The Challenge: Scaling a Specialty Clinic Model Across Oklahoma
Nerve Renewal is a neuropathy treatment clinic network that had built a proven patient care model at a single location in Oklahoma. The business opportunity was clear: replicate the model across the state, opening 10+ clinics to serve a dramatically underserved patient population.
The clinical challenge was just as clear: each clinic required a dedicated Nurse Practitioner — someone with the clinical competency to assess and treat neuropathy patients and the interpersonal skills to drive patient retention in a fee-for-service model. Finding 25+ NPs with that specific profile, at scale, with consistent speed, was a problem that Nerve Renewal's leadership couldn't solve through traditional recruiting.
They brought in MedicalRecruiting.com.
Our Approach: Standardization at Scale
Scaling a specialty clinic model requires more than just finding providers — it requires building a repeatable recruiting system that works the same way whether you're opening clinic #2 or clinic #11. That was the foundation of our engagement with Nerve Renewal.
Phase 1: Building the Ideal Candidate Profile
Before running a single search, our team worked directly with Nerve Renewal's clinical leadership to build a precise picture of the ideal NP. This wasn't just about credentials (FNP or AGNP board certification, clean license, DEA). It was about identifying the clinical communication style, patient education capability, and entrepreneurial mindset that drove outcomes in the neuropathy model.
That profile became the foundation for every search.
Phase 2: NP Recruitment Across Oklahoma
Drawing on our database of 150,000+ Nurse Practitioners, we prioritized NPs already licensed in Oklahoma and those in adjacent states interested in relocation. We specifically targeted NPs with chronic disease management experience — DM, peripheral vascular disease, chronic pain — who would be clinically prepared for the neuropathy patient profile from day one.
We placed 25+ NPs across Nerve Renewal's clinic network, averaging 35 days to fill per position.
Phase 3: Medical Assistant Recruitment and Retention
Nurse Practitioners drive clinical outcomes, but Medical Assistants drive operational efficiency. Nerve Renewal was experiencing MA turnover rates that were creating workflow chaos and increasing NP administrative burden. Our team addressed this directly — hiring 30+ MAs with a structured competency and culture-fit screening process and helping implement a standardized onboarding program.
The result: a 59% reduction in MA turnover within 6 months.
The Results
- 25+ Nurse Practitioners placed across Oklahoma clinic locations
- 35-day average time-to-fill for NP positions — well below the 90–120 day market average
- 10+ clinic locations opened and fully staffed
- 30+ Medical Assistants hired with structured competency screening
- 59% reduction in MA turnover within 6 months of program implementation
- $2M+ in revenue recovered from faster clinic openings and reduced provider downtime
"The standardized recruitment process allowed us to scale rapidly while maintaining quality and reducing costs significantly. MedicalRecruiting.com understood our model from day one and delivered consistently across every location."
— Nerve Renewal Leadership
Key Success Factors
1. Specialty-Specific Candidate Targeting
Neuropathy treatment is a niche clinical environment. Candidates who excel in this setting typically have backgrounds in chronic disease management, pain management, or neurology-adjacent primary care. Our team didn't search broadly — we searched precisely, reducing wasted interviews and accelerating time-to-fill.
2. Standardized Compensation Packages
One of the most common scaling problems in multi-site clinic networks is compensation inconsistency — where each location offers slightly different packages, creating internal equity issues and turnover. We helped Nerve Renewal develop a standardized NP compensation framework that was competitive with the Oklahoma market while being consistent across all locations.
3. Structured Onboarding Program
High turnover in specialty clinics often traces back to a failure of onboarding — providers who are clinically competent but weren't properly prepared for the specific patient population, workflow, and documentation expectations of the practice model. We worked with Nerve Renewal to build a structured, documented onboarding protocol that every new NP and MA went through consistently.
4. Proactive MA Retention Strategy
The 59% reduction in MA turnover wasn't accidental. It came from addressing the root causes: misaligned compensation expectations, unclear role definitions, and inconsistent management. By hiring MAs who were explicitly screened for the Nerve Renewal environment and onboarding them into a clearly documented role, retention improved dramatically.
The Broader Lesson: Recruiting Systems Beat One-Off Hires
What made the Nerve Renewal engagement successful wasn't any single hire — it was the system. By building a repeatable process for identifying, screening, placing, and onboarding providers and support staff, Nerve Renewal was able to scale from 1 clinic to 10+ without the recruiting chaos that derails most healthcare growth stories.
That's the difference between a recruiting transaction and a recruiting partnership.
Ready to Scale Your Clinic Network?
If you're building or expanding a specialty clinic network and need a recruiting partner who understands the operational realities of multi-site healthcare, we should talk.
Contact Blake Moser at blake@medicalrecruiting.com or call 346-515-5160.