Ron Pobuta

Healthcare hiring isn’t just about filling roles. It’s about protecting your team, your patients, and your long-term stability. A true healthcare hiring platform should do more than post jobs. It should help you: ✅ Track every candidate in one place ✅ Build referrals into the hiring process ✅ Stay compliant automatically ✅ Hire faster without sacrificing quality ✅ Reduce turnover with real hiring insights If your tools feel disconnected, your hiring probably is too. Read the full blog: 5 Must-Have Features Every Full-Service Healthcare Hiring Platform Needs 👇 https://lnkd.in/gmpweUaw #HealthcareHiring #HealthcareRecruiting #HiringPlatform #EmployeeReferrals #ATS #StaffingShortages #Retention #WorkforceStability #Refered

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Hiring for Federally Qualified Health Centers (FQHCs) comes with unique challenges—limited talent pools, budget constraints, complex compliance requirements, and increasing competition for clinical and leadership talent. When roles stay open, the impact is immediate: staff burnout increases, patient access suffers, and leadership is pulled away from strategic priorities to focus on urgent hiring needs. This is where a trusted recruitment partner makes a difference. The right partner understands the mission, accesses hard-to-reach candidates, reduces time-to-fill, and eases the burden on internal teams—allowing FQHC leaders to stay focused on delivering care to their communities. Strong hiring support isn’t just helpful. It’s essential to sustaining care. #HealthcareRecruitment #FQHC #CommunityHealth #HealthcareLeadership #WorkforceStrategy

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⚠️ DME Industry Warning ⚠️ ♦️Why DME Turnover Stays at 30–50% We recently helped a DME company roll out an eNPS system to measure employee engagement. We thought we were diagnosing culture — but what we found was ☄️pay☄️ To understand the scope, we conducted a broader wage study across the DME sector — and the findings were consistent and clear. The core issue isn’t productivity, market conditions, or even HR’s processes. ❌It’s leadership mindset. For years, leaders in DME were rewarded for maximizing margin at any cost. That profit-first mentality often meant underpaying critical frontline roles, neglecting pay alignment, and ignoring market movement. Even as some of those leaders have moved on, their practices — and the culture they built — remain deeply embedded. 🔷 Most DME companies sit comfortably around 30% profit margins, yet pay gaps are everywhere. 📌Here’s what we saw: • CSRs doing the hardest work, earning the least. • Managers with identical roles, 20–30% pay gaps because of who and when hired them. • Sales reps on the same commission plan, different base pay. • Clinicians perform identical duties but earn different wages due to outdated pay scales. ⁉️And leadership still wonders why turnover hovers at 30–50% — nearly retail levels. ‼️This isn’t a labor problem. It’s a leadership accountability problem. 🌐 Until eNPS scores become a true leadership metric, not just an HR report, nothing will change. Turnover will stay high, culture will stay fragile, and the best people will keep walking out the door. 🎙️ DME organizations must shift from profit at all costs to profit through people, or keep losing the ones who care the most.

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Credentialing Secrets Every DME Owner Should Know Credentialing is one of the most critical steps in building a successful Durable Medical Equipment (DME) business. Without proper payor approvals, your claims can be denied, reimbursements delayed, and revenue stalled. The truth? Most credentialing issues come from incomplete documentation, missed requirements, or lack of follow-up. If you want smoother approvals and fewer denials, here’s what every DME owner should focus on: ✅ Ensure all policies and procedures align with CMS and payor requirements ✅ Submit complete and accurate Medicare, Medicaid, and private insurance applications ✅ Track application status consistently and follow up proactively ✅ Keep documentation audit-ready at all times When done correctly, credentialing becomes a growth driver—not a bottleneck. Avoid costly mistakes. Get approved faster. Protect your revenue. 👉 Need help with DME credentialing and payor approvals? Book a Call with us: https://lnkd.in/ez6K3EF7 #dmeagency #DMECredentialing #DMECompliance #DMEBusiness #HealthcareCredentialing #MedicalBilling #MedicareEnrollment #DMEProviders

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🩺 Attracting top caregivers is more competitive than ever. Did you know 62% of long-term care applicants expect an interview within 4 days or less? Hireology's latest study reveals what today’s long-term care job seekers want — and where your facility may be losing talent. Get exclusive insights and actionable steps to help your facility hire better, faster, and smarter in 2025: https://hubs.ly/Q03DD_w-0

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We’re pleased to share that Clever Care Health Plan members in LA, Orange and San Bernardino Counties now have access to 350 additional primary care physicians through our partnership with CareMore Health. 👏🏻 By connecting members to CareMore’s 13 neighborhood clinics across three counties, we’re expanding access to coordinated, high-touch care for chronic and complex conditions.

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Medical Laboratory staffing isn’t just a hiring challenge. It’s a stability challenge. Across the country, labs are navigating persistent vacancies, rising labor costs, evolving technical demands, and burnout tied to constant backfill cycles. Traditional staffing models often address the immediate gap, but rarely solve the long-term workforce equation. At Conexus MedStaff, we take a different approach. Our latest blog breaks down how healthcare organizations can think beyond short-term coverage and build a more durable MLS workforce strategy. Inside, we explore how to: • Create a sustainable recruitment pipeline for experienced MLS professionals • Reduce turnover through structured long-term support models • Improve operational efficiency without relying on premium contract labor • Align lab staffing decisions with broader financial and workforce planning goals Whether you’re leading a single laboratory or overseeing multiple facilities, workforce stability isn’t just an HR initiative. It’s an operational and financial strategy. If lab retention, continuity, and cost predictability are priorities this year, this is worth a read. 📖 Read the full blog here: https://bit.ly/4l7rwd9 #HealthcareLeadership #MedicalLaboratory #WorkforceStability #LabStaffing #HealthcareOperations #ASCP #HospitalLeadership

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Here's what 231 open Infection Prevention positions across 42 states tells us about our workforce crisis: • 43% of openings have been posted for 60+ days • Leadership roles average 79 days to fill • Staff positions average 72 days to fill • Hawaii leads time-to-fill at 132 days These aren't just statistics — they represent hospitals struggling without critical IP expertise while HAIs continue to threaten patient safety. When IP positions sit vacant for months, infection rates climb. The data doesn't lie: we need systemic change in how healthcare values and invests in infection prevention.

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Recover $1 million in an audit? That's 10 nurses. Reimbursement isn't just a billing issue — it's a patient care issue. ⬇️ #HealthLaw #HealthcareReimbursement #HospitalFinance

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How do you avoid panic hiring when a physician resigns? Here are 4 steps to keep control: 1. Create a locum-ready coverage plan before the need hits 2. Work with a partner who already knows your specialty mix 3. Prioritize credentialing timelines early 4. Don’t wait to recruit, keep your talent pipeline active Which step is hardest for your team? #physicianstaffing #locumstrategy #clinicalrecruitment #hospitalleadership #medsourceconsultants

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What’s really driving nurse retention in today’s challenging healthcare landscape?    A recent Becker’s Hospital Review article highlights four nurse retention strategies that are proving effective:    - Offering flexible schedules to support work-life balance  - Creating clinical ladder programs to provide clear growth opportunities  - Providing mental health resources to help combat burnout  - Conducting stay interviews to understand what keeps nurses engaged and motivated    That last strategy is more than just a concept. Providence Health has successfully implemented stay interviews by checking in with new nurses early to ask what is working, what isn’t, and where they need support: https://lnkd.in/ep2HaP4y   From a Talent Acquisition perspective, this is key. Retention starts the moment someone accepts the offer. When hiring teams understand why nurses stay, they can recruit smarter and target candidates who are more likely to succeed long-term.    Plus, focusing on retention strengthens your employer brand and helps reduce costly turnover.    So here is a question for TA leaders: How are you working with your clinical teams to make retention a core part of your hiring process?    👇 Read the full article for practical strategies that are working now.    #HealthcareTA #NurseRetention #TalentStrategy #EmployeeExperience #Onboarding #HealthcareRecruiting 

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Beat the Heat of APP Recruitment with Profiles Database 🌞 Finding qualified Advanced Practice Providers doesn’t have to be a challenge. With the APLeads Database, you can connect directly with CRNAs, Nurse Practitioners, and Physician Assistants who match your exact hiring needs. Here’s how APLeads helps you recruit smarter: ✔ Filter by profession, specialty, location, and state license ✔ Access verified, up-to-date candidate information ✔ Target experienced providers ready for new opportunities Whether you’re sourcing physicians or advanced practitioners, Profiles has all the data you need in one place. Don’t miss out—reach out today to get access! 👉 Learn more here: https://lnkd.in/gTXh3yc3 #APPRecruitment #ProfilesDatabase #APLeads #SmartSourcing

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How Skilled Nursing Facilities Can Increase Daily Rates Through Effective MDS Management The Minimum Data Set (MDS) plays a critical role in determining your facility’s reimbursement rates. Accurate, detailed MDS documentation not only reflects resident care complexity but directly impacts your daily rate and revenue. At Paragon Post Acute Care, we help facilities optimize MDS outcomes by: ✔️ Providing thorough, precise clinical documentation ✔️ Collaborating closely with MDS coordinators to ensure alignment ✔️ Supporting timely, compliant data submissions ✔️ Enhancing communication between clinical and administrative teams Our partnership approach helps you maximize reimbursement while delivering top-quality, compliant care. #MDSManagement #PostAcuteCare #SNFReimbursement #ParagonPostAcute #FacilitySupport

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We are thrilled to be partnering with Cedars-Sinai, assisting with multiple key leadership roles. Each opportunity includes direct perspective from the hiring leaders, providing a clearer understanding of the scope, priorities, and expectations upfront. Click on the post to review the Job Announcements and watch the role-specific videos from the hiring leaders.

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𝘼𝙧𝙚 𝙮𝙤𝙪𝙧 𝙡𝙚𝙖𝙙𝙚𝙧𝙨 𝙩𝙧𝙪𝙡𝙮 𝙘𝙤𝙣𝙣𝙚𝙘𝙩𝙚𝙙 𝙩𝙤 𝙩𝙝𝙚 𝙛𝙧𝙤𝙣𝙩𝙡𝙞𝙣𝙚, 𝙤𝙧 𝙖𝙧𝙚 𝙩𝙝𝙚𝙮 𝙡𝙚𝙖𝙙𝙞𝙣𝙜 𝙛𝙧𝙤𝙢 𝙖 𝙙𝙞𝙨𝙩𝙖𝙣𝙘𝙚? 𝘿𝙖𝙩𝙖 𝙞𝙨 𝙘𝙧𝙪𝙘𝙞𝙖𝙡, 𝙗𝙪𝙩 𝙬𝙝𝙖𝙩 𝙝𝙖𝙥𝙥𝙚𝙣𝙨 𝙬𝙝𝙚𝙣 𝙮𝙤𝙪 𝙘𝙤𝙢𝙗𝙞𝙣𝙚 𝙞𝙩 𝙬𝙞𝙩𝙝 𝙩𝙝𝙚 𝙞𝙣𝙫𝙖𝙡𝙪𝙖𝙗𝙡𝙚 𝙞𝙣𝙨𝙞𝙜𝙝𝙩𝙨 𝙤𝙛 𝙮𝙤𝙪𝙧 𝙛𝙧𝙤𝙣𝙩𝙡𝙞𝙣𝙚 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚𝙨? 𝗧𝗵𝗲 𝗣𝘂𝗹𝘀𝗲 𝗼𝗳 𝗜𝗺𝗽𝗮𝗰𝘁𝗳𝘂𝗹 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝗻 𝗛𝗲𝗮𝗹𝘁𝗵𝗰𝗮𝗿𝗲 We're featuring Jence Garza, the CEO of Advanced Health Education Center (AHEC) and MEDRelief Staffing. With an extensive background as a Radiographer and a Master's in Health Care Administration, Jence brings a unique ground-level perspective on managing complex healthcare systems. His company, AHEC, has been a leader in continuing medical education and consulting for advanced imaging technologies since 1988. In this clip, Jence reveals that data-driven decisions are only half the battle. He explains why truly impactful leadership requires a deep understanding of the systems in place and, most importantly, meaningful engagement with the people who use them every day. Discover how these conversations can be your organization's greatest asset in everything from workflow improvement to cybersecurity. 𝘏𝘦𝘳𝘦 𝘪𝘴 𝘸𝘩𝘢𝘵 𝘺𝘰𝘶 𝘸𝘪𝘭𝘭 𝘭𝘦𝘢𝘳𝘯: 🧠 𝘞𝘩𝘺 𝘭𝘦𝘢𝘥𝘦𝘳𝘴 𝘮𝘶𝘴𝘵 𝘶𝘯𝘥𝘦𝘳𝘴𝘵𝘢𝘯𝘥 𝘵𝘩𝘦 𝘴𝘺𝘴𝘵𝘦𝘮𝘴 𝘵𝘩𝘦𝘺 𝘮𝘢𝘯𝘢𝘨𝘦 𝘣𝘦𝘧𝘰𝘳𝘦 𝘵𝘩𝘦𝘺 𝘤𝘢𝘯 𝘦𝘧𝘧𝘦𝘤𝘵𝘪𝘷𝘦𝘭𝘺 𝘭𝘦𝘢𝘥 𝘵𝘩𝘦𝘮. 🤝 𝘛𝘩𝘦 𝘱𝘰𝘸𝘦𝘳 𝘰𝘧 𝘢𝘴𝘬𝘪𝘯𝘨 𝘪𝘯𝘴𝘪𝘨𝘩𝘵𝘧𝘶𝘭 𝘲𝘶𝘦𝘴𝘵𝘪𝘰𝘯𝘴 𝘢𝘯𝘥 𝘩𝘢𝘷𝘪𝘯𝘨 𝘳𝘦𝘢𝘭 𝘤𝘰𝘯𝘷𝘦𝘳𝘴𝘢𝘵𝘪𝘰𝘯𝘴 𝘸𝘪𝘵𝘩 𝘧𝘳𝘰𝘯𝘵𝘭𝘪𝘯𝘦 𝘴𝘵𝘢𝘧𝘧. 🛡️ 𝘏𝘰𝘸 𝘦𝘯𝘨𝘢𝘨𝘪𝘯𝘨 𝘺𝘰𝘶𝘳 𝘵𝘦𝘢𝘮 𝘪𝘴 𝘵𝘩𝘦 𝘧𝘪𝘳𝘴𝘵 𝘭𝘪𝘯𝘦 𝘰𝘧 𝘥𝘦𝘧𝘦𝘯𝘴𝘦 𝘢𝘨𝘢𝘪𝘯𝘴𝘵 𝘤𝘺𝘣𝘦𝘳𝘴𝘦𝘤𝘶𝘳𝘪𝘵𝘺 𝘵𝘩𝘳𝘦𝘢𝘵𝘴 𝘰𝘯 𝘰𝘱𝘦𝘳𝘢𝘵𝘪𝘰𝘯𝘢𝘭 𝘴𝘺𝘴𝘵𝘦𝘮𝘴. 📊 𝘔𝘰𝘷𝘪𝘯𝘨 𝘣𝘦𝘺𝘰𝘯𝘥 𝘫𝘶𝘴𝘵 𝘥𝘢𝘵𝘢 𝘵𝘰 𝘮𝘢𝘬𝘦 𝘵𝘳𝘶𝘭𝘺 𝘪𝘯𝘧𝘰𝘳𝘮𝘦𝘥 𝘢𝘯𝘥 𝘪𝘮𝘱𝘢𝘤𝘵𝘧𝘶𝘭 𝘥𝘦𝘤𝘪𝘴𝘪𝘰𝘯𝘴. 𝗗𝗼𝗻'𝘁 𝗺𝗶𝘀𝘀 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝗲𝗽𝗶𝘀𝗼𝗱𝗲: 𝘀𝗲𝗲 𝘁𝗵𝗲 𝗰𝗼𝗺𝗺𝗲𝗻𝘁𝘀 𝗳𝗼𝗿 𝗹𝗶𝗻𝗸𝘀. #HealthcareLeadership #EmployeeEngagement #DataDriven #Cybersecurity #MedicalImaging #PACS #Radiology #HealthTech #LeadershipInsights #AHEC

Current projections from the Association of American Medical Colleges show the U.S. faces a shortage of up to 86,000 physicians by 2036 Medscape conducted a survey of 1,001 physicians (Top Takeaways): - Two-thirds of the physicians surveyed said their organizations were trying to hire Physicians. - More than half of the organizations were hiring at multiple locations, and 81% aim to hire one to five full-time physicians. - 63% of physicians said there is a shortage of qualified applicants in their markets - 40% of physicians surveyed said the unfilled roles will affect their work-life balance. https://lnkd.in/gjXRpctv

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Closing out SIA’s Healthcare Staffing Summit on a high note! Staffing Industry Analysts’ Chief Analyst Barry Asin is leading the closing keynote, Achieving Breakthrough Growth in the New Reality of Healthcare Staffing, joined by an all-star panel including Liz Tonkin, President & CEO, MedPro Healthcare Staffing; John Maaske, CEO, Triage; Taylor Faught, CEO, TRS Healthcare; and Tony Munafo, CEO, Prolink. This session is built for small and mid-sized healthcare staffing firms looking to scale in a rapidly changing landscape. These seasoned executives who have each grown their businesses beyond $100M are sharing actionable strategies, best practices, and insights to drive sustainable growth in the years ahead. #healthcare #staffing #leadership #growth  

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