A fast-growing healthcare provider was opening new centers across the country. But staffing shortages, turnover challenges, and unpredictable hiring cycles threatened their growth trajectory.
They were expanding at speed, but without the workforce visibility to support it.
The organization had no forward looking workforce forecasts, so recruiting teams could not prioritize roles or regions. Talent shortages disrupted patient care, and budgeting cycles failed to reflect staffing needs. Without predictive workforce analytics, leaders were reacting to vacancies instead of planning capacity, costs, and hiring for future demand.
We built a predictive modeling engine and strategic workforce planning framework.
Combine three years of hiring, turnover, and regional staffing trends with recruiter capacity, onboarding ramp time, and exit themes to establish a credible baseline and identify predictive signals.
Build a multivariate model that projects headcount gaps, attrition risk, recruiter capacity needs, and location-specific shortages—while quantifying budget impact across workforce scenarios.
Deliver an interactive dashboard and scenario-planning tool, then embed forecasts into quarterly budgeting, recruiting plans, and leadership reviews so predictive insights consistently guide workforce decisions.
