Stop the revolving door of frontline clinical staff.
The "cost of vacancy" for a missing Medical Assistant or Triage RN is devastating to your patient flow. We stop the churn by finding frontline talent who perfectly match your commute radius, culture, and hourly economics. And we back them with a 12-month guarantee.
Our Retention Protocol
Commute Reality Checks
We don't pitch candidates who live 45 minutes away. We know that long commutes lead to rapid turnover.
Economic Honesty
We ensure the candidate's salary expectations perfectly align with your budget before the first interview.
Cultural Resilience
We find candidates who thrive in your specific environment, whether it's a fast-paced urgent care or a quiet specialty clinic.
You don't just need resumes. You need reliability.
Posting a job for a Medical Assistant usually results in a flood of unqualified resumes, candidates who ghost interviews, or new hires who quit in the first 90 days for a dollar more an hour.
We solve the reliability problem. By tying our profit directly to the candidate's 12-month retention, we are financially incentivized to only send you candidates who actually want to stay and grow with your practice.
12-Month Guarantee
"Our fee is tied to your hire staying a full year, so we only send people who plan to stay."
Frontline roles we place:
We source the essential clinical staff that keeps your practice running.
Medical Assistants
Certified (CMA) and Registered (RMA) Medical Assistants who excel at patient triage, vitals, and EMR documentation.
Nursing Staff
Registered Nurses (RN) and Licensed Practical Nurses (LPN/LVN) for clinical triage, infusions, and specialized care.
- Registered Nurses (RN)
- Licensed Practical Nurses (LPN/LVN)
- Triage RNs
- Clinic RNs
Specialized Techs
Radiology Technicians, Sonographers, Phlebotomists, and other essential diagnostic support staff.
- Radiology Technicians
- Sonographers
- Phlebotomists
- Surgical Technologists
Medical Assistants: Two-Site Build
A growing primary care group needed medical assistants across two locations and had been through a cycle of hires who left inside ninety days, most for a small hourly increase elsewhere.
We screened on commute radius and pay expectation before skills, because those are what actually predicted the leaving. Candidates outside a realistic drive were declined even when they were strong on paper.
Questions about hiring clinical support staff
What does the 12-month guarantee mean?
Our fee is tied to your hire staying a full year. Because our profit depends on 12-month retention, we only send candidates who want to stay and grow with your practice.
How do you find medical assistants who stay?
By screening for the things that predict leaving. Commute: we do not pitch candidates who live 45 minutes away. Pay: we make sure salary expectations match your budget before the first interview. Culture: we find people who thrive in your kind of environment, whether that is a fast-paced urgent care or a quiet specialty clinic.
Which clinical support roles do you place?
Medical assistants, both certified (CMA) and registered (RMA). Nursing staff, including registered nurses, licensed practical nurses, triage RNs and clinic RNs.
Specialized technicians, including radiology technicians, sonographers, phlebotomists and surgical technologists.
How quickly can you start?
Once you send us your open roles, we assign a dedicated recruiter who begins sourcing local talent within 24 hours.
Stop the turnover.
Submit your open clinical support roles below. We will assign a dedicated recruiter to begin sourcing local talent within 24 hours.
What is driving this hire?
Knowing why the seat is open helps us find someone who will stay in it.