By now, the conclusion should be clear. The organizations that will win in the next phase of physician recruitment will not be the ones that simply demand speed. They will be the ones that build recruitment teams and systems designed for complexity, and then give those teams the visibility and alignment to execute consistently.

Time to fill matters. It always will. But time to fill can also become a blunt instrument. When it becomes the dominant metric, it can drive behavior that makes hiring outcomes worse, not better.

If physician recruiting feels tougher than it did even a year or two ago, you are not alone. Many teams are doing more outreach, juggling more open roles, and moving faster just to keep pace, yet the pipeline still feels thinner than it should. In our webinar, we unpacked why that is happening and what to do about it.

If you lead physician recruitment today, you do not need another reminder that the market is tight. You live it. You are carrying heavier search loads, covering harder specialties, navigating tighter budgets, and trying to maintain a candidate experience that still feels human in a process that has become increasingly complex.

In February, Jennifer Henley, COO of NAS Recruitment Innovations, part of M3 Talent Solutions Organization, discussed the past lessons and future plans in healthcare hiring with four panelists from top healthcare organizations across the nation. In this webinar, we shared experiences and opportunities from the past year and discussed new strategies for how to maximize impact in healthcare recruitment measures for 2026.