Healthcare · People & HR

Samso Industry Demo · Updated May 2026

People & HR for Healthcare

People at a multi-site physician group is licensed-clinical hiring, multi-state credentialing, OIG / SAM exclusion screening, and the comp + retention motion across 410 FTE. JD drafting, screening, and onboarding plans handle HR-only data - no PHI exposure to recruiters; credentialing tracks NPI, license, board cert, DEA, OIG / SAM only - never PHI. Samso runs the funnel for a 14-clinic group: 82 providers, 268 clinical staff, 64 RCM, 78 corp / ops.

Function KPIs · how the people & hr org reads its own week

Time to fill (avg)

44 d

−8 d LTMProvider slower · corp / RCM faster

Offer accept rate

84%

+5pp YoYComp benchmarked to MGMA + AAMC + AMGA

Voluntary attrition

14.2%

−1.6pp LTMClinical attrition still elevated · RCM stable

APP hires vs plan

6 / 12

Plan behind 50%Cardiology + GI APP scarcity in 2 markets

Q2 hiring funnel by team - applied → started

STAGE COUNTS · CANDIDATES · TEAM-SPLIT · PLAN FTE OVERLAY · MOCK DATA · NO PHI

02955908851.2KCANDIDATES382614PLAN FTEAPPLIEDSCREENCLINICAL / CREDENTIALOFFERACCEPTEDSTARTED

Clinical hiring

Providers (MD / DO / APP) - credentialed rolesClinical staff (RN · MA · tech)Revenue cycle (coders · billers · CDI)

Corp + ops

Corp / IT / ops (HQ + 14 clinics)

Twelve services · sized to healthcare

Each tile is what Samso runs in this function for a healthcare org.

01 · Service

Job Description Drafting

JDs for licensed clinical roles (RN, APP, MD/DO) and corp roles - aligned to comp bands, state-specific licensure, board cert, and DEA where required.

JDs / qtr

52

Days to draft

1

02 · Service

Resume Screening & Shortlists

1.2K applications/qtr screened against role rubric - license states, board cert, OIG / SAM exclusion screen - top-10 shortlist on the recruiter's desk.

Apps / qtr

1.2K

Shortlist accuracy

94%

03 · Service

Interview Scorecards & Candidate Packets

Per-role scorecards for clinical, RCM, and corp - packets pulled from licensure databases, prior-employer history, and references with credentialing checklist.

Packets / qtr

220

Interviewer prep time

−58%

04 · Service

Offer Letter & Comp Package Generation

Offer letters with base, wRVU bonus, sign-on, benefits - comp banded to MGMA + AAMC + AMGA peer set, locum + 1099 templates separated.

Offers / qtr

126

Accept rate

84%

05 · Service

Role-Specific Onboarding Plans

30/60/90 plans for clinical, RCM, and corp - every plan includes HIPAA training, EHR onboarding, state-licensure renewal, and credentialing track where applicable.

Roles covered

32

Completion rate

96%

06 · Service

Performance Reviews & 360 Synthesis

Annual + mid-year reviews synthesized from supervisor, peer, and quality data - provider reviews tied to wRVU, patient experience, and coding accuracy.

Reviews / cycle

410

Hours saved / mgr

6

07 · Service

Compensation Benchmarking Reports

Comp bands benchmarked to MGMA + AAMC + AMGA + Sullivan Cotter - refreshed semi-annually so the group stays competitive across all service lines.

Roles benchmarked

64

Refresh

Semi-annual

08 · Service

Employee Handbook & Policy Drafting

Handbook + 32 policies (code of conduct, HIPAA, OIG compliance, social media, remote work, license renewals) drafted to group standards - version-controlled, audit-ready.

Policies live

32

Last refresh

Q1 2026

09 · Service

Org Chart & Headcount Visualization

Live org chart across 410 FTE - clinical, RCM, ops, corp - open reqs, plan vs actual, and license / credentialing-coverage gaps all visible.

FTE today

410

Open reqs

32

Plan year-end

438

10 · Service

Engagement Survey Analysis

Quarterly survey themed by team, service line, and tenure - provider eNPS includes burnout module separate from staff eNPS, surfacing pressure before it bites retention.

Responses / qtr

320

eNPS

34

11 · Service

Training Material & Course Outlines

HIPAA, OIG compliance, EHR-specific, license renewal, and infection-control courses kept current - completion tracked at 96%, with comp tied to compliance.

Courses live

26

Completion

96%

12 · Service

Exit Interview Synthesis

Exit interviews themed by team, tenure, and reason - provider departures get extra cut for credentialing succession and competitive intel on peer groups + ASCs.

Exits / qtr

26

Top reason

Burnout / comp

What you get · every week & every month

Concrete deliverables, not just dashboards.

Deliverable

Weekly hiring funnel report

Stage counts by team (clinical, RCM, corp), time-to-fill, offer accept rate, and stalled-req flags routed to recruiters and hiring managers.

Deliverable

Monthly comp-benchmark + offer-bands refresh

MGMA + AAMC + AMGA + Sullivan Cotter pulls re-banded against current group comp - flags drift on hot specialties (cardiology APP, GI tech) before offers go out.

Deliverable

Quarterly engagement + burnout report

Provider eNPS w/ burnout module + staff eNPS by team and service line - themed verbatims, surface pressure points, retention plays for clinical leadership.

Deliverable

Always-on credentialing tracker

Live tracker of NPI, license, board cert, DEA, OIG / SAM exclusion checks for all 82 providers - never stores PHI, only credentialing data, refreshed nightly.

Healthcare · People & HR

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