Day Two

• See how HMH uses zip-code-level heatmapping to overlay total nurse supply with internal workforce data, revealing their true market share by geography
• Learn how HMH replaced broad, wasteful ad campaigns with hyper-targeted outreach, ensuring recruitment dollars are spent only where qualified candidates live
• Explore how data-driven location intelligence is enabling faster hiring decisions, smarter resource allocation, and measurable ROI in persistently scarce talent markets

• Identify which automation and AI use cases align with your organization’s most critical talent acquisition gaps and build a prioritization framework you can apply immediately after the session
• Evaluate automation and AI solutions through a healthcare-specific lens, understanding how use cases like intelligent job advertising, AI screening, and talent nurture perform differently in clinical versus non-clinical hiring environments
• Develop the business case for automation and AI investment using outcome-based metrics and a practitioner-proven approach to align talent acquisition strategy with leadership and finance priorities
• Understand how to design and implement automation and AI initiatives by prioritizing the development of standardized processes and robust data structures as the critical enablers of scalable, reliable outcomes

• Understand how Trilogy restructured job ads to be SEO‑compliant, clearer and more candidate‑centric to dramatically improve visibility and conversion
• Learn how a shift from “post and coast” to programmatic, data‑led recruitment marketing maintained apply volumes while significantly reducing advertising spend
• Explore how small changes to titles, language and content hierarchy unlocked measurable ROI and freed budget to reinvest in innovation and talent experience

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

• Learn how reframing TA from transactional recruiting to strategic partnership elevates recruiter capability, credibility and impact in highly competitive, passive talent markets such as physicians, physician assistants and nurse practitioners
• Explore how AI can be used safely and effectively to remove friction, automate communication and unlock insight- without outsourcing hiring decisions or increasing legal risk
• Take away practical approaches to professional development, benchmarking and role design that equip recruiters to articulate complex value propositions and close scarce, high‑value talent faster

• Understanding when to pull different workforce levers for different talent types, roles, and market needs
• Determining when to deploy contract labor, international talent, outsourcing, or in‑house hiring to optimize clinical coverage best
• Using an internal staffing team and technology to build a scalable supplemental workforce that can flex with demand

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

• Healthcare systems across the country are losing the talent war by competing for the same shrinking pool of credentialed workers. In this session, explorethe case for a different approach: building homegrown pipelines by upskilling frontline staff — EVS workers, transporters, patient access reps — into highneed clinical roles like MAs, sterile processing techs, and pharmacy techs.

• Discover how shifting job advertising spend in real time prevents high‑volume roles from consuming budget while critical, hard‑to‑fill roles are under‑served
• Learn how application‑to‑hire data can automatically trigger spend reallocation across locations, roles and service lines without reactive, manual intervention
• See how healthcare TA teams can maintain always‑on visibility while dynamically prioritizing roles that directly impact patient care and operational risk

• Learn how Cedars‑Sinai piloted AI agents to remove repetitive recruiting admin while freeing teams to operate at a more strategic level
• Explore how video‑led, AI‑enabled job announcements increased candidate engagement, visibility and preparedness before interviews even begin
• Understand the metrics, decision‑making and early results behind an AI partnership that balances automation, ethics and employer brand

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

In this quick-fire session, each table will be hosted by an HR leader who will share the secrets of their most high-impact LEAP; you then get the opportunity to question the host before moving on to your next.