The US healthcare system is at a breaking point
Hospital systems are struggling to sustain their workforce. In nursing alone, nearly 1 million new roles will be needed in the next five years.[1] inSpring helps systems meet this demand by building innovative education-to-practice talent pipeline programs that support skills readiness, compliance, and long-term retention.
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The Challenge
Healthcare will add more net new jobs than any other sector over the next decade.[2] From frontline care to healthcare IT, the US is struggling to keep up with the ever-increasing demand for advanced talent.
To add to the challenge, training and retaining talent has never been harder. Aging populations and softening early career pipelines have created massive shortfalls in healthcare. Without skilled workers, patient outcomes decline and communities suffer.
An environment ripe for innovation and turnkey solutions.
Nursing care
831,212
Specialty care
62,604
Primary care
13,420
Pharmacy
38,675
Dentistry
36,517
EMS
11,701
Projections show the US will need more than a million more nurses by 2031, but more than 80 percent of positions will be left unfilled, according to a Sept. 29, 2024 report from McKinsey & Co.[3]
The Solution
inSpring builds short and long-term multilayered pipeline programs for healthcare providers. Our immersive, role-specific assessment and onboarding program polishes formal training and lisensure through hands-on job readiness tailored to the highest-demand needs of your department.
We manage all the nuances of credentialing, licensure, and employment authorization. Whether delivering care or designing the systems behind it, inSpring helps fill both clinical and tech roles in today’s healthcare ecosystem.
Immediate
Prepare and relocate candidates already licensed and ready for hire.
6-12 Months
Attract graduates from relevant programs around the US graduating in the next 12-18 months to the region.
12+ Months
Develop credentialing pipeline partners in the region to grow and retain a steady pipeline of sustainable talent for the future.
Calibrate on key skills and competencies by level and role, taking into account emerging technologies and needs (e.g., EHR-specific domain knowledge).
Develop and deploy aptitude-based upskilling programs to train and assess the existing workforce on key capabilities in demand that enable talent to stay and grow.
Build sustainable talent pipelines into the organization through pre-hire assessment and onboarding programs to fuel your organization's retainable technical talent when needed.
The Proof
Partnering with the University of Rochester Medical Center and its School of Nursing, inSpring is addressing the shortage of skilled clinical talent head-on through its talent pipeline programs. inSpring is preparing and mobilizing licensed nurses from across the globe to Rochester to support immediate needs and managing all of the credentialing, state licensure, relocation and employment authorization along the way.
At the same time, inSpring is preparing a pipeline of future nurses with healthcare backgrounds who are joining the Accelerated BSN program at the School of Nursing to build for the future. The solution is cost-effective, scalable, and an exemplar program of the partnership between inSpring and the Greater Rochester Chamber of Commerce.
