Conference Sessions

By Time

Tuesday, April 14

Breakout Sessions 1 | 11:00 - 11:45 am

  • Sponsored by Venn Workforce Optimization

    Note: This is a sponsor-developed session that may contain product or service promotion.

    Bev Colan
    President, Venn Workforce Optimization

    The best locums agency relationships don't just fill shifts: they become strategic extensions of your workforce team. When health systems and agency partners operate within a shared framework of transparency, clear expectations, and mutual accountability, everyone wins: recruiters get consistent, high-quality coverage; agencies gain loyal, long-term clients; and health systems move from reactive staffing to proactive workforce strategy. 

    In this panel discussion, leaders from top locums agencies join Bev Colan, President of Venn Workforce Optimization, to explore what a truly high-performing agency partnership looks like: from both sides of the table. Panelists will share what enables agencies to do their best work, how structure and data create more opportunity for everyone, and how a curated, collaborative supplier panel model elevates outcomes for health systems and agency partners alike. 

    Whether you manage one agency relationship or many, you'll leave with practical frameworks and fresh perspectives for building partnerships that are more transparent, more customized, and more impactful: for your organization and the agencies you count on. 

    Learning Objectives 

    • Describe the conditions that allow locums agencies to perform at their highest level, and how health systems can create those conditions. 

    • Understand the agency perspective on what makes a partnership work, and how clear expectations and communication unlock better outcomes. 

    • Identify key performance metrics and shared KPIs that help both health systems and agencies measure success together. 

    • Articulate the advantages of a curated, structured supplier panel in creating more consistent, customized, and rewarding agency partnerships. 

    • Apply practical frameworks for rate standardization, credentialing alignment, and shared reporting that strengthen rather than strain agency relationships. 

    • Recognize how data transparency and technology give agencies the visibility they need to deliver their best work. 

  • Brooke Byler
    System Director of Physician and Provider Recruitment, SSM Health

    Kaci Rivers
    System Manager of Physician and Provider Recruitment, SSM Health

    Karen Mundy
    Physician and Provider Recruitment Advisor, SSM Health

    Melinda O’Bryan
    Physician and Provider Recruitment Advisor, SSM Health

    In physician recruitment, negotiation isn’t about winning, it’s about aligning. The best recruiters don’t push harder, they position smarter.  In this interactive session, attendees will learn how to confidently lead negotiations with physicians, hiring leaders, and partners while strengthening relationships, not straining them. Through real-world scenarios, live practice, and practical frameworks, participants will walk away with tools they can use immediately to:

    1. Navigate competing priorities with clarity

    2. Gain alignment without over-conceding

    3. Build trust that accelerates decisions

    If you’ve ever left a negotiation wondering “could I have done that better?, this session is designed for you.

  • Caitlin Wikinson
    Director of Pennsylvania Primary Care Career Center

    Mackenzie Fagley, PHR, SHRM-CP
    Chief Human Resources Officer, The Primary Health Network

    Jessie Miller
    Director of Human Resources, The Primary Health Network

    Recruitment isn't just the responsibility of HR professionals—clinical and administrative leaders play a crucial role in shaping teams that succeed. Without the right preparation, they may unintentionally undermine the hard work of recruiters.

    In this dynamic and interactive session, you'll learn how to equip your clinical and administrative leaders with the tools, confidence, and structure they need to conduct effective interviews and make informed hiring decisions. Discover practical strategies to align hiring practices with organizational values, ensure consistency across interview panels, and evaluate candidates beyond their credentials.

    We'll also spotlight a successful model from a leading community health center, showcasing how they train their clinical leaders to assess, interview, and ultimately select the best fit for their teams. Whether you're building a new hiring framework or refining your current approach, this session will leave you inspired and ready to elevate your recruitment process.

  • Christy Bray
    Chief Customer Officer, PracticeLink

    Lyn Kelley
    Provider Relations Program Manager, Confluence Health

    The U.S. Department of Labor projects 10-year physician demand growth outpacing supply in many regions, and reports indicate record-high signing bonuses, longer search times (over 8-9 months for some specialties), and escalating demand for rural placements. Especially in times like these, every departure hurts – both financially and operationally.

    This session explores practical, data-driven retention strategies that start on Day One and build a culture of loyalty, career growth and well-being. Attendees will leave with actionable tactics to reduce turnover and safeguard their talent pipeline.

    What Will Be Covered:

    • Why retention is imperative – costs, continuity and the talent gap.

    • Early engagement and ongoing – beyond the first 90 days.

    • Burnout prevention – workload balance, scheduling and support.

    • Career growth and recognition – mobility, leadership and rewards.

    • Analytics for proactive retention – spotting and addressing risk early.

  • Deborah Gugel
    Senior Physician Recruiter, University of Wisconsin School of Medicine and Public Health

    Healthcare is a business—and that business has changed. Physician shortages have transformed the landscape, shifting us from a “seller’s market,” where traditional recruitment strategies thrived, to a “buyer’s market,” where candidates hold the advantage and jobs far outnumber applicants. In this new reality, old methods won’t open new doors. To successfully reach and connect with niche and hard-to-find talent, recruiters must embrace innovative approaches that cut through the noise, spark connections, and inspire action from their best prospects. In this session, we will explore these approaches and learn about specific strategies you can use to compete more effectively today.

  • Shannon Campbell, MA
    Physician Recruiter, Baylor Scott & White Health

    Sharri Choudhry
    Senior Physician Recruiter, Baylor Scott & White Health

    This session explores the communication strategies behind successfully attracting the next generation of physicians to rural communities while understanding current barriers. Through the lens of Social Exchange Theory, we examine how intentional communication, relationship-building, and message framing can transform the recruitment process. 

    Rather than focusing on traditional recruitment tactics, this discussion uncovers how we communicate and frame opportunities, build trust, and create meaningful exchanges which can determine whether top candidates lean in or look elsewhere. 

    Attendees will gain new perspectives on engaging emerging physicians and rethinking how opportunities are presented in today’s evolving recruitment landscape. Join this session to discover how you can use strategic communication to shift the conversation and open new possibilities in rural physician recruitment.

  • Judith Borger, DO
    Physician, Concord Physician Solutions LLC

    Recruitment professionals work tirelessly to identify, attract, and retain physicians in today’s highly competitive market. But what does that experience feel like from the physician’s side of the table? In this session, Dr. Judith Borger — a board-certified emergency medicine physician with 16 years of practice — shares candid insights from her career journey spanning multiple employment models: staff physician, core faculty, per diem, and locums. Having been on the receiving end of aggressive recruitment campaigns and diverse employment offers, she offers a unique "insider" perspective on what resonates with physicians and what falls flat. This honest, practical, and engaging session will give recruiters and talent acquisition professionals actionable strategies to better connect with physicians, strengthen trust, and improve long-term retention outcomes.

Breakout Sessions 2 | 1:30 – 2:15 pm

  • Sponsored by DocCafe

    Note: This is a sponsor-developed session that may contain product or service promotion.

    Aisha DeBerry
    Executive Director of Provider Recruitment, University of Virginia

    Mike York
    Executive Vice president of Digital Advertising and Recruitment Technology, DocCafe

    Referrals remain the gold standard in physician recruitment, producing the highest-quality, most committed candidates. See how UVA Health, a leading academic health system, uses innovative software to enhance its referral process and accelerate the placement of highly vetted physicians.

  • Marissa Creamer
    Director of Clinical Talent, Imagine Pediatrics

    Maintaining a strong candidate pipeline isn’t enough. The real test of recruitment effectiveness is whether candidates say “yes.” In this session, you’ll learn how our team consistently sustains a 95% offer acceptance rate and accomplished raising our candidate satisfaction from 86% to 90.4%.

  • Sarah Krueger
    System Manager of Provider Recruitment, MyMichigan Health

    Craig Hunter
    Vice President, Coker Group

    This session will discuss the necessary steps and components of developing a Provider Recruitment Playbook. This will include understanding market and industry dynamics to help organizations address provider recruitment needs by specialty over a three-to-five year period. It will include national and specialty trends and learning to assess various organizational strategic initiatives and system roles for Advanced Practice Providers (APPs) that will impact recruitment in the future.

  • JT Thoms
    Director of Faculty and Executive Recruitment, Jackson and Coker Locum Tenens

    Alan Johnson
    Director of Physician Recruitment, UnityPoint Health

    Andrea Leland
    System Vice President, Dartmouth Health

    Melissa Emkes
    Director of Recruitment and Provider Services, Carle Health

    Recruitment professionals are the lifeline of healthcare organizations. Yet too often, they operate in environments that leave them drained, underappreciated, and at risk of burnout. What if instead, we built Greenhouse cultures. Environments designed to nurture, sustain, and grow the very people who carry out this critical work?

    This interactive panel discussion brings together seasoned leaders in physician and APP recruitment who have cultivated thriving recruitment teams. Moderated by JT Thoms, known for drawing out wise insights from healthcare recruitment professionals across the country as the host of REMARKable Recruitment Spotlight, this conversation will explore practical strategies for creating cultures where recruiters feel valued, connected, and empowered to do their best work.

    Panelists will share real-world examples of how they have:

    • Established clear vision and purpose to motivate their teams

    • Fostered belonging and recognition to reduce burnout and turnover

    • Created growth pathways and development opportunities to elevate performance

    • Hosted professional development gatherings that are both practical and transformational

    Attendees will leave inspired and equipped with actionable ideas to set the thermostat of their own culture, cultivating recruitment greenhouses where people don’t just survive the demands of the role, but truly grow, thrive, and perform.

  • Christopher Mastrantuono
    Executive Director, Provider Affairs & Engagement, Oak Street Health

    Jaclyn Hoey, MHA
    Senior Manager, Provider Education & Development, Oak Street Health

    We’ve all been there: you thought your top provider was fully committed… and then came the resignation email.

    What if you could have seen it coming and prevented it?

    This session flips the script on provider turnover by introducing a proactive, structured stay interview process that uncovers disengagement long before it turns into an exit. Through real-world examples, data-driven frameworks, and a few unexpected laughs, you’ll see how “never gonna give you up” can move from a catchy song lyric to a guiding principle in your retention strategy.

    Attendees will leave with practical tools for designing, implementing, and measuring the impact of stay interviews — and the confidence to turn conversations into long-term commitment.

  • Matt Clancy
    Director of Recruitment Solutions for NEJM Group and NEJM CareerCenter

    This study focuses on how early-career physicians perceive their careers over the next 5–10 years — including expectations around job tenure, flexibility, autonomy, and professional identity. It will explore the rising sentiment that long-term loyalty to one employer is outdated and examine if physicians increasingly view their careers as "portable" or "gig-like." The research will aim to quantify openness to varied work models, risk tolerance, and what keeps physicians loyal or makes them leave.

  • Marjorie Alexander, CPRP-DEI
    Managing Director, ChenMed

    Provider recruiters hold a wealth of valuable data but are too often viewed as “order takers.” This session serves as your roadmap for shifting from a transactional function to a strategic imperative. You’ll learn how to leverage the powerful data you already have to establish yourself as a Subject Matter Expert and communicate your impact at the executive level. Discover how to translate recruitment metrics such as time-to-fill and cost-per-hire into language that resonates with the C-suite, demonstrating their direct influence on revenue, patient access, and long-term organizational success. You’ll also explore how to build a compelling narrative around your data, positioning yourself as an indispensable advisor to executive leadership. You already have the insights—this session will show you how to make sure they’re heard.

Breakout Sessions 3 | 3:00 – 3:45 pm

  • Sponsored by Marit Health

    Note: This is a sponsor-developed session that may contain product or service promotion.

    Vikas Sabnani
    Co-founder & CEO, Marit Health

    Tim Anderson
    Co-founder & CPO, Marit Health

    Providers don't really use legacy job boards, and sourcing from lists can feel like starting from scratch each day. This session shares a practical, real-world playbook for using AI and intent signals to identify passive clinicians who are open to the right opportunity, and convert them into candidates who actually sign.

    We'll walk through a simple approach for using AI to do two things well: (1) spot early indicators that a clinician may be open to your role, and (2) match them based on what actually matters to them - compensation, schedule, location, and more.

    We'll also show how you can access and use market data to position your jobs and offers more competitively, so you do not lose candidates late in the process. Attendees will leave with clear, practical examples and AI tools they can apply immediately to their hard-to-fill physician and APP searches.

  • Eli Greenspan
    Policy Advisor

    Legislative developments are poised to reshape both recruitment strategies and care delivery nationwide. This session will examine state and federal legislative solutions, such as alternative licensure pathways, evolving H-1B visa policies, graduate medical education, and the evolving Medicaid landscape. Attendees will hear directly from AAPPR’s advocacy lead on efforts in Washington and how the association is working to elevate the voice of physicians and provider recruitment professionals.

    • Learning Objectives:

      • Discuss key legislative proposals aimed at addressing the health workforce and evaluate their potential impact on recruitment pipelines.

      • Analyze developments in H-1B visa policy and their implications for recruiting international physicians and advanced practice providers.

      • Understand AAPPR's current advocacy priorities and strategies, with opportunities to engage at both the federal and state level.

    • Fast Facts

      • With 59 Members of Congress retiring this year (10 Senate, 49 House), a generational shift is underway, creating new openings to champion health workforce priorities.

      • New federal funding is available to help states recruit health care providers to rural and underserved communities, in addition to a growing number of states opening alternative licensure pathways.

  • Tara Osseck
    Senior VP, Recruiting, Jackson Physician Search

    Neal Waters
    Regional VP, Recruiting, Jackson Physician Search

    Tonya Hamlin
    Regional VP, Recruiting, Jackson Physician Search

    Jeff Foster
    Regional VP, Recruiting, Jackson Physician Search

    Why are so many newly hired physicians — especially those fresh out of training — leaving their first jobs so quickly? This costly trend frustrates healthcare leaders and in-house recruiters, both of whom often feel caught between organizational needs and a new generation with evolving expectations.

    This session shares new national research that reveals what’s truly driving physician turnover — and what can be done to change it. A panel of recruitment experts will guide attendees through the pivotal window between a physician’s job acceptance and full integration, emphasizing the role of authentic relationship-building from recruitment through onboarding and beyond. Attendees will learn practical strategies for building trust, aligning expectations, and fostering long-term loyalty with intentional pre-boarding.

    Learning objectives:

    • Breakdown key disconnects between physicians’ expectations and administrators’ assumptions about loyalty and retention, recognize red flags for early departures

    • Distinguish the behaviors and key relationships that authentically engage physicians and foster deeper connections from pre-boarding through practice integration

    • Compare physician and administrator perspectives on culture, feedback, career development, and more

  • Jeffrey Battinus
    Head of Talent Acquisition at Dental Care Alliance

    This session outlines the strategic integration of Artificial Intelligence for interview and selection, into ultimately redeploying talent to build a internal RPO. This session will explore the timeline, key milestones, and actionable steps from AI Pilot Go-Live to the completion of the internal RPO team build to reduce the reliance on external staffing firms. Attendees will gain insights into change management, AI technology, agency reduction strategies, and how AI can turn into a revenue producing and cost saving strategic implementation without displacing top talent in the Talent Acquisition team. This strategic approach can be utilized in any patient care focused company that requires contingent labor utilization.

  • Matt Brown
    VP of Enterprise Client Solutions, CHG Healthcare

    Physician engagement is no longer a “nice to have,” it’s a strategic imperative. The 2025 Physician Sentiment Survey, conducted by CHG Healthcare, reveals a critical disconnect between healthcare leadership and the physicians they rely on. While 74% of physicians report being satisfied in their roles, only 29% would recommend their organization, a striking indicator of disengagement.

    This session will unpack the survey’s key findings from over 900 practicing physicians across the U.S., highlighting what truly drives engagement, retention, and advocacy. Attendees will explore the defining traits of “highly engaged” physicians and the leadership behaviors that foster trust, autonomy, and alignment. We’ll examine how economic pressures, administrative burdens, and lack of input into decision-making are shaping physician sentiment, and what recruiters and healthcare leaders can do to respond.

    Whether you're hiring for permanent roles or locums, understanding the emotional and operational drivers behind physician engagement is essential. This presentation offers actionable insights to help recruiters position their organizations more effectively, reduce turnover, and attract top talent in a competitive market.

  • Molly Headd
    Senior Director, Account Management/Business Development at AMN Healthcare

    Elizabeth (Betty) Petro
    Senior Consultant, Executive Search at AMN Healthcare

    Richard Metheny
    Talent Services Advisory Consultant at The Aware Leader

    David Tupponce
    Senior Vice President of Institute Operations at Allegheny Health Network

    Healthcare organizations are experiencing unprecedented generational change as baby boomer physicians retire, millennial and Gen Z physicians bring new expectations, and leadership pipelines evolve. This session explores how organizations can understand generational dynamics, adapt recruitment strategies, and build leadership teams that thrive across age groups. Panelists will share insights from generational workforce surveys, real-world physician perspectives, and practical strategies for using leadership assessments to identify the right candidates for the right roles.

  • Leslie Kinkade
    Division Vice President, Marketware

    Recruitment teams are often buried in spreadsheets and fragmented systems, making it difficult to generate reports that truly drive strategy. Critical data is scattered, reports take weeks to compile, and leadership may receive numbers without meaningful insights. This session explores how leading organizations are streamlining recruitment reporting to save time, improve accuracy, and deliver actionable analysis.

    Leslie Kinkade, Division Vice President of Recruitment and Onboarding Solutions at Marketware, will share how healthcare organizations are rethinking recruitment reporting. He will outline practical ways to centralize data, simplify pipeline tracking, prove ROI, and transform reporting into a powerful tool for leadership communication and decision-making — without getting lost in manual spreadsheets.

Wednesday, April 15

Breakout Sessions 4 | 9:00 - 9:45am

  • Sponsored by Axuall

    Note: This is a sponsor-developed session that may contain product or service promotion.

    Holli McConnell, MBA, CPRP-DEI
    AdventHealth

    Jason Junker, MA, CPRP
    AdventHealth

    Brian Cox
    Axuall

    Clinician shortages have pushed many recruiting teams into survival mode where volume and urgency crowd out efficiency and consistency. In this interactive panel, Axuall and recruiting leaders from AdventHealth will share how AI and connected provider data are reducing operational drag, helping teams screen earlier, reach more passive candidates through proactive and engaged outreach, avoid late-stage fallout, and reclaim recruiter time without adding process and headcount.

  • Caroline Grounds
    Account Director, LocumTenens.com

    Tara Osseck
    Regional Vice President of Recruiting, Jackson Physician Search

    Amelia Vietri
    Executive Vice President, LocumTenens.com

    Andrea Leland
    System Vice President, Dartmouth Health

    Juliann Hamblin
    Manager of Physician and Provider Recruitment, Dartmouth Health

    Physician recruitment today is defined by a landscape of mounting administrative burdens, fierce market pressures, and limited resources. These challenges often drain the energy of in-house recruiters and disconnect them from the core purpose of their work. While we've previously explored these roadblocks through survey data, this exclusive panel discussion at the 2026 AAPPR Annual Conference will tackle them from multiple, powerful perspectives.

    Join an expert panel that includes representatives from LocumTenens.com, Jackson Physician Search, and Dartmouth Health. This session will provide a 360-degree view of the most common obstacles that deplete recruiter energy, including inefficient processes, stakeholder misalignment, and resource constraints. By bringing together insights from permanent placement, locum tenens, and academic medicine, the panel will reveal how these seemingly disparate sectors face similar challenges and, more importantly, how they've developed unique, actionable strategies to overcome them.

    Whether you're struggling to influence hiring teams, facing budget limitations, or simply seeking to recharge your professional drive, you’ll walk away with fresh perspectives and a collaborative roadmap to protect your energy, elevate your performance, and achieve lasting success in physician recruitment.

  • Meagan Strawhacker
    Vice President, Medical Staff Development, Community Health Systems (CHS)

    Jonathan Miles
    Manager, Provider Onboarding, Community Health Systems (CHS)

    The first 90 days can make or break a provider’s long-term success in a health system. Yet too often, those critical days are spent chasing paperwork, answering duplicative requests, and navigating disconnected processes. CHS was no exception—until we transformed provider onboarding from a frustrating maze of spreadsheets and emails into a streamlined, tech-enabled journey that providers now describe as simple, transparent, and supportive.

    Onboarding is one of the most critical touchpoints in the provider lifecycle, directly influencing retention, satisfaction, and time-to-productivity. Yet, many health systems still rely on outdated processes—manual spreadsheets, email threads, and repeated document requests—that frustrate providers and drain staff resources.

    In this session, we’ll share how our health system moved from complexity and inefficiency to a streamlined, technology-driven onboarding solution. By implementing a centralized platform, we:

    ● Eliminated duplicative provider document requests

    ● Improved task visibility and accountability across departments

    ● Reduced onboarding timelines

    ● Increased provider satisfaction and engagement

    We’ll also discuss the ripple effects beyond onboarding, including stronger collaboration with HR, payer enrollment, and medical staff offices, plus access to data and metrics that reveal bottlenecks and drive process improvement. Attendees will walk away with a roadmap and lessons learned to modernize onboarding at their organizations.

  • Audrey Barker MBA, CPRP
    National Director of Physician Recruitment, Integrated Dermatology Group

    In small groups, recruiters will conduct a hands-on exercise to create their own retention strategy — allowing an immediately actionable product, post-conference.

  • Marcy K. Lechner, BHA, CPMSM, CPCS
    Director Provider Recruitment & Support Services, Stormont Vail Health

    Karen Reed-Coffman, MBA, FMSP, CPMSM, CPCS
    Director Medical Staff Services, Stormont Vail Health

    This will be an overview of the benefits of a collaborative, collegial relationship between provider recruitment and the medical staff services teams. We will share success stories and tools that we have created to enhance communication between the teams which allows new providers to be onboarded on the anticipated start date. Credentialing delays contribute to lost revenue and dissatisfaction. Working closely together to ensure candidates are competent and are responding in a timely manner to medical staff needs ensures they can arrive and begin practice at the earliest possible time.

  • Jaclyn Zurawski
    Principle, SullivanCotter

    Many health care systems view patient access as their biggest challenge and are looking for creative compensation solutions that enable them to take on new patients with an increased focus on working at top of license across all clinical roles. Several market forces continue to influence physician and APP compensation; perhaps the most significant and long-lasting trend is changing workforce expectations. The pandemic exacerbated workforce expectations for a more sustainable work life. In the last five years, generational preferences has impacted base salary, work expectations and compensation in totality. During this session SullivanCotter will discuss key trends in physician and APP compensation and incentive practices, productivity, recruitment and retention strategies, and more.

  • Yvonne Marshall
    Sr. Physician Recruiter

    Ja'Nikka Caraballo
    Manager, Provider Talent Acquisition & Belonging Lead

    Recruiting and retaining residents and fellows requires more than strong outreach. It takes a system-wide approach. This session explores how physician recruiters can build sustainable pipelines by leveraging collaboration with key internal partners, including GME, physician leadership, HR, marketing, and clinical departments. By working across silos, recruiters can ensure consistent messaging, broaden their reach to every resident and fellow, and create a culture that encourages trainees to envision their long-term future within the health system.

Breakout Sessions 5 | 10:00 - 10:45 am

  • Sponsored by Take2 AI

    Note: This is a sponsor-developed session that may contain product or service promotion.

    Yaniv Shimoni
    Co-Founder, Take2 AI

    Jeff Battinus
    Head of Talent Acquisition, Dental Care Alliance

    As AI rapidly transforms the enterprise, forward-thinking organizations are reimagining how core functions operate—and talent acquisition is at the forefront of this shift. In this session, Yaniv Shimoni, Co-Founder of Take2 AI, joins Jeff Battinus, Head of Talent Acquisition at Dental Care Alliance, to present the impact of AI Agents on healthcare recruiting and how they are reshaping the end-to-end recruiting lifecycle.

    Drawing on a real-world implementation of Take2's AI Agents in Dental Care Alliance's TA organization, we will explore how organizations are achieving over 75% automation of the recruiting process, enabling 24/7 hiring operations, faster time-to-fill, significant cost reductions, and improved quality of hire. Attendees will gain insight into what it takes to successfully deploy agents within existing workflows, leading to substantial productivity gains and cost savings.

  • Melinda Giese
    Senior Vice President of Enterprise Client Solutions, CHG Healthcare Services

    Collin Mower
    Senior Director of Enterprise Client Solutions, CHG Healthcare

    Physician recruiters are uniquely positioned to influence both patient access and financial performance, but too often, their role is limited to reactive staffing. This session challenges that norm by presenting a strategic framework that empowers recruiters to lead smarter coverage decisions that protect revenue and reduce care disruptions.

    Attendees will learn how early payer enrollment, proactive planning, and cross-functional collaboration can transform coverage from a cost burden into a financial asset. This isn’t a billing seminar, it’s a recruiter-focused guide to driving meaningful impact through strategic action, even without direct control over enrollment or reimbursement.

  • Jeff Ellman
    Co-founder, UrbanBound

    Michael Krasman
    CEO, Co-Founder, Urbanbound

    Healthcare recruitment is tough. Out-of-market recruitment? Even tougher. In this masterclass, we’ll unpack the most common missteps health systems make when trying to attract, relocate, and retain healthcare talent from outside their region. Whether it's fumbling the relocation experience, misreading candidate motivations, or ignoring the hidden costs of churn, we’ll walk through the pitfalls—and more importantly, how to avoid them. Join experts from UrbanBound for a presentation that blends real-world examples, data-backed insights, and practical strategies your team can use immediately.

  • Jillian Dolan
    Director of Physician Recruitment, TidalHealth

    How many of us went to school to become physician recruiters and have been in this role since day one? None of us! I’ve talked to so many provider recruiters who come from amazing backgrounds outside the industry. How do we leverage the skills and experience we already have and make them relevant to our new jobs? I’ll share the tactics I used to convince the C-suite that even though I was working in interior design six months ago, I can succeed in this role.

  • Christopher Borasz
    Director Provider Recruitment, OhioHealth

    Kelsey Beaver
    Physician Recruiter, OhioHealth

    Dr. Curtis Gingrich, MD
    President, OhioHealth Mansfield & Shelby Hospital

    This is a presentation that gives recruiters the tools needed to influence executives to drive successful recruitment strategies and outcomes when faced with a hard to fill position. We will teach attendees how to:

    • Understand the mindset of an executive

    • Establish and leverage KPIs and benchmark data

    • Effectively utilize data to drive results and be seen as a subject matter expert

    • Ultimately fill your hardest positions

    A Physician Hospital President from one of our rural hospitals will be joining to present as well. This perspective will give keen insights to all attendees.

  • Elissa Taub
    Partner, Siskind Susser PC

    Rupinder Kaur, MBA
    Executive Director, Physician and Advanced Provider Recruitment, Baptist Health Medical Group

    Dive into an engaging and dynamic discussion with our expert panelists as they uncover the secrets to successfully recruiting international medical graduates (IMGs). Discover actionable strategies to build robust relationships both within your organization and beyond, ensuring you achieve optimal recruitment results. Learn how to foster a culture of immigration sponsorship by gaining crucial buy-in from internal stakeholders and streamlining your recruitment and immigration processes for efficiency and success. Gain an edge by hearing the latest immigration updates and gain a deep understanding of essential immigration procedures. Join us for a session that promises to equip you with the insights and tools necessary to navigate the complexities of IMG recruitment with confidence and finesse!

  • Emerson R. Moses, MBA, CPRP-DEI
    Vice President, Clinician Acquisition and Recruitment, Signify Health (part of CVS Health)

    Aisha DeBerry, MBA, CPRP
    Executive Director of Provider Recruitment, UVA Health

    In the complex world of healthcare, the debate over where physician and APC recruitment should report is more than an organizational chart discussion; it's a critical factor in attracting and retaining top clinical talent. The prevailing wisdom often suggests that reporting to Medical Group or Operations leadership yields the best results, while a Human Resources or Talent Acquisition structure can introduce bureaucratic hurdles. This session dives into this contentious topic, offering a balanced and strategic exploration of both models.

    We will examine the real and perceived barriers, uncover hidden opportunities, and provide a practical roadmap for physician recruitment professionals to succeed regardless of where they sit in the org chart. Whether you're aiming to influence change or strengthen your partnership with HR and Talent Acquisition counterparts, this session will equip you with the language, strategies, and confidence to turn reporting-line challenges into strategic advantages.

Breakout Sessions 6 | 1:30 - 2:15 pm

  • Clint Rosser
    CEO, PracticeMatch

    Using longitudinal, first-party training-to-practice data, we’ll map how far—and how often—new physicians move for their first job, by specialty and market type. You’ll see exactly where proximity gives you an edge (e.g., primary care), where mobility opens new sourcing lanes (e.g., surgery), and how to operationalize “train-to-retain” and regional pipelining. We’ll end with a playbook you can take home: outreach cadences, campus tactics, and relocation levers that measurably shrink time-to-fill.

  • Kurt Scott
    Founder & CEO, Physician Leadership Career Network

    Recruiting physician leaders is not the same as recruiting staff physicians. Clinical skills matter, but true leadership potential requires a different lens. This session will outline key differences in evaluating leadership candidates and demonstrate how to design a world-class recruitment program that not only identifies the right leaders but also delivers a candidate experience that sets your organization apart. Attendees will leave with actionable tools and strategies to elevate their leadership recruitment practices to a higher standard.

  • Marissa Whalen
    Director, Physician Recruitment and Manager, Neurology Recruitment, RosmanSearch

    Margaret Gresham, PHR, SHRM-CP
    Manager, Gastroenterology Recruitment, RosmanSearch

    Retaining physicians, especially specialists, doesn’t exclusively happen after they’ve started — it begins before the job is even posted. Learn best practices for identifying and recruiting physicians with nuances that will not just sign but are likely to stay with you long-term.

  • Mariela Alvarez-Sosa, MBA, SPHR, CPRP, PPMC
    Principal and Chief Experience Officer, Lucid Healthcare Consulting, Inc.

    In an era mostly guided by functional transactions, provider recruitment must set the tone for a differing experience if they want to attract — and most importantly, retain — top talent in an ever-shrinking pool of physicians. Relational Experience is the key to building and sustaining high-yielding recruitment strategies by capitalizing on open communication, trust, clear messaging, and, most importantly, relationship building. And it takes all key stakeholders to make this happen. From the recruitment team that ensures consistency and reliability in the hiring process, to the hiring manager or search committee that sets the tone for the search and what the job is about, to the candidate who needs to feel in control and wants to be seen and heard.

    By honing in on clear expectations and full transparency, everyone in this Relational Experience cycle comes out ahead. And the best part: clarity and understanding from day one builds trust and engagement, which leads to retention. A win-win all around.

  • Katherine Miller, CPRP
    SeniorDirector, Physician Recruitment & Provider Onboarding, Orlando Health

    Paul H. Olzak, MBA, CPRP
    Director, Professional Recruitment and Onboarding, Carilion Clinic

    Recruiting physicians today often means going beyond the traditional playbook. Health systems face two particularly challenging talent searches: attracting “Frankensteins,” physicians who are open to newly created, hospital-based roles that don’t follow a standard practice path, and securing “Unicorns,” specialists who are so rare in the market that recruiting them can feel impossible.

    This session will explore how to identify these candidates in a competitive market, understand their motivations, and engage them effectively. Participants will examine practical strategies for sourcing, messaging, and building relationships with physicians who may not be pursuing traditional practice paths, as well as approaches to reach the rarest, most sought-after specialists. Real-world examples will illustrate successful recruitment techniques and highlight how health systems can position themselves as compelling opportunities for both types of physicians.