After acquiring a 250-bed hospital in a geographically challenging area, a 40-hospital health system faced a backlog of more than 1,000 open requisitions and urgent demand to align recruitment processes with system wide standards. The hospital had limited internal capacity and high contract labor costs. The client needed a flexible healthcare RPO partner to streamline processes, reduce vacancy levels, and eventually return hiring operations back to the internal team, all while navigating location-based sourcing challenges.
Our Approach
To support a full recruitment turnaround, we deployed a high-touch RPO strategy combining sourcing, recruiter on demand, requisition management, and long-term transition planning to bring talent acquisition functions fully in-house within 11 months.
Full-Cycle RPO Engagement
Our team launched with a recruiter, sourcer, and coordinator dedicated to requisition management, candidate flow, and hiring leader engagement. We focused on priority roles first—nursing, clinical support, allied health and then expanded to non-clinical departments.
Process & Tech Optimization
We implemented centralized intake procedures and requisition tracking via JobAdder and PowerBI dashboards. These tools gave the system visibility into req aging, response times, and pipeline health, all critical components for refining recruitment operations long-term.
Transition to In-House Talent Acquisition
By month 9, we began shifting reqs back to internal recruiters while continuing to support hard-to-fill roles. This phased handoff helped the system regain full recruitment control with continuity, while eliminating reliance on outside staffing vendors.
Results
In just 11 months, eHospitalHire helped this newly acquired hospital reduce its open requisitions from over 1,000 to just over 300, while filling 745 roles and preparing the internal team for full recruitment ownership. With an investment of $1.3M, the client saved significantly over traditional agency models, improved visibility into hiring performance, and reestablished internal recruitment confidence. This flexible RPO transition model demonstrated how targeted healthcare staffing solutions can deliver enterprise-level ROI and long-term sustainability.
745
Hires in Just 11 Months
$
1.3
M+
Total RPO Program Investment
70
%
Req Reduction - From 1,000+ to 300 Open Positions
100
%
In-House Return; Handoff Completed Within Project Timeline
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