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We stopped squeezing every last patient slot out of our clinicians. Here’s what happened… About ten years ago, a cherished nurse practitioner came to me in tears. She told me: “I am working ALL the time. I run from patient to patient, barely get to eat or pee, then still take home a ton of work. It isn’t worth it.” That conversation changed everything. I introduced protected admin time. For every 8 hours of clinical work, my clinicians now get 2 hours of dedicated time for documentation, patient calls, portal messages, and care coordination. Yes. That means a salaried 40-hour clinician sees patients for 30 hours. The results have been powerful: Morale is higher. Clinicians feel trusted and supported instead of squeezed. Revenue hasn’t dropped; in fact, it’s improved. With space to think, they code correctly, capture care gaps, and are willing to add patients when needed. Patients are happier. They hear directly from their clinician, and messages get answered promptly. And Melissa Bradley, who was ready to walk away? She’s now one of the most important leaders on our team: our clinical liaison; a position we created as a result of that conversation. She has her finger on everyone’s pulse, knows who’s drowning, and when we need to shift. She knows this because she lived it. Too often, practices try to maximize “revenue-generating” time at the expense of everything else. My experience? Giving your team the breathing room to do their jobs well pays off for everyone—patients, payers, and providers.

SmartRecruiters : the features that matter (and why teams adopt it fast) If you’re evaluating or implementing SmartRecruiters, here’s the feature map I use to align recruiters + hiring managers: ✅ ATS (end-to-end hiring workflow) Track applicants, standardize stages, keep everyone in one place (no “where is the latest resume?”). ✅ CRM (talent pools + nurture) Build pipelines for future roles and run outreach campaigns with measurable engagement. ✅ AI support (matching + assistant capabilities) Matching helps prioritize screening; AI-assistant concepts focus on removing repetitive work (screening/scheduling/engagement). ✅ Job Distribution Publish jobs broadly from one place (key for volume hiring and consistency). ✅ Dynamic Scheduling Reduce the back-and-forth for interviews (often one of the biggest time sinks). ✅ Messaging (SMS) Faster response loops with candidates—especially for high-volume roles. ✅ Integrations & Marketplace ecosystem Pre-built ecosystem to connect tools across sourcing, assessments, HRIS, etc. ✅ LinkedIn integrations (RSC + reporting) Sync candidate/app data with LinkedIn Recruiter and get ATS-enabled reporting (depending on your setup/contracts). My practical takeaway: SmartRecruiters is strongest when you design it as a hiring operating system (process + adoption), not just “an ATS implementation.” #SmartRecruiters #SAPSuccessFactors #ATS #Recruitment #TalentAcquisition #HRTech

If you’re job hunting in healthcare right now, stop applying to the same roles as everyone else. The U.S. job market in 2025 is flooded with applications for the same few titles: data analyst, public health associate, healthcare consultant. But while the crowd runs toward those roles, opportunities are quietly opening elsewhere, in sectors that are growing fast but still overlooked. Here are 4 underrated but high-opportunity job sectors for healthcare grads in 2025: 1. Real-World Evidence (RWE) & Health Outcomes Research Why it’s growing: Pharma companies and research organizations are shifting from clinical trials alone to studying how treatments perform in real-life settings. They want to understand long-term health outcomes, cost-effectiveness, and patient behaviors. Why you’re a good fit: If you have a background in biostatistics, epidemiology, public health, or clinical informatics, your skills directly support data analysis, study design, and health economics, key components of RWE work. Top employers hiring: Flatiron Health, IQVIA, Pfizer, Evidera 2. Behavioral Health Informatics Why it’s growing: The mental health crisis has pushed governments and private startups to invest in digital mental health solutions. From telehealth platforms to state-run behavioral health programs, there's high demand for people who can optimize systems and interpret behavioral data. Why you’re a good fit: If you’ve studied public health, health informatics, or EHR systems and care about improving mental health access, this sector is built for you. These roles often involve workflow analysis, patient data reporting, and community health support. Top employers hiring: Talkspace, Headspace Health, community clinics, Medicaid programs 3. Hospital Quality & Safety Analytics Why it’s growing: U.S. hospitals are under increasing pressure to improve patient outcomes, reduce readmissions, and meet regulatory reporting requirements. They rely on data analysts and informatics professionals to make sense of patient data and improve care quality. Why you’re a good fit: If you’re trained in healthcare analytics, informatics, or public health policy, you can contribute to initiatives like value-based care, risk scoring, and quality improvement projects. Top employers hiring: Mayo Clinic, Vizient, Kaiser Permanente, HCA Healthcare 4. Healthcare Supply Chain Analytics Why it’s growing: Rising drug prices, equipment shortages, and pandemic-era disruptions have forced hospitals and pharma companies to rethink how supplies are managed. They’re hiring analysts to forecast demand, manage inventory, and improve distribution. Why you’re a good fit: If you know Excel, SQL, Power BI, or even just have strong quantitative reasoning, you can thrive in these roles. This sector values efficiency, data interpretation, and problem-solving. Share it with a friend who needs it. #HealthcareJobs #PublicHealthCareers #HealthInformatics #Biostatistics #HealthDataAnalytics

U.S. job growth is concentrated in one sector: healthcare. A report sharing the latest data on job growth suggests healthcare is in serious distress. --- Recently Eric Pachman published a report with data suggesting the U.S. labor market is riding a narrow line. Over 60% of all new private-sector jobs in the last year came from just two sectors: healthcare and social assistance. However, the report suggests policymakers may be oblivious to the vulnerability of the healthcare sector. --- Here are the three structural issues related to healthcare mentioned in Eric's report: 1. Healthcare jobs are now a primary driver of job growth across the entire economy. BLS data shows healthcare has delivered far more than its “fair share” of job growth across both short-term (1 year) and long-term (30 year) time horizons. The rest of the private sector is barely treading water. 2. Structural pressures in healthcare are increasing. -ADP’s employment data shows a possible contraction in healthcare jobs, even as BLS shows increases. -Medicaid cuts, now law, are projected to remove 10.5 million people from coverage by 2034. -Vertical integration and opaque discount-based contracts (especially in pharmacy) are eroding public trust and are facing regulatory backlash. If these discount-based prices come to an end, it is reasonable to expect profits to decline in the healthcare sector. US healthcare is facing both financial pressure and public resentment at the same time. 3. #Policy tools aren’t aligned with the problem. Monetary policy (the Fed lowering interest rates) can’t fix structural labor issues like those above. If healthcare hiring slows (due to reimbursement cuts, labor shortages, or transparency mandates), the ripple effects could reach every part of the economy. --- Eric recommends a few things for policymakers related to healthcare: -Acknowledge #healthcare as a structural pillar of the labor market. -Consider the labor market impacts of any cost-cutting or transparency reforms (e.g., #Medicaid policy, reimbursement models, and immigration frameworks) to ensure the workforce that delivers care is sustainable. -Since many current threats to the economy broadly and to healthcare employment specifically are structural and therefore cannot be addressed with monetary policy changes, such as interest rate cuts, more focus should move to fiscal/non-monetary policy. With an economy this reliant on healthcare jobs (and immigration) for growth/stability, we may be approaching a point where policy missteps in either arena could strain the entire labor market, not just the healthcare sector. --- Do you agree with the potential effects in this report? Are you worried about the structural impacts to healthcare from coming policy changes?

Your machines and people are draining your margins. The hidden cost eating away your manufacturing profits You have the raw material. You have the machines. You even have the demand. But your production is still delayed. Because your workforce isn’t aligned to your operations. - Skilled technicians are scheduled when no high-skill tasks are running. - Maintenance teams are overworked during peak load. - Project deadlines are missed due to poor shift planning. - Plant downtime increases because human resources are reactive, not predictive. It’s a planning issue. One mid sized FMCG manufacturing unit in Gujarat was losing ₹1.2 Cr/month due to idle labor hours, rework, and unplanned overtime. They ran a 3 month pilot with predictive staffing models: 1) Workforce demand synced with production load 2) Skill mapped scheduling for critical batches 3) 24x7 visibility into shift gaps and role clashes 4) Plant uptime increased by 18% In manufacturing, efficiency comes from planning smarter. If you're running plants without syncing workforce planning to production cycles, you're building inefficiency into your business model. Sooner or later, your margins will show it. #Manufacturing #WorkforceEfficiency #PredictivePlanning

Most hospitals think length of stay is a bed problem. It isn't. It's a decision problem. Hospitals lose an estimated 0.5–1.5 bed-days per patient to preventable decision delays. Not lack of capacity. Yet most interventions add beds, push discharge, or deploy AI. The bottleneck is upstream. The system is slow to decide. Over time, working across clinical care, population health, and health economics, I have found a simple framework: See. Align. Proceed. 1. See: Diagnose the system, not the symptom LOS is rarely driven by a single delay. It is a system-level outcome: diagnostics not prioritised for discharge, decisions made late in the day, fragmented ownership, planning that starts too late. From a public health perspective, this is a coordination failure, not an isolated inefficiency. Patients are often medically ready before the system is operationally ready. 2. Align: Fix incentives before scaling solutions This is where most initiatives fail. Clinicians optimise for safety. Operations optimise for throughput. Finance tracks cost, but does not control flow. No one owns end-to-end LOS. Until alignment is addressed: discharge will be delayed, variation will persist, and AI will underperform. Technology cannot compensate for misaligned incentives. 3. Proceed: Act where impact is highest and risk is controlled Only after alignment should we intervene. Start with high-leverage changes: discharge planning at admission, morning discharge rounds, prioritising diagnostics for discharge-ready patients. Then scale structurally: standardised pathways, real-time patient flow visibility, AI to predict discharge readiness and delays. The question is not "what works." It is what scales without introducing new risk. Do not reduce LOS by pushing patients out. Reduce LOS by improving how the system makes decisions. In healthcare, we do not lack solutions. We lack clarity on systems, discipline in alignment, and rigour in execution. That is where sustainable impact lies. This is part of a series on decision problems in healthcare. Most healthcare challenges are not constrained by resources. They are constrained by how decisions are structured and executed. I will be sharing practical frameworks across healthcare systems, AI, and capital. Connect if you are working on similar problems. #HealthSystems #AIinHealthcare #PatientFlow #ClinicalLeadership #HealthEconomics

Healthcare job growth is slowing down and that should concern all of us. For much of the post‑COVID recovery, healthcare hiring carried the labor market. That momentum is now leveling off. What’s changing? Health systems are facing tightening federal funding, rising operating costs, and margin pressure. AI automation is reducing some administrative roles. Hiring is slowing even for licensed professionals like nurses and physical therapists. By the numbers: Healthcare added ~34,000 jobs per month last year down from a monthly average of ~56,000 during the post‑pandemic surge. Economists note this signals a return to a slower, pre‑pandemic growth pattern after years of backfilling burnout and deferred care. Why it matters: Safety‑net systems are already feeling the strain, with layoffs tied to projected Medicaid shortfalls. While clinical roles are more insulated from automation, workforce anxiety is growing evidenced by recent labor actions calling for clearer guardrails around AI in care settings. Slower hiring risks widening access gaps and exacerbating existing health disparities, especially in underserved communities. The opportunity: AI can and should be used to extend the clinical workforce, not replace it. But that requires thoughtful implementation, transparency, and investment in the people delivering care. Bottom line: A stabilizing healthcare labor market may look like a return to “normal,” but without intentional policy and workforce strategies, the consequences for access and equity could be anything but. #HealthcareWorkforce #HealthEquity #AIinHealthcare #Medicaid #HealthPolicy #CareDelivery

AI just became the most valuable member of your staffing team. Here's why healthcare operations managers are paying attention. The global healthcare workforce shortage is projected to reach 10 million workers by 2030. That's roughly the entire population of Sweden missing from hospital floors and care facilities. Traditional staffing methods react to problems after they happen. AI predicts them before they start. Predictive workflows analyze historical patterns, seasonal fluctuations, and patient admission trends to forecast exactly when and where you'll need staff. This means fewer last-minute scrambles for coverage and better allocation of your existing resources. The operational impact is substantial. Managers can now plan shifts weeks in advance with actual data backing their decisions. They can identify bottlenecks before they cripple departments. They can redistribute teams based on predicted demand rather than gut feeling. This changes HR strategy at a fundamental level. Recruitment cycles become more strategic. Training programs align with forecasted needs. Budget planning gains precision that was previously impossible. The technology addresses a real crisis with practical solutions. Every hospital administrator knows the cost of understaffing. Patient care suffers. Staff burnout accelerates. Emergency coverage eats budgets. AI provides the foresight to tackle these challenges systematically. The question for healthcare leaders is simple: will you continue reacting to staffing crises or start preventing them? The tools exist today. The workforce shortage will only intensify tomorrow.

New in Chrome DevTools! Debug an app's full performance trace with Gemini! The DevTools Performance panel just got a major upgrade with a deeper integration of Gemini! Now you can analyze performance issues faster and more holistically than ever before. After recording a trace, you can now chat with Gemini about the entire trace, related Performance insights, and even connected field data - all without needing to select specific context beforehand! Get a full-picture analysis of your page's performance and identify potential bottlenecks: Let Gemini highlight areas of concern before you manually dive into the details. Once Gemini helps you spot a potential problem, the workflow is smooth: 1. Refine your focus: Easily select a more specific context item - like a single trace event, a specific Flame Chart block, or a Performance insight. 2. Continue the same chat: Keep the conversation going! Gemini will adjust its advice and analysis based on the new, narrow focus, helping you get to the root cause faster. The power of Gemini is now available for all insights in the Performance > Insights tab. If you see an insight, you can instantly ask Gemini about it for deeper context, explanations, and potential fixes. This new workflow is designed to help you move from a broad performance overview to a targeted deep dive without ever breaking your flow. Give it a try on your next performance recording! #ai #programming #softwareengineering