Clinical hiring at scale across 19 hospitals

The network operated 19 hospitals under one HR function, but hiring ran as 19 separate processes. Clinical credential verification was manual and slow, and time-to-shortlist averaged eleven weeks — long enough that strong candidates took other offers. Regulators required every hiring decision to be auditable, ruling out opaque automation.

We scoped IAMhr to the three highest-friction steps first: sourcing, screening and credential verification, with human-in-the-loop gates at every decision point. A two-week integration brought Workday and the credential verification service into the platform's data boundary, so no candidate data left the network's tenant. We deployed to three pilot hospitals, measured the delta, then rolled out to all nineteen.

IAMhr's sourcing agents ranked internal, alumni and market candidates against a live skills ontology, with every ranking carrying its evidence and confidence. Screening produced explainable shortlists reviewers could accept or override in one click. Credential verification ran as a governed agent workflow, with exception cases routed to human reviewers automatically. Recruiter throughput tripled, and every decision carried a full audit trail.