Health systems hire at scale. Gia gives your TA team the capacity to match it.
Hospital TA teams manage dozens of concurrent openings across clinical and non-clinical tracks — with compliance requirements, credentialing timelines, and leadership visibility demands that overwhelm teams relying on point tools. Gia handles sourcing, first contact, and structured assessment so your recruiters can focus on the roles and relationships that require their judgment.
The problem
Why health system TA teams are perpetually under capacity.
Dozens of concurrent openings across multiple departments and tracks
Clinical, non-clinical, and leadership roles require different assessment criteria, different credential checks, and different compliance requirements — all running simultaneously in the same TA team.
Point tools create handoff friction and pipeline blind spots
When sourcing, assessment, ATS, and workforce management are separate systems, candidates fall through gaps. TA leaders lose visibility into where roles are stalling and why fill rates vary.
Credentialing and compliance timelines delay otherwise-ready candidates
Health system hiring timelines are constrained by credentialing processes that aren't within TA's control. Catching credential mismatches early is the only lever TA has on time-to-fill.
Recruiter capacity isn't scaling with hiring volume
Adding headcount to a TA team is slow and expensive. When volume spikes — seasonal demand, expansion, turnover surges — health systems need a capacity lever that doesn't require a hiring cycle of its own.
What changes
Sourcing, assessment, and pipeline management handled — so your team focuses where it matters.
Gia handles sourcing and first contact across all role types
Clinical, allied health, and non-clinical applicants all receive structured Gia assessment calls — role-specific criteria, credential questions, and availability captured before a recruiter is involved. Volume doesn't constrain the process.
Recruiters work the shortlist, not the queue
With Gia managing first contact and structured assessment, your recruiters engage candidates who are already pre-qualified. The roles that require recruiter judgment — leadership, specialized clinical, complex compensation negotiations — get the attention they need.
TA leadership gets the visibility they're asked to provide
Pipeline velocity, time-to-shortlist, and fill rates by department and role type are visible in real time. When leadership or the C-suite asks for a status update, the answer is already there.
60%
Faster Time to Shortlist
when Gia handles sourcing, first contact, and structured assessment end to end
$120K+
Saved per Recruiting Team per Year
in coordinator and sourcing overhead when Gia absorbs first-contact and assessment volume
Platform
How Gigin handles health system hiring end to end
Gia runs structured clinical and non-clinical assessments — capturing credentials, specialty, availability, and role-specific requirements before recruiters engage.
Manage active clinical and non-clinical placements across departments, track onboarding stages, and maintain leadership-level visibility in one platform.
Every candidate — clinical or non-clinical — has a single profile with assessment scores, credential status, interview history, and pipeline stage visible to your full TA team.
Time-to-shortlist, pipeline velocity, and role-by-role fill rates give TA leadership the visibility to report to the C-suite and identify where capacity is constrained.
Let's talk
See Gia run a clinical role from first contact to shortlist.
Book a 20-minute walkthrough with our team. Bring a real role - we'll run it through GIA live and you'll walk away with a concrete plan.
