{"type":"video","version":"1.0","html":"<iframe src=\"https://www.loom.com/embed/c77d56675db345b9bfceee53e751b9ce\" frameborder=\"0\" width=\"1280\" height=\"960\" webkitallowfullscreen mozallowfullscreen allowfullscreen></iframe>","height":960,"width":1280,"provider_name":"Loom","provider_url":"https://www.loom.com","thumbnail_height":960,"thumbnail_width":1280,"thumbnail_url":"https://cdn.loom.com/sessions/thumbnails/c77d56675db345b9bfceee53e751b9ce-a3e31fd1249a0a20.gif","duration":132,"title":"Larissa","description":"This Loom explains how to diplomatically justify why a clinic cannot hire an x-ray type at the same salary level from 2019. The speaker created a data explanation, noting that the candidates the company wanted were making about 57 while the company wanted to pay around 45, and warned that higher intensity “super metal” candidates could burn out and increase turnover. After sending three matching candidates, the client first targeted the “golden medal” candidate, who asked for around 60 and was interviewed as someone ready to be a manager rather than seeking an x-ray position. The speaker concludes that the work is challenging because it requires careful phrasing and diplomacy."}