Recruiting & placement
Role scoping, sourcing, structured screening, reference checks and offer management for front desk, medical assistants, billers, managers and coordinators.
05 · Employee Management
Employee Management & Practice Staffing
Your practice is a business with employees. Run the people side properly — hiring, files, pay, scheduling and performance — without building an HR department you do not need.
Engagement at a glance
- Engagement modelMonthly per-employee fee, project fee, or placement fee
- Placement termsPermanent, temporary or temp-to-permit
- ScreeningBackground, reference and credential verification on every placement
- DocumentationComplete HR file per employee, audit-ready
- ComplianceFederal and state employment requirements, including leave and wage rules
- SupportAn HR advisor your manager can call with a real question same day
21 days
Average time to hire
From approved job description to signed offer for clinical support roles.
100%
HR file completeness
Licences, certifications, immunisations and I-9 documentation verified and tracked.
< 4%
Annual support-staff turnover
Across practices where we run recruiting and onboarding end to end.
The problem
The right people, hired well, paid correctly, kept longer.
A practice with nine employees still has every HR obligation of a company with nine hundred: correct classification, valid I-9s, current clinical licences, lawful overtime, protected leave, and a documented reason for every termination.
We manage the employee lifecycle for medical practices — writing the job description, sourcing and screening candidates who have actually worked a front desk, running onboarding and credential verification, administering payroll and benefits, and building the policy infrastructure that makes management decisions defensible.
For practices that need coverage now, we also place temporary and temp-to-permit clinical and administrative staff who are screened, background-checked and ready to work in your systems.
What's included
Everything in this service, in writing.
Onboarding & credential verification
I-9 and W-4 completion, licence and certification verification, background checks, immunisation records and 90-day onboarding plans.
Payroll & benefits administration
Payroll processing, tax filings, PTO tracking, leave administration and benefits enrollment support.
Employee handbook & policies
A state-aware handbook covering attendance, conduct, timekeeping, leave, harassment prevention and clinical safety.
Scheduling & coverage
Staff scheduling built around clinic templates, with float coverage and temporary placement for vacancies and leave.
Performance management
Job descriptions, competency checklists, review cycles, corrective action documentation and exit processes.
How it runs
The engagement, step by step.
01
People audit
We review your org structure, job descriptions, pay bands, HR files and turnover history to find where the gaps actually are.
02
Build the framework
Job descriptions, handbook, onboarding checklist, review templates and a pay structure you can defend.
03
Hire & onboard
We run the search, screen, present three qualified candidates, and onboard the hire into a complete, compliant file.
04
Manage & retain
Review cycles, exit interviews, turnover analysis and pay benchmarking so you keep the people you train.
What we hold ourselves to
These are the operational targets we report against for this service. They are industry benchmarks and internal commitments — your results depend on your volume, payer mix and specialty, and we will tell you honestly where you should expect to land.
21 days
Time to hire
100%
File completeness
< 4%
Turnover
100%
I-9 and licence verification
FAQ
Common questions.
Are you a PEO?
No. We are not the employer of record for your permanent staff — you stay in control of your team and your culture. We provide the process, the documentation and the administration. For temporary placements we can act as the employer of record if that is easier.
Do you handle payroll taxes and filings?
Yes, as part of payroll administration — federal, state and local withholding, unemployment insurance, and year-end W-2 and 1099 processing.
Can you fix a handbook we already have?
Often that is enough. We review it against current federal and state requirements, flag the provisions that create risk, and return a revised handbook with a change log so you can see exactly what moved.
What if we need to terminate someone?
We help you document the performance history, follow your own policy, and conduct the conversation lawfully — including final pay timing and COBRA obligations, which vary by state.
Do you recruit providers as well as staff?
We recruit advanced practice providers and clinical support roles directly. For physician searches we typically partner with a physician search firm and manage the process, contract and onboarding on your side.
Related services
Often bought together.
Medical Supplies & Equipment Procurement
Group purchasing leverage, formulary and par-level management, cold-chain and DSCSA compliance, equipment sourcing and inventory control.
- Group purchasing contracts without changing your distributor
- Par levels, usage tracking and waste reduction
- Cold chain, expiry and DSCSA compliance built in
Buying & Selling a Medical Practice
Valuation, brokerage, buyer and seller vetting, due diligence, deal structuring and post-close transition for physician practices.
- EBITDA and comparable-based valuation you can defend
- Confidential marketing and qualified buyer vetting
- Due diligence, structuring and 100-day transition support
Practice Start-Up & Management
Entity formation, licensing, payer contracting, EHR selection, fee schedules, policies and launch support for new practices and new locations.
- Open on schedule, billable from day one
- Contracts, credentialing and fee schedules ready before you see patients
- A named operator for the first 90 days
Talk to someone who has run this before.
Thirty minutes with an operations lead who works this service every day. Bring your numbers if you have them; we will tell you what we see either way.
A 30-minute call with an operations lead. No obligation, no sales sequence, and we will say so if you do not need us.