OVERVIEW

Client Goals

Reduce HR Burden

Free internal HR teams from repetitive hiring cycles to focus on strategic workforce planning and employee engagement.

Standardize Hiring

Establish consistent recruitment, screening, and onboarding standards across all 18 locations.

Improve Retention

Reduce first-year turnover from 35% to under 15% through better candidate matching and structured support.

Restore Revenue Cycle

Fully staff billing, coding, and claims teams to eliminate processing backlogs and recover lost revenue.

Ensure Compliance

Maintain Joint Commission and state regulatory standards across all administrative and support staffing.

Scale Flexibly

Build a staffing model that adjusts to seasonal demand, facility growth, and organizational changes.

Technology Alignment

ADMINISTRATIVE

Patient Access Representatives, Medical Receptionists, Scheduling Coordinators, Office Managers, Executive Assistants

REVENUE CYCLE

Medical Billers, Coders (CPC, CCS), Claims Processors, Accounts Receivable Specialists, Payment Posting Clerks

HEALTH INFORMATION

HIM Technicians, Medical Records Clerks, Release of Information Specialists, Data Entry Analysts

SUPPORT SERVICES

HR Coordinators, Compliance Assistants, Quality Assurance Analysts, Credentialing Specialists

CHALLENGE

The hospital network faced several critical issues:

High Turnover Rates

Non-clinical turnover exceeded 35% annually, particularly in medical billing, coding, and front-desk roles.

HR Resource Drain

Internal HR teams spent over 60% of their time on repetitive hiring, leaving no capacity for strategic planning.

Inconsistent Hiring Standards

Each facility managed its own recruitment, leading to inconsistent candidate quality across locations.

Operational Bottlenecks

Unfilled administrative roles caused delays in patient registration, billing, and records management.

SOLUTION

Strategic Approach

WORKFORCE ASSESSMENT

Audited non-clinical roles across all 18 locations, mapping staffing gaps, turnover patterns, and seasonal demand.

CENTRALIZED RECRUITMENT

Established a single recruitment pipeline with standardized job descriptions, screening criteria, and onboarding protocols.

TEMP-TO-PERM MODEL

Deployed contract-to-hire for high-turnover roles, allowing evaluation before permanent commitment.

DEDICATED ACCOUNT TEAM

Assigned a dedicated team with healthcare administrative expertise to manage the full staffing lifecycle.

COMPLIANCE & CREDENTIALING

Handled all background checks, credential verification, and compliance documentation to meet regulatory standards.

RETENTION PROGRAM

Implemented 30/60/90-day check-ins with candidates and supervisors to address issues early.

CONCLUSION

Results Achieved

40% Reduction in HR Overhead

Freed internal HR teams to focus on strategic initiatives and employee engagement.

85+ Roles Filled in 6 Months

Placed qualified professionals across all 18 locations within the first two quarters.

22% Improvement in Retention

First-year turnover reduced from 35% to 13% through the temp-to-perm model and structured check-ins.

Faster Revenue Cycle

Fully staffed billing teams reduced claim processing time by 18 days, improving cash flow by $2.1M annually.

Standardized Operations

Consistent hiring standards improved administrative service quality scores by 28% across all facilities.

Ongoing Partnership

The engagement expanded into a managed staffing partnership covering all non-clinical hiring needs.