Adam Pasti

I’ve spent a lot of time around PE-backed Healthcare SaaS teams, and one pattern keeps showing up. The companies don’t struggle because the product isn’t good. They struggle because the organization outgrows the leadership structure. Revenue scales faster than people systems. M&A happens before the team is ready. Managers get promoted without support. HR is expected to “keep up” instead of being built to lead. In this space, people leadership isn’t a support function. It’s part of the value creation plan. The teams that get this right tend to invest earlier than feels comfortable especially in HR leadership that understands scale, integration, and PE cadence. I’m curious where others have seen this play out. What people decisions ended up mattering more than expected?

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𝐖𝐡𝐲 𝐘𝐨𝐮𝐫 𝐈𝐀𝐌 𝐕𝐞𝐧𝐝𝐨𝐫 𝐒𝐞𝐥𝐞𝐜𝐭𝐢𝐨𝐧 𝐖𝐢𝐥𝐥 𝐏𝐫𝐨𝐛𝐚𝐛𝐥𝐲 𝐅𝐚𝐢𝐥⁣ 𝘈𝘯𝘥 𝘩𝘰𝘸 𝘵𝘰 𝘢𝘷𝘰𝘪𝘥 𝘢 $2M 𝘮𝘪𝘴𝘵𝘢𝘬𝘦.⁣ A healthcare CTO just told us:⁣ "We spent 18 months evaluating vendors. Checked every feature box. Implementation has been a nightmare."⁣ Their "perfect" vendor selection is now 8 months behind schedule and 40% over budget.⁣ 𝘞𝘩𝘺? 𝘛𝘩𝘦𝘺 𝘧𝘦𝘭𝘭 𝘧𝘰𝘳 𝘷𝘦𝘯𝘥𝘰𝘳 𝘵𝘩𝘦𝘢𝘵𝘦𝘳.⁣ 𝐓𝐡𝐞 𝐅𝐞𝐚𝐭𝐮𝐫𝐞 𝐅𝐚𝐥𝐥𝐚𝐜𝐲⁣ • Most organizations select vendors by:⁣ • Creating massive feature checklists⁣ • Believing vendor demos⁣ • Comparing spreadsheets⁣ • Choosing the most "complete" solution⁣ 𝘙𝘦𝘴𝘶𝘭𝘵: 𝘍𝘦𝘢𝘵𝘶𝘳𝘦-𝘳𝘪𝘤𝘩 𝘱𝘭𝘢𝘵𝘧𝘰𝘳𝘮𝘴 𝘵𝘩𝘢𝘵 𝘥𝘰𝘯'𝘵 𝘥𝘦𝘭𝘪𝘷𝘦𝘳 𝘣𝘶𝘴𝘪𝘯𝘦𝘴𝘴 𝘷𝘢𝘭𝘶𝘦.⁣ 𝐖𝐡𝐚𝐭 𝐀𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐖𝐨𝐫𝐤𝐬⁣ Strategic vendor selection based on:⁣ ✓ Business outcomes, not feature lists⁣ ✓ Proof-of-concept in YOUR environment⁣ ✓ Implementation track record with similar organizations⁣ ✓ Total cost of ownership, not just license fees⁣ 𝘞𝘦'𝘷𝘦 𝘴𝘦𝘦𝘯 𝘰𝘳𝘨𝘢𝘯𝘪𝘻𝘢𝘵𝘪𝘰𝘯𝘴 𝘢𝘤𝘩𝘪𝘦𝘷𝘦 40% 𝘧𝘢𝘴𝘵𝘦𝘳 𝘵𝘪𝘮𝘦-𝘵𝘰-𝘷𝘢𝘭𝘶𝘦 𝘸𝘪𝘵𝘩 𝘴𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘤 𝘴𝘦𝘭𝘦𝘤𝘵𝘪𝘰𝘯.⁣ 𝐃𝐨𝐧'𝐭 𝐌𝐚𝐤𝐞 𝐚 $𝟐𝐌 𝐌𝐢𝐬𝐭𝐚𝐤𝐞⁣ Get our vendor selection framework that's helped dozens of organizations choose the right IAM platform.⁣ 𝐅𝐫𝐞𝐞 𝐜𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐭𝐢𝐨𝐧 → https://lnkd.in/ekUathSn

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Most staffing conversations start with cost per hour. Agency rates. Overtime spend. Short-term savings. But CFOs are usually asking a different question. “What is instability costing us over time?” Because the real cost is not just labor. It is volatility. Turnover replacement costs. Recurring onboarding investment. Productivity loss during ramp-up. Operational disruption across units. These costs are often tracked separately. But they come from the same source. Workforce inconsistency. When viewed together, the financial picture changes. The conversation shifts from “how do we reduce spend this quarter” to “how do we stabilize performance over time.” Because stability is not just a workforce outcome. It is a financial strategy. We explored this idea more deeply in our blog. Link in the comments #HealthcareFinance #WorkforceStrategy #PRSInsights

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When it comes to recruiting and onboarding top providers, the right technology is only half the battle — adoption is what drives real results. This quick-reference guide shares the top 10 ways leading healthcare organizations are successfully rolling out their recruiting platforms, with tips that ensure: ✅ Stronger team alignment ✅ Improved retention experiences ✅ Efficient onboarding workflows ✅ Greater provider satisfaction 📥 Download the infographic now and give your onboarding tech the best chance for success: https://buff.ly/3UkW0LL #ProviderRecruitment #Onboarding #HealthcareTechnology #RecruitmentStrategy #PhysicianRecruitment #ClientSuccess

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The future of provider onboarding and credentialing isn’t coming. It’s already here. For decades, onboarding clinicians has been synonymous with manual data entry, disconnected systems, and reactive compliance management. But with automation and LLM technology, that playbook is rapidly becoming obsolete. Imagine this: You drop a folder of credentialing documents into your system: ✅ Each file is automatically classified. ✅ Key data is parsed and mapped to the right fields. ✅ Expirations are tracked. ✅ Communication with candidates is handled without any manual effort. That’s not just a vision. It’s what we’re doing at Credentially today. We’ve automated over 85% of the administrative work that once consumed compliance teams. The result? Faster onboarding, fewer errors, full visibility into every provider’s status across the business—and ultimately, better, faster healthcare. As health systems and staffing orgs look to scale, automation isn’t a nice-to-have. It’s necessity. #Credentialing #HealthcareCompliance #AIinHealthcare #ProviderOnboarding #DigitalTransformation #Credentially #futureproofinghealthcare #Workforcemanagement #Medicalstaffcoordinators #healthcareoperations

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Charge leakage is rarely one big miss. It is the result of small gaps that add up over time. This case study shows how one organization used consistent charge visibility and strong adoption to drive measurable results: • Over $1M in net patient revenue recovered • 90% adoption across operational teams • Clear accountability for missed and late charges RevID did not change behavior through alerts alone. It worked because teams had ongoing visibility into where leakage was happening and could act before revenue was lost. When adoption is high and insight is consistent, revenue recovery becomes repeatable. Read the full case study: https://lnkd.in/eHKbtk8t #RevenueIntegrity #ChargeCapture #RevenueCycle #HealthcareFinance #ProductProof #RevID

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