Day One

• Hear how NYP prepared for its first major strike in decades by rapidly validating clinical skills at scale without compromising safety in a Level IV children’s hospital
• Learn how AI‑led interviewing exposed that only 10% of self‑assessed strike‑ready nurses met the required competency threshold, enabling a fast pivot in workforce strategy
• Take away a proven model for crisis‑ready talent acquisition that balances speed, quality, and human judgment under extreme operational pressure

• Learn how leading TA teams are deploying agentic AI across the full candidate lifecycle to eliminate low‑value administration while preserving critical human judgment
• Explore real‑world approaches to screening volume, automating scheduling, and running always‑on interviews – without increasing time to fill
• Understand how to ethically redesign recruiter roles to 3–10x capacity gains while improving access to care and reducing the total cost of recruitment

Go beyond the case study: your chance to ask questions that uncover the decisions, challenges and lessons behind the results

Turn insight into action: now work with your peers to identify the changes you can immediately apply in your organization

• Employee misconduct is no longer confined to the physical office as digital natives treat social media like the new workplace watercooler; today’s high-risk behavioral signals are broadcast publicly and permanently on social media
• Traditional risk mitigation efforts such as legacy background checks are fundamentally blind to these critical online behaviors, leaving healthcare employers exposed
• Modern, compliant screening solutions analyze misconduct where it actually happens, safeguarding patient safety, protecting brand reputation, and elevating Quality of Hire

• How TA leaders can connect employer branding, recruiting operations, and onboarding to create a more cohesive, end-to-end hiring journey
• How this integrated approach improves candidate engagement, hiring outcomes, and long-term retention
• Why Methodist Health System has structured roles across these areas the way they have, the ROI this model has delivered, and where intentional overlap helps drive stronger collaboration and results

• Learn how to design a six‑month, cohort-based onboarding experience that connects new hires to their purpose while embedding strategic alignment from day one
• Explore how integrating design thinking, agile methodologies and structured peer coaching builds capability, confidence and cross-team connection at scale
• See how SPARC drives measurable impact on engagement, career clarity and organizational alignment – while strengthening employer brand and retention

Go beyond the case study: your chance to ask questions that uncover the decisions, challenges and lessons behind the results

Turn insight into action: now work with your peers to identify the changes you can immediately apply in your organization

• Understand why healthcare recruiting is shifting beyond job boards toward owned talent strategies
• Learn how health systems are unlocking value from candidates already in their database
• Explore how AI helps recruiters rediscover, engage, and personalize outreach at scale
• Walk away with practical ideas to reduce sourcing costs and build a more sustainable healthcare recruiting engine

• Learn how shifting from a decentralized recruiter structure to a centralized sourcing “concierge” model reduced duplicate applications and removed internal competition across 16 hospitals and 400+ sites
• Understand how a dedicated intake team using cultural, competency, and demand-based screening dramatically improved time to contact and matched candidates to roles aligned with both system need and candidate preference
• Explore how data dashboards and transparent reporting in Workday helped rebuild stakeholder trust after removing local requisition ownership and enabled smarter, network-wide workforce decisions

• Discover how Advocate Health built a talent segmentation model that clearly defines where AI accelerates hiring and where human insight remains critical across operational, skilled, specialized, and premium roles
• Explore how repositioning sourcers as strategic advisors is reshaping recruiter productivity, leadership buy in and candidate experience in a healthcare environment, starting from the ground up
• Learn how external talent curation and high touch leadership pipelines are being used as a true external succession plan, long before roles are open

Go beyond the case study: your chance to ask questions that uncover the decisions, challenges and lessons behind the results

Turn insight into action: now work with your peers to identify the changes you can immediately apply in your organization

• CRNAs are among the most competitive, lowest-supply clinical roles in the country – see how health systems have solved for it in under a year, including one who achieved 40 hires, plus a 2-year pipeline into 2028, and has a TA team that sleeps at night
• This is what modern, channel-agnostic TA can look like in practice: 73% of applicant goal in 7 weeks, 130% overall in 4 months, with applicants from 14 states
• Walk away with a replicable framework for turning your highest-stress, hardest-to-fill roles into pipeline machines

• Discover how Ochsner Health hires nursing students part time and develops real clinical competencies during school to create a reliable, internal pipeline for hard to fill roles
• Learn how early immersion in organizational processes and culture shortens post graduation orientation and gives intern graduates a clear advantage over external new grads
• Explore how the model is scaling beyond nursing into allied health roles to future proof workforce planning across imaging, respiratory and more

• As AI rapidly transforms the enterprise landscape, forward-thinking healthcare organizations are reimagining how core functions operate – and talent acquisition is at the forefront of this evolution
• In this session, Yaniv Shimoni, Co-Founder of Take2 AI, joins HR leaders from leading healthcare organizations, to explore how AI-powered agents are reshaping the end-to-end healthcare recruiting lifecycle
• Drawing on real-world implementations across healthcare systems, this session will highlight how organizations are achieving up to 50% automation in recruiting processes – enabling 24/7 hiring operations, reducing time-to-fill, lowering costs, and improving quality of hire
• Gain practical insights into deploying AI agents within existing workflows and driving measurable improvements in recruiting performance

• Discover how breaking down silos between workforce planning, talent acquisition and workforce development enabled Children’s Mercy to prioritize the right roles while scaling regionally
• Learn how a “grow your own” model for entry‑level and hard‑to‑fill roles cut 12‑month attrition dramatically and created clear progression pathways into critical clinical careers
• Explore how proving an internal model unlocked external funding, reduced barriers to employment, and created a sustainable, repeatable approach to building and retaining talent

Go beyond the case study: your chance to ask questions that uncover the decisions, challenges and lessons behind the results

Turn insight into action: now work with your peers to identify the changes you can immediately apply in your organization