Three months inside one hospital system's entry-level pipeline.
A regional hospital system in northeast Indiana partnered with Wend Care to recruit for entry-level positions across locations. Here's what the first three months looked like, leading to Wend Care becoming its #1 source of hires.
The situation
This hospital system partner carries a standing load of open positions—about 550 to 600 across the entire organization on a daily basis, spanning every department and seniority level. The roles that reopen most frequently are entry-level and support positions: patient care technicians, CNAs, lab support techs, and unit clerks.
Supplementing existing recruiting efforts, Wend Care built a continuous pipeline of local talent for an agreed-upon set of positions, without hiring staff needing to learn new software, change their vetting process, or pay for services up front.
What we did
Reached
We utilized our own marketing budget to advertise relevant job openings on social media across the system's commuting area, connecting with local talent that was interested and ready to apply.
Supported
Our career counselors texted with every candidate — answering questions, sharing links to job openings, and setting expectations — ensuring interest survived long enough to generate strong applications.
Routed into their process
Every candidate applied through the system's own job listings. Its screening, vetting, and credentialing standards applied unchanged — we fill the top of the funnel, the employer keeps full control of hiring.
The first three months
Applicants for pre-approved patient care roles
Arrived already certified (CNA, CCMA, CPT, QMA)
New applicants per day at steady state
Hires starting per week, direct to payroll
Total fees charged before those hires started work: $0.
The pipeline, in proportion
Nearly two out of three candidates already held a healthcare certification when we connected with them — qualified workers ready to begin the system's hiring process on day one, not prospects who might get certified someday.
Wend Care's recruiting efforts resulted in one to three hires per week—generating a consistent pipeline of local talent ready to fill positions as they became available.
What it cost
There was no set-up fee, no subscriptions, and no marketing costs. Wend Care funded the digital marketing campaigns, and the hospital system paid a flat fee per hire, resulting in a cost per hire that is roughly 38% cheaper than traditional recruiting services.
Figures reflect three months of partner hiring data, northeast Indiana.