The Challenge: Staffing 87 Clinics Overnight
In one of the most ambitious urgent care mergers in U.S. history, FastMed Urgent Care acquired 87 CareSpot and MedPost clinics across five states — creating an immediate, high-stakes staffing crisis. Dozens of locations needed qualified Nurse Practitioners and Physician Assistants within weeks, not months, in one of the tightest healthcare labor markets on record.
FastMed's leadership team had a clear mandate: get all clinics fully operational without disrupting patient care. They turned to MedicalRecruiting.com.
Our Approach: Speed Without Sacrificing Quality
Blake Moser and the MedicalRecruiting.com team mobilized immediately. Rather than blasting job boards and hoping for the best, our team executed a targeted, three-phase recruitment strategy.
Phase 1: Rapid Candidate Identification (Days 1–5)
Using our proprietary database of 1.5 million+ healthcare professionals — including 150,000+ Nurse Practitioners and 125,000+ Physician Assistants — we identified and personally reached out to pre-qualified candidates already licensed in the target states. No cold job postings. No waiting. Within 24 hours of intake, we were presenting vetted candidates.
Phase 2: Cultural Fit and Clinical Screening (Days 3–14)
One of the most underappreciated challenges in urgent care expansion is cultural alignment. A high-volume urgent care environment demands providers who are clinically sharp, autonomy-comfortable, and patient-experience focused. Our team developed a custom screening framework for FastMed that went beyond credentials to assess fit for the urgent care model specifically.
Phase 3: Credentialing and Onboarding Support (Days 7–28)
Credentialing delays are one of the most common reasons new hires can't start on time. Our team coordinated directly with FastMed's operations team to fast-track licensing verification, DEA registration, and clinic-specific onboarding documentation — cutting weeks off the typical process.
The Results
- 50+ providers placed across 5 states (FL, NC, TX, AZ, TN)
- 28-day average time-to-fill — vs. the 250-day industry average for urgent care NP/PA roles
- 90%+ one-year retention rate — more than 3x the industry standard of 28%
- $21 million in revenue saved — calculated at the industry benchmark of $150,000/month per unfilled urgent care provider position
- 192 total clinics fully staffed and operational
- 24-hour candidate turnaround — from intake to first qualified profiles delivered
"MedicalRecruiting.com's expertise and rapid response transformed our expansion from a potential crisis into a competitive advantage. Their 24-hour turnaround and cultural screening were game-changers for our team."
— FastMed Leadership Team
Key Success Factors
1. Pre-Built Candidate Pipeline
The single biggest differentiator was speed of access. Because MedicalRecruiting.com maintains an active, continuously updated database — not a static resume repository — we were able to reach providers who weren't actively job searching but were open to the right opportunity. That's where the best candidates always are.
2. Urgent Care Specialization
Recruiting for urgent care is fundamentally different from hospital or clinic recruiting. Providers need to be comfortable with high-volume, high-acuity, walk-in settings. Our team's deep familiarity with the urgent care practice model meant we weren't learning on FastMed's time.
3. Retention-First Matching
A fast hire that leaves in 90 days costs more than a slow hire who stays for years. Our screening process explicitly evaluated candidates on long-term fit — compensation alignment, geographic stability, career trajectory — reducing early turnover dramatically. The 90%+ one-year retention rate reflects that discipline.
4. Complete Credentialing Support
We didn't hand off candidates and disappear. Our team stayed in the process through credentialing and first-day onboarding, catching issues before they caused start-date delays.
Why This Matters for Healthcare Organizations
The CareSpot/FastMed engagement is a proof point for a broader truth in healthcare staffing: the organizations that fill provider positions fastest don't win by lowering their standards. They win by having better access and better process.
At the industry benchmark of $150,000 per month in lost revenue per unfilled provider position, a 222-day improvement in time-to-fill (28 days vs. 250 days) across 50+ positions represents tens of millions of dollars in protected revenue — not theoretical, but real operational impact.
Get Similar Results
Whether you're managing a single urgent care location or scaling a multi-site network, the principles that drove FastMed's success apply directly to your situation. Our team has done this at scale — and we can do it for you.
Contact Blake Moser directly at blake@medicalrecruiting.com or call 346-515-5160 to discuss your hiring needs.