that make people’s lives easier, I’m driven by those moments where things just click and momentum builds.

At the end of the day, I do this work because I believe companies can be both high-performing and deeply human. Helping to build workplaces that reflect that belief is what keeps me going.