Healthcare Industry Archives

Healthcare Hiring Trends: Stats, Challenges, and Strategies for 2026

Posted on February 2, 2026February 2, 2026 by Jake Link

Editor’s note: The article below is an excerpt from GoodTime’s 2026 Hiring Insights Report. The entire report is available to view online for free here.

Healthcare hiring teams enter 2026 facing intensified pressure across both talent supply and execution. The data shows that finding qualified candidates is the most significant challenge healthcare organizations experienced, outweighing all other issues by a clear margin. At the same time, process-related strain continues to slow hiring cycles, particularly in interviewing and decision-making.

Hiring outcomes deteriorated year over year, with healthcare organizations achieving a smaller share of their hiring goals in 2025 than in 2024. This decline sits alongside rising time-to-hire and persistent candidate drop-off, indicating that healthcare teams are not simply dealing with demand shocks, but with systems that struggle to convert interest into hires.

Looking ahead, healthcare leaders are prioritizing efficiency, speed, and process reliability. Technology investment and selective use of AI are increasingly viewed as necessary infrastructure to stabilize hiring operations rather than optional enhancements.

Unlock 2026’s top hiring strategies: Insights from 500+ TA leaders

Be the first to uncover deep hiring insights specific to your sector — straight from the highest-performing TA teams.

Get the report

2025 performance review

Healthcare hiring performance weakened in 2025. The data shows that organizations achieved a lower portion of their hiring goals than the year prior, reversing earlier progress and reinforcing how fragile gains in this sector can be.

This decline occurred alongside broader signs of strain. Time-to-hire increased for many healthcare teams, and competitive pressure remained high. Together, these signals suggest that hiring shortfalls were driven less by lack of effort and more by constraints in converting available candidates into completed hires.

Rather than pointing to a cyclical dip, the performance results indicate a structural challenge. When qualified talent is scarce and internal processes are slow or inconsistent, even modest disruptions can materially reduce hiring output.

Key challenges

Healthcare leaders are unequivocal about their primary challenge. A lack of qualified candidates stands clearly at the top of the list, reported more frequently than any other issue.

Just below that top concern is a dense cluster of related problems: skills that do not align with resumes, too many applicants to effectively screen, and candidates dropping out during the process. This combination signals that healthcare hiring teams are dealing with both scarcity and noise at the same time.

Execution and workload pressures form the next layer. Unmanageable recruiter workload, candidates holding multiple offers, and rising compensation expectations all contribute to instability, but they do not rival talent availability in prominence.

Scheduling and communication bottlenecks

Hiring slowdowns in healthcare are driven primarily by interviewer capacity and follow-through, not by sourcing alone. The most frequently cited bottleneck is a limited pool of available interviewers, which constrains throughput even when candidates are ready to move forward.

Closely following are delays in completing scorecards and the volume of applications requiring review. These responses point to pressure in the middle of the funnel, where decisions depend on busy clinicians and managers who are balancing hiring responsibilities with core operational work.

Scheduling delays and interview cancellations also feature prominently. However, the data suggests these are symptoms of a broader coordination problem rather than isolated failures. When interviewer availability is inconsistent and feedback cycles stall, scheduling becomes fragile and candidates wait longer than they are willing to tolerate.

Go beyond bandaid solutions to hit your healthcare hiring goals consistently

Automate your healthcare hiring process, increase candidate engagement rates, and fill open roles 50% faster.

Learn More

Candidate engagement dynamics

Candidate disengagement is a recurring theme in healthcare hiring. Dropout during the hiring process ranks among the most commonly experienced challenges, and it remains one of the most anticipated issues for the year ahead.

This pattern aligns with the bottleneck data. Candidates are most likely to disengage when interviews are delayed, rescheduled, or followed by long periods of silence. Engagement, in this context, is not primarily about personalization or employer branding. It is about momentum and clarity.

Healthcare candidates appear willing to enter the process, but far less willing to remain in it when progress slows or expectations are unclear.

Technology adoption and the role of AI in healthcare hiring

Healthcare organizations are applying automation and AI where it reduces ambiguity and manual effort in the hiring process. The strongest adoption appears in analytics and reporting and interview-related preparation, including generating interview questions.

A second tier of adoption supports interview execution, such as scheduling and interview analysis. These use cases reflect where healthcare teams feel the most operational pain: coordinating interviews, standardizing evaluation, and maintaining visibility into progress.

More candidate-facing automation, including chatbots and automated communications, appears lower in use. This suggests a cautious approach to automating interactions in a high-stakes hiring environment where trust and clarity matter.

Overall, AI is being positioned as supporting infrastructure, not as a substitute for clinical or managerial judgment.

Metrics healthcare teams prioritize

Healthcare hiring teams focus measurement on cost, stability, and outcomes. The most emphasized metrics include cost-per-hire and employee turnover, reflecting concern about the downstream impact of hiring decisions.

Quality of hire and time-based measures such as time-to-hire and time-to-fill also feature strongly. These metrics help teams assess whether hiring processes are producing durable results at a sustainable pace.

Candidate experience and conversion indicators are tracked, but they carry less weight than cost and retention-oriented measures. This suggests that healthcare organizations are primarily trying to control the operational and financial consequences of hiring instability.

2026 healthcare hiring outlook

Healthcare leaders expect the same core pressures to persist into 2026. Candidate preferences for fully remote work and continued dropout during the hiring process rise to the top of anticipated challenges.

Lack of qualified candidates and misalignment between skills and resumes remain close behind, indicating little expectation of relief on the supply side. Limitations of existing hiring technology also feature prominently, reinforcing concerns about whether current systems can support faster, more reliable execution.

The outlook reflects caution rather than optimism. Healthcare organizations are preparing for continued friction rather than a return to equilibrium.

2026 priorities

Healthcare hiring priorities for 2026 center on making hiring work more efficiently. Improving overall efficiency leads clearly, followed by reducing time-to-hire and improving offer acceptance.

Cost control and process standardization form the next tier of priorities, reinforcing the focus on repeatability and predictability. Optimizing automation and using AI to improve efficiency appear as enabling strategies rather than headline goals.

Candidate experience and relationship-building are present but secondary. The data suggests that healthcare leaders view experience improvements as the result of faster, more reliable processes, not as standalone initiatives.

Broad intent to invest further in hiring technology underscores this approach. For healthcare teams, modernization is increasingly seen as a prerequisite for maintaining hiring capacity under sustained pressure.

Final thoughts and key takeaways for healthcare hiring leaders

Address talent scarcity and signal quality at the same time
A lack of qualified candidates is the defining challenge in healthcare hiring, but it is compounded by skills mismatch, high applicant volume, and mid-process dropout. Screening rigor and process speed must improve together. Solving only one side of the equation will not materially improve outcomes.

Protect interviewer capacity and decision follow-through.
Limited interviewer availability and delayed scorecard completion are the most consistent brakes on hiring speed. Healthcare teams gain more by clarifying interviewer expectations, standardizing feedback workflows, and reducing cognitive load than by adding more candidates to the funnel.

Treat scheduling and coordination as operational infrastructure.
Scheduling delays and reschedules are not isolated issues. They reflect fragile coordination across busy clinical stakeholders. Reliable, structured scheduling workflows reduce downstream delays and directly lower candidate dropout.

Use AI to stabilize interviewing and visibility, not to automate judgment.
Healthcare teams see the most value from AI when it supports analytics, interview preparation, and coordination. These uses improve consistency and transparency without undermining trust in high-stakes hiring decisions.

Measure outcomes that reflect durability, not just speed.
Cost-per-hire, turnover, quality of hire, and time-based metrics dominate healthcare measurement for a reason. They reveal whether hiring decisions hold up under operational pressure. Experience metrics matter, but they follow from reliable execution.

Efficiency is the strategy for 2026.
Healthcare leaders are prioritizing efficiency, time-to-hire, and offer acceptance because the system cannot absorb additional friction. Technology modernization and process standardization are increasingly prerequisites for maintaining hiring capacity.

The path forward
Healthcare hiring success in 2026 will depend less on market relief and more on operational discipline. Teams that strengthen interviewer readiness, stabilize scheduling, deploy AI for insight, and align metrics with real outcomes will be best positioned to hire consistently in an environment where every delay carries real cost.

Healthcare Embraces AI Amidst Labor Shortage, GoodTime Report Reveals

Posted on March 8, 2024September 3, 2025 by Jake Link

GoodTime’s 2024 Hiring Insights Report: Healthcare Edition unveils how AI and automation have become vital tools for healthcare organizations struggling to fill crucial roles in a tight labor market.

San Francisco – March 12, 2024

In the face of an acute healthcare labor shortage, the 2024 Hiring Insights Report: Healthcare Edition, published today by GoodTime, reveals how healthcare talent acquisition (TA) teams harnessed AI and automation to address critical hiring challenges.

With the US Department of Labor projecting a shortage of 195,400 nurses by 2031 and a 37% increase in demand for home health aides, the report, based on a survey of 105 TA leaders in the healthcare sector, underscores the urgency for innovative hiring strategies to combat the labor crunch.

Key findings from the report:

100% of healthcare TA teams surveyed utilize some form of automation or AI for hiring.
Hiring goal attainment dipped to 45.6% in 2023.
The sector’s top challenges include sourcing qualified candidates, work-life balance, and adapting to remote or hybrid interview processes.
50% of healthcare organizations experienced layoffs in 2023.
97% of healthcare TA leaders plan to invest in more hiring technology in 2024.

Healthcare’s strategic response:

In the face of seemingly insurmountable challenges, the healthcare sector’s TA leaders have embraced:

AI-driven improvements in application and resume screening, and interview preparation.
A shift towards enhancing candidate experience and more efficient interview scheduling.
A move to standardize hiring processes for greater efficiency and fairness

“The healthcare sector is at a pivotal moment in grappling with a skilled labor shortage. Our report highlights how healthcare organizations are turning to AI and automation with optimism to navigate these challenges,” said Ahryun Moon, CEO & Co-Founder of GoodTime. “By optimizing their hiring processes with technology, they can focus on making meaningful connections with candidates that help them secure crucial talent in a lean market.”

To download the full report, visit goodtime.io.

About GoodTime

GoodTime helps talent acquisition teams hire up to 50% faster by automating interview scheduling, candidate communications, and more. Hundreds of the world’s leading companies including Slack, Sony Interactive Entertainment, Lyft, Shopify, and HubSpot trust GoodTime to accelerate their hiring process while maintaining a best-in-class candidate experience.

With advanced features like multi-day and panel interview scheduling, SMS and WhatsApp communication, workflow automation, intelligent interviewer selection, and powerful data and benchmarking reports, we’re helping enterprise companies cut their time-to-hire in half.

Learn more at goodtime.io.

Media Contact

For more information or to arrange an interview with Ahryun Moon, please contact:

Jake Link

press@goodtime.io

Unlock healthcare’s top hiring strategies in 2025

Our study of 105 healthcare TA leaders reveals how to hit your hiring goals in a challenging market.

Get the report

GoodTime Secures HIPAA Certification to Help Healthcare Hiring Teams Amid Rising Labor Shortage

Posted on August 7, 2023September 3, 2025 by Jake Link

As the U.S. grapples with an escalating shortage of health aides, nurses, and physicians, GoodTime secures HIPAA certification, enabling more health organizations to fill roles quickly with fewer resources.

August 8, 2023, SAN FRANCISCO – GoodTime (goodtime.io), a leading provider of AI-powered scheduling software, proudly announces the achievement of HIPAA/HITECH Type 1 Compliance. With this certification, GoodTime empowers more healthcare organizations to fill roles faster in the face of a healthcare labor shortage by utilizing Hire, the company’s flagship interview scheduling platform.

Addressing the Healthcare Labor Shortage

Amidst a severe shortage of health aides, nurses, physicians, and other healthcare professionals, GoodTime’s HIPAA certification brings a timely solution to hiring teams in the healthcare industry. Consulting firm Mercer projects a shortage of over 400,000 home health aides and 29,400 nurse practitioners by 2025. The Association of American Medical Colleges (AAMC) predicts a potential shortage of up to 122,000 physicians by 2032. This scarcity of healthcare professionals has intensified the competition for talent, making it crucial to fill open roles quickly to meet the needs of healthcare companies and the patients they serve.

Enhanced Possibilities with GoodTime’s HIPAA Certification

Healthcare organizations are already bound to strict HIPAA guidelines for any systems that directly handle sensitive patient information. As an extra measure of security for all protected health information (PHI), many of these organizations strive to only use HIPAA-compliant systems, even when those systems don’t directly interface with patients.

GoodTime’s certification is a significant milestone that re-affirms the company’s commitment to healthcare organizations and sets them apart as the only interview scheduling provider that is HIPAA-compliant. By adhering to the highest industry standards for data security and privacy, GoodTime helps healthcare talent acquisition teams streamline and automate their hiring workflows, minimize resource requirements, and fill roles faster in the midst of the labor shortage.

Ahryun Moon, GoodTime Co-Founder and CEO, expressed enthusiasm about the recent HIPAA certification, highlighting its importance for healthcare organizations. Moon stated, “We are thrilled to have obtained the HIPAA certification, as it strengthens our dedication to healthcare organizations during this challenging time. With secure, automated, and efficient scheduling, healthcare hiring teams can fill open positions swiftly, without all the manual work, and ultimately deliver exceptional care to patients.”

Purpose-Built Features for High-Volume Healthcare Hiring

GoodTime Hire leverages AI to revolutionize the healthcare hiring process, particularly for high-volume roles in the context of the labor shortage. Healthcare organizations use Hire to significantly reduce time-to-fill and provide a standout candidate experience, even as talent acquisition teams have become leaner. Teams hiring for high-volume healthcare roles benefit from features like:

SMS/WhatsApp messaging: Reach candidates via texting and WhatsApp to increase response rates and schedule faster.
Workflow automation: Auto-trigger messages and reminders to candidates and hiring managers — and automate the entire interview process with an intuitive workflow editor.
Screening and knockout questions: Stay focused on what matters and identify the most qualified talent automatically with screening questionnaires and knock-out questions.

About GoodTime

GoodTime helps people and companies drive better outcomes from their most important meetings by automating coordination, making sure the right people are in the room, and providing actionable meeting insights to hit goals faster.

The company’s flagship product, GoodTime Hire, helps hiring teams go beyond candidate experience and make every interview count. Hire uses AI to automate interview coordination, build better relationships during interviews, and deliver insights to continuously optimize the hiring process. Over 300 companies around the world like Slack, Box, HubSpot, Spotify, Okta, and Pinterest are getting to “yes” up to 70% faster with Hire. Learn more at goodtime.io.

Learn more about how GoodTime can help your organization with healthcare recruiting.

5 Reasons Why High-Volume Hiring Teams Miss Their Goals

Posted on May 8, 2023May 8, 2024 by Rachel Heller

Ah, high-volume hiring; your inbox is overflowing with resumes, your calendar is jam-packed with interviews, and your stress levels are off the charts. Or, maybe you’re on the opposite end of the spectrum and can’t seem to find enough applicants to fill your endless vacancies.

Hitting hiring goals amid all of this chaos can quickly become a real challenge—especially with limited time and resources. But luckily, we’re here to help make sense of it all.

Here are five common reasons why high-volume hiring teams miss their goals, along with key solutions to help you improve your recruitment process.

Reason 1: Slow, Inefficient Communication With Candidates

Let’s face it—maintaining consistent communication is hard. And when you’re trying to coordinate interviews with countless candidates, things can quickly spiral out of control.

Gaps in communication and slow response times are bad, bad news for a high-volume hiring process. This can cause delays in scheduling interviews, lower response rates from candidates, and missed opportunities with stellar talent.

Pro-Tip: Leverage Email/SMS Templates and Automation

Templatizing your communication—whether that’s through email or text message—and utilizing a healthy dose of automation is the recipe for success. This way, candidates stay informed and engaged throughout the process.

Communication templates eliminate the manual work involved in drafting up a whole new message for every candidate in your pipeline. Even better, tech tools that enable automation reduce the time and effort required to send messages and coordinate with applicants, all while ensuring consistent communication.

Human-centric AI to crush your high-volume hiring goals

Engage candidates immediately via SMS and WhatsApp, harness instant bulk scheduling, and automate hiring workflows.

Learn More

Reason 2: Limited Time and Resources

Time is of the essence and helpful resources are essential when you’re a high-volume recruiter. Yet of course, these are the two elements that today’s teams lack the most.

The current hectic economic landscape has dealt a heavy blow to many recruiting teams, slashing budgets in half and reducing headcount in one fell swoop. High-volume hiring was hard before, and it’s even harder now. Teams must manage multiple candidates and coordinate a variety of interviews with less bandwidth and support to do so.

Pro-Tip: Streamline the Screening and Scheduling Process

To improve your efficiency and make the most of your resources, consider using technology to fast-track some of the most tedious, manual parts of the hiring process. For many recruiters, this means the resume screening and interview scheduling process.

That’s where your applicant tracking system (ATS) comes in. And if you don’t already have one, it’s time to change things. Here are our ATS recommendations. An ATS helps recruiters quickly filter through large volumes of resumes and identify the most qualified candidates.

But an ATS can’t do it all on its own. An advanced interview scheduling software automates the entire process of getting interviews on the books, from gathering a candidate’s availability to finding the best available interviewers. That way, recruiters have more bandwidth for the most high-value tasks.

Reason 3: Lack of Organizational Planning

High-volume hiring is oftentimes chaotic. And when you’re dealing with hundreds of candidates, it can feel hard to stay organized and on top of everything. But without a solid plan in place, you’re already setting yourself up for failure.

That’s why effective organizational planning is absolutely essential for successful high-volume hiring. Without a well-defined hiring process in place, recruiters may struggle to manage their time effectively, communicate with stakeholders, and make informed hiring decisions.

Pro-Tip: Align and Define the Stages of the Hiring Process

If you want to amp up your organizational planning, consider creating detailed hiring plans that outline each stage of the hiring process and the specific roles and responsibilities of each stakeholder.

For example, a hiring plan might include a timeline of each hiring stage, from candidate sourcing to final offer acceptance, as well as the specific actions and tasks required for each stage. By having a clear plan in place, recruiters can manage their time and resources more efficiently, communicate more effectively with stakeholders, and make better hiring decisions.

Reason 4: Candidates Dropping Out

When you’re managing such a large talent pool, many—or most—applicants that you come across just aren’t going to be the right fit. Yet even if you get a dazzling resume, there’s so many opportunities throughout the hiring process for qualified talent to become disengaged and drop out altogether.

Having candidates occasionally drop out is expected when you’re a high-volume recruiter. The quick, simple application process sometimes means candidates aren’t as invested in moving forward. However, failing to address the faults in your process makes it that much harder to win qualified talent.

Pro-Tip: Simplify the Hiring Process

We could go on and on about the variety of ways that recruiters can prevent candidates from dropping out. In fact, implementing all of our previously mentioned pro-tips amounts to a better candidate experience and a higher likelihood of securing the best candidates.

However, there’s one tip that we haven’t mentioned yet, and it’s an important one: simplify the hiring process. High-volume recruiting isn’t the place for an overly-complicated process. You want to get talent in the door fast, and candidates want to get to work ASAP.

Simplifying the hiring process can take many shapes. For instance, recruiting via SMS or WhatsApp allows candidates to quickly go through the hiring process via the device that they have on them at all times: their phone.

Reason 5: Not Enough Leads in the Funnel

When it comes to high-volume hiring, having a strong recruitment funnel with a pipeline of potential candidates is essential to success. But for some high-volume recruiting teams, generating a consistent flow of leads is a major challenge.

Without a steady stream of qualified candidates, recruiting efforts can quickly become stalled, and positions may remain unfilled for longer periods of time.

Pro-Tip: Improve Employer Branding

Investing in your employer brand proves that sometimes it’s worth it to play the long game. When candidates have a positive perception of your employer brand, they’re more likely to apply for open positions and recommend your company to their networks.

So, how do you build up your employer brand? To start, conduct a brand audit to assess your company’s current reputation and identify areas for improvement. This could involve gathering feedback from current and past employees, analyzing online reviews and ratings, and researching how your company is perceived in the job market.

Once you have a better understanding of your company’s brand perception, you can start taking steps to improve it. This could involve investing in employee engagement initiatives, such as offering professional development opportunities or creating a more flexible work environment.

Transform Your High-Volume Hiring Today

Leveraging advanced hiring technology gives talent teams the best chance to hit their hiring goals and fill high-volume roles faster and more efficiently than ever before.

GoodTime Hire is the high-volume recruiting software that provides talent teams with advanced automated interview scheduling for high-volume roles through SMS, WhatsApp, and email messaging. Quickly reach out to candidates, schedule interviews effortlessly, and let automation take care of the rest.

Looking for Healthcare Recruiting Software? Use This Checklist

Posted on January 11, 2023March 11, 2024 by Rachel Heller

If you’re like most recruitment teams in healthcare, you’re feeling the pressures of the industry. Few recruiters, an abundance of open roles, and a major talent shortage create a perfect storm for today’s talent teams. And the secret to successfully navigating the rough waters? Enlisting the help of healthcare recruiting software.

The right technology allows healthcare recruiters to streamline their processes for efficiency and scale their interview volume—even when facing limited resources. But with a variety of software options out there, how can you ensure you’re investing in the right one?

Use our 10-point checklist to help you choose the best healthcare recruiting software:

Unlock healthcare’s top hiring strategies in 2025

Our study of 105 healthcare TA leaders reveals how to hit your hiring goals in a challenging market.

Get the report

1. Compatibility With Your Existing Systems

First things first: the software that you choose should be compatible with your existing systems. You’ll want to ensure that the software can seamlessly integrate with your ATS and any other critical systems that help you move your recruitment process along. The last thing you want is the inability to use your current systems or to transfer your data between your old and new tech; that’s simply an unnecessary headache.

2. Ease of Use

Software that’s intuitive and easy to use is a must-have. This will help get your talent team up and running to use the tech quickly without intensive training. Scheduling conversations with the sales team to get a live demo and understand the product’s interface is a great way to gauge how user-friendly it is.

3. High-volume Features

Many healthcare recruiters find themselves faced with a revolving door of vacancies and endless roles to fill. Overcoming the challenges of high-volume hiring requires recruiting software with specific features. This includes bulk communication and scheduling, self-scheduling, and SMS recruiting, all designed to handle a high level of reqs and a large candidate pool.

Go beyond bandaid solutions to hit your healthcare hiring goals consistently

Automate your healthcare hiring process, increase candidate engagement rates, and fill open roles 50% faster.

Learn More

4. Recruiting Process Automation

72% of employers predict that parts of their talent acquisition will be automated within the next decade—and we believe them. Automation is a recruiter’s best friend. It cuts down time-to-hire by reducing the time spent on tedious tasks, and when you’re an overburdened healthcare recruiter, an increase in bandwidth is always appreciated.

Look for tech that can automatically load balance interviews and select interviewers, schedule interviews, generate communications, and send out calendar invites and reminders to candidates and interviewers.

5. Reporting and Analytics

Your healthcare recruiting software should give you visibility into the metrics that you need to succeed. For starters, you’ll want to have access to a robust analytics dashboard to reference the status of candidates and see where they’re at in the talent acquisition funnel. Software that also allows you to view data on your hiring team, such as each RC’s total schedules, provides your team with even more valuable insights to use when refining your operations.

6. Customization and Personalization Options

It’s also wise to look for software that offers customization and personalization options. Note: your new software should automate all customizing and personalizing to avoid creating more work for yourself. Even when sending out quick text messages to healthcare applicants, adding a bit of personalization to your messages via custom communication templates goes a long way in uplifting the candidate experience.

7. Branding Abilities

Want to maintain a consistent brand image throughout your recruitment process? Then you’ll want to look for software that allows you to customize the branding and appearance of the platform. This may include adding your company logo, choosing your own color scheme, and adding company photos.

8. Security

Security is a top concern regarding software, and it’s especially important for an industry as scrutinized as healthcare. You’ll want to do thorough research to ensure that the software you choose has robust measures in place to protect user information and maintain data security. Look for information on how your team can manage users, permissions, and login to the software, and what access users get with regard to sensitive information and calendars.

9. Customer Support and Services

It’s a good idea to consider the level of customer support offered by the software vendor. Onboarding new tech isn’t always a cakewalk; you’ll want access to experts that can guide your success from day one and help you maximize your ROI. Access to an appointed customer success professional and technical support will help you ramp up your team quickly and resolve any issues that arise.

10. Pricing

And then there’s the elephant in the room: pricing. Yet conversations on pricing should go beyond discussing what your team is willing to spend. You don’t just want software that fits within your budget; you want software that gives you the highest ROI possible. But how do you determine this? It’s time to research.

Sift through customer testimonials and reviews on popular software review sites, such as G2, that illustrate the output that a particular software generated for other talent teams. Pay careful attention to companies that also fall under the healthcare umbrella to more closely predict how your own team might fare if you invested in the software.

Heal Your Hiring Process With Healthcare Recruiting Software

By taking the time to carefully evaluate each of these factors, you’ll ensure that you choose the right healthcare recruiting software for your organization’s specific needs and goals. But we get it—it’s hard to feel confident in investing in software when there are so many elements to consider and so many options on the market.

With GoodTime Hire, healthcare companies feel confident that they can meet their business needs. Hire helps healthcare recruitment teams schedule interviews for roles up to 67% faster.