Structured hiring, standardized documentation, automated onboarding, training, performance management, and compliant separations. The full employee lifecycle managed centrally so practice owners never have to build an HR function from scratch.
Most practices handle HR reactively. We build the entire infrastructure upfront so every hire, every review, and every separation follows a documented, defensible process.
Every hire runs through a structured six-step process designed to filter out bad candidates early and pressure-test the best ones based on the specific role they'll be filling.
Standardized screening criteria eliminate unqualified candidates before they reach an interview. Credential verification for clinical roles.
Role-specific question sets and scoring rubrics. Every candidate evaluated against the same criteria — consistent and defensible.
Scenario-based assessments tailored to the role — how they handle patient escalations, billing disputes, schedule chaos, or clinical decision-making.
Structured reference checks, background verification, and credential validation completed before any offer is extended.
Accepted candidates enter the automated onboarding workflow immediately — systems access, training modules, and compliance items triggered from day one.
Role-specific job descriptions, standardized screening criteria, structured interview question sets, and scoring rubrics for every position in the practice. Credential verification built into the pipeline for licensed clinical roles. Consistent, defensible hiring decisions instead of gut calls under pressure.
Standardized offer letters, at-will agreements, NDAs, non-competes, and compensation schedules. For providers, we handle the added complexity of productivity benchmarks, tail coverage, restrictive covenants, and malpractice requirements. Every document version-controlled and state-compliant.
Digital checklists walk every new hire through a structured sequence — from I-9 verification and system access to role-specific training and supervisor orientation. Front desk, case managers, rehab techs, and providers each get a tailored onboarding path. Nothing left to memory.
Dedicated LMS houses every SOP, clinical protocol, and compliance module. HIPAA, OSHA, fraud waste and abuse training assigned automatically with completion tracking and certificate generation. When an auditor asks for proof, you produce it in seconds.
Performance reviews are role-specific. A front desk employee is evaluated on scheduling accuracy and call handling metrics. A case manager is evaluated on conversion rate and case value. Providers are evaluated on documentation quality and coding accuracy.
When performance falls below expectations, progressive discipline frameworks document the issue and give the employee a defined path forward. Verbal counseling, written warnings, PIPs with measurable objectives — each step documented and signed. This protects the practice legally and gives the employee a fair opportunity to correct course.
Terminations are where most practices expose themselves to legal risk. An undocumented separation or inconsistent policy application can result in wrongful termination claims, unemployment disputes, or regulatory complaints. We eliminate that exposure.
