Vetted Health

Want to cut costs with offshore recruiters? Read this before you make a mistake. I’ve seen offshore recruiting work brilliantly and fail miserably. Cynet has built one of the fastest-growing staffing firms in the U.S. with a heavily offshore model. Here’s what makes the difference. ✅ Training & Leadership Offshore teams need the same structured training and ongoing coaching as in-house recruiters. Without that they fail. ✅ Team Structure Some agencies try to make offshore recruiters handle the entire process, while others use them as sourcing specialists or assistants. The best-performing teams define clear roles. ✅ Process & Systems A well-run offshore team operates within a defined system that make sure leads don’t fall through the cracks. I’ve seen offshore recruiting work extremely well and I’ve also seen it go completely off the rails.  The difference depends on execution and strategy. Have you had success (or struggles) with offshore teams?

If I could focus on just one thing, it would be this: rethinking how clinicians and recruiters interact with job boards. Someone asked me this the other day and the answer was easy. I would reimagine the job search experience to make it truly useful for BOTH clinicians and recruiters. ✅ For clinicians:  The goal would be to add real value to their search. Some AI-driven tools already automate job applications across multiple platforms. That’s the kind of radical shift I’d explore. How do we create a seamless, intuitive job search experience that actually helps clinicians land the right role? ✅ For recruiters: Their biggest challenge is finding the right candidates faster. I’d invest in tools that filter out the noise and surface high-quality candidates in a more intuitive way. When a recruiter logs into Vetted Health, they should instantly see the best-fit candidates, not spend hours sorting through mismatched profiles. I'd focus on building a platform that works smarter for everyone.

The biggest mistake in staffing is waiting until you have a job to start recruiting. This was a great conversation with Oliver Feakins about how most staffing firms are stuck in a cycle of transactional recruiting. The conversation usually goes: “Are you interested in this job?” “No? Okay, I’ll call you when something else comes up.” But what if the focus shifted?  Instead of waiting for the right job to open up, recruiters could proactively nurture their database and keep clinicians engaged. And for smaller agencies that don’t have the marketing resources, even simple segmentation and automated outreach can make a massive difference.  Make the “always recruiting” mindset part of your team’s playbook. TrackFive TravelNurseSource

Flooding recruiters with leads doesn’t make them more effective. It overwhelms them. "We just need more leads." We hear this frequently from staffing companies. But when we send tens of thousands of leads, they actually convert worse than if we sent fewer. Why? A massive database means nothing if most of your profiles are incomplete and missing key info/documents. Plus: If you have 100,000 candidates but no idea who’s actually looking for work, what good does it do?  Instead of chasing volume, the focus should be on enriching existing profiles.  Who’s actively searching?  Do you have their resume?  Their license?  Their job preferences? Too many leads can actually make recruiters less effective. Lead volume in a small team can be overwhelming and lead to errors. Recruiters then move on too quickly instead of focusing on high-intent candidates who are ready to be placed. The goal isn’t just more profiles. It's better matches. Do you agree? 

Recruiters, this is what you're competing with. People like Sarah who always go the extra mile. There are recruiters who meet their nurses in person, drop off gifts, and check in between contracts. Nurses remember the recruiters who make them feel valued long after the contract is signed. If you think getting a placement is the finish line, you already lost. If you think calling once and quitting because a nurse didn’t pick up is enough, you lost. There are recruiters who build their entire careers on rehires and referrals. That isn't luck. It's effort.

Why I’m collaborating with my competitor. And why you should care. Competition in staffing is a given but collaboration is what moves the industry forward. I’m excited to team up with Oliver Feakins from TravelNurseSource to give recruiters an inside look into how job boards really work. And more importantly, how to convert more candidates. This isn’t about Vetted or TNS. We’re helping recruiters to convert across ANY platform. What you’re in for at TalentTrack: ✅ How job boards attract and distribute talent ✅ Why some recruiters convert at a higher rate than others ✅ The lead flow mistakes we wish staffing firms would stop making ✅ How to build a strategy that works across multiple job boards Check it out here: https://lnkd.in/dsTa6keu

Recruiters disappear after 5 PM. Clinicians don’t. I came across a Facebook post where a nurse asked if it’s normal for recruiters to be unavailable after hours. The top comment? “Get a new recruiter.” And underneath a flood of recruiters pitching their services and offering to respond 24/7. Recruiters can’t be online 24/7 but candidates expect instant responses. The knee-jerk reaction to this would be “create a chatbot to monitor conversations after hours”. But it needs to go a step further than that. AI needs to be trained. Right now, Vetted has human agents assisting recruiters by engaging with clinicians after hours. The next step is to scale that 1,000x with AI. We’re fine-tuning large language models using tens of thousands of real recruiter conversations so AI doesn’t just sound like a recruiter, it sounds like a top 1% recruiter. The goal is to help staffing firms scale conversations without scaling headcount. 

Vetted Health was never built to scale. It started as an MVP built by a single engineer. It was functional and had minimal dependencies. Now as we grow, our biggest challenge isn’t adding new features but restructuring what already exists. And this is where my background as a product designer becomes critical. Engineers focus on the how and I focus on the why. 1. Understanding technical debt in context When we reviewed our codebase, the engineers immediately saw areas that needed restructuring. I added the business perspective: which fixes will have the biggest impact on user experience? 2. Scaling without unnecessary complexity A common mistake in scaling is over-engineering. Sometimes removing friction is more valuable than adding new features. 3. Aligning product roadmap with business growth We’re ensuring the next five years of development doesn’t lead to another rebuild. Vetted’s engineering expertise is in building architecture that makes scale possible. Mine is in ensuring we’re solving the right problems for recruiters. 

Who will be at NATHO this year in April? Would love to meet. Send me a message!

The healthcare staffing industry’s Covid hangover is a lesson in scaling gone wrong. Staffing firms had more demand than they could handle during Covid. Rates were sky high and contracts were everywhere. And many firms: - Scaled aggressively: hiring fast and expanding teams - Ignored long-term strategy: focusing on quick placements over sustainable growth - Got comfortable But now the job market has contracted and what we’re seeing are Small firms shutting down Mid-sized firms getting acquired This volatility has been seen in almost every other industry, including tech: - Meta scaled rapidly during Covid but then laid off 11,000 employees in 2022, spending nearly $1 billion in severance. That’s $88,000 per employee. - Dell and Salesforce both cut 10% of their workforce, laying off between 7,500 and 13,000 employees. - Microsoft shut down Skype once it lost relevance to Zoom and Team. Keep in mind that Skype was once a market leader. The lesson here is that booms never last. ✅ Don’t scale recklessly, do it intentionally. ✅ Plan for the downturn while riding the upturn. ✅ Sustainable businesses focus on retention and long term strategy This isn’t just a staffing industry problem. Every business should be paying attention.