Staff hiring & training
Hiring is a full-time job. You already have one.
When your front desk quits or your biller retires, the last thing you need is to also become a recruiter. We source, vet, onboard, and train the administrative and billing staff your practice runs on.
The hardest hire in a medical practice isn't the doctor. It's the front-desk hire who'll still be there in two years. The biller who catches the weird denials without being told. The scheduler who actually follows up on cancelled slots.
These hires are hard because the role is hard. The people who do them well tend to stay once found. Finding them from scratch, as a practice owner, is a skill you don't have time to develop.
We've hired these roles many times over. We know what to look for, what the market pays, and how to get them onboarded fast. We also know which red flags cost practices six months of lost productivity when ignored.
Concretely, this is the work.
Role-definition workshops — the most common hiring failure is unclear role scope.
Sourcing — we have channels for billing, coding, and front-office talent that practices don't typically see.
Phone-screen and reference checks — the step owners routinely skip when busy.
Interview scorecards calibrated to your practice's actual workflow.
Onboarding plans — first 30, 60, 90 days mapped, so new hires ramp fast.
Workflow training on your specific EHR and billing processes.
Ongoing coaching for new hires in the first six months — when retention risk is highest.
We've done it for ourselves
Our own team is billing, coding, and compliance professionals. We hire these roles monthly — we know the market.
Tied to practice workflows
New hires arrive already calibrated to your billing, scheduling, and compliance standards — because we wrote the onboarding plan.
Retention focus
Getting to six-month retention is the hardest part. Our onboarding coaching is designed around it.
No cliff. No rip-and-replace.
Week 1 · Role definition
Scope the role properly. Many hiring failures start before the first interview.
Weeks 2–5 · Sourcing + interviews
Candidates in front of you. Interview scorecards. References pulled.
Post-hire · Onboarding
30-60-90 day plan executed. New hire reaches productivity 40% faster than DIY onboarding.
Real numbers, measured against your own baseline.
- Typical time-to-fill
- Weeks, not months
- Onboarding plan on day one
- 30-60-90
- Coaching window for new hires
- 6 months
Practices that lost key admin staff, practices expanding capacity, and any owner who's ever said "I can't afford to spend another week hiring."
Free audit
Curious where your practice is leaking money?
We'll audit your current workflow for free and show you exactly where to act — usually in under a week. No contract. You keep whatever we find.