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

• Learn how Cedars-Sinai piloted video-driven, AI-powered job announcements built around the hiring leader’s voice – reducing repetitive recruiting admin and freeing teams to operate at a more strategic level
• Explore how video-led, AI-powered outreach increased candidate engagement, visibility and preparedness before interviews even begin
• Understand the metrics and decision-making behind a 90-day pilot that filled six director-level roles – and what it took to balance automation, authenticity, and employer brand

• 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

• Unveil how healthcare systems across the country are losing the talent war by competing for the same shrinking pool of credentialed workers
• Explore the 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

• Learn how reframing TA from transactional recruiting to strategic partnership elevates recruiter capability, credibility and measurable impact in highly competitive, passive talent markets such as physicians, physician assistants and nurse practitioners
• Explore how AI is reshaping the recruiter role – and which human skills separate activity from outcomes
• 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

• Go beyond the AI success stories and hear what really happened when AI agents were introduced into a high-volume healthcare recruiting team
• Learn what broke, what Baylor Scott & White Health had to fix, and the lessons learned along the way
• Discover how they drove recruiter adoption and turned AI from a pilot into a tool recruiters actually use

• 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

• Introduce Health Carousel International’s work connecting healthcare organizations with international clinicians and building sustainable workforce solutions
• Show how the Hospital Staffing Intelligence app helps hospitals examine their nursing workforce mix, staffing needs, and opportunities to reduce reliance on premium labor
• Share a high-level look at how the Available Candidate Portal uses AI to help identify international clinicians whose qualifications and preferences align with hospital needs, while keeping people responsible for recruitment and placement decisions

• 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

• Discover proven metrics from CentraCare showing how AI-driven sourcing surfaced qualified candidates for hard-to-fill and specialty roles that conventional channels missed
• Explore how the depth and accuracy of candidate data reduced sourcing and recruitment costs
• Learn how better data quality, not just automation, gave recruiters more time for conversations and reduced time-to-fill

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

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.