Bree Black

➡️Why reputable, well-trained sales reps are a non-negotiable 1) Guidance you can trust Clinics don’t need more noise—they need clear, compliant guidance on sourcing, labeling transparency, and documentation. Our team leads with education, NP consults, and talk tracks that help you align purchases with your own clinical protocols. 2) Less friction, more execution When reps lack practical experience, the burden of due diligence falls back on you. We remove that friction with transparency and a streamlined ordering process—so your team can stay focused on care and operations. 3) Relationship over transactions You are not a number. We don’t churn through accounts—we partner. That means proactive communication, realistic planning on inventory and lead times, and a steady cadence of enablement to help your staff adopt and scale confidently. MD Hayvn™ #aesthetics #functionalmedicine #relationshipmanagement #businessdevelopment #partnership #growth

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✨Hiring Market Monday✨ SoCal Reflections, Mid-2025 edition! As we hit the halfway mark of 2025, the healthcare hiring landscape in Southern California continues to evolve—quietly but powerfully. 🌀 What we’re seeing: - Administrative and operational roles are in steady demand, especially in revenue cycle, compliance, and patient experience. - Workforce flexibility is no longer a perk—it’s an expectation. Hybrid and remote options are shaping candidate decisions. - Diversity, equity, and inclusion remain front and center—not just in hiring goals, but in how teams are built and supported. - Technology fluency is now a baseline requirement, even in traditionally non-technical roles. 💭 What it means: This isn’t just a hiring cycle—it’s a recalibration. Candidates are more intentional. Employers are more strategic. And the space between the two? That’s where the magic (and the challenge) lives. Here’s to building teams that are not only skilled, but sustainable. #HiringMarketMoonday #HealthcareHiring #SoCalJobs #WorkforceTrends #RecruitmentReflections #DEI #Hiring2025

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San Diego EDC: Building a Strong Healthcare Workforce Beyond 2025 It can be tough to find reliable, up-to-date, local San Diego labor market data an analysis. Look no farther than the San Diego Regional Economic Development Corporate and its sister organization, North County EDC. The San Diego Regional Economic Development Corporation (EDC) is a nonprofit organization dedicated to growing our region’s economy, fostering innovation, and ensuring inclusive prosperity. Through its Advancing San Diego program, EDC connects industry and education to align talent pipelines with real workforce needs. A New Report: Meeting San Diego’s Healthcare Talent Needs Beyond 2025 Healthcare is San Diego’s second-largest sector, supporting 160,000 jobs. Like much of the nation, our region faces a critical shortage of specialty nurses—particularly Operating Room, ICU/Critical Care, and Labor & Delivery RNs. While local programs graduate about 2,000 new RNs annually, most employer demand is for experienced and specialized roles, creating a major misalignment between education and industry. Key insights: ✅ San Diego will need 1,500+ additional RNs in the next three years. ✅ Specialty training is the top priority for employers. ✅ Cross-training Imaging Technologists (X-ray, CT, Sonography) adds significant value. Why it matters: A balanced healthcare workforce means investing in both new talent and advanced training. By working together, San Diego can create innovative solutions that meet today’s challenges and ensure our healthcare system thrives for years to come. My wife and I plan on growing old here in San Diego. We'll need well trained nurses to help us age gracefully. It's comforting to know the shortage has been identified and some steps are being taken to address it. Let's hope it's enough! 🔗 Explore the full report and get involved: https://lnkd.in/gAUtqR2E

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✨Hiring Market Monday✨ The Rise of the Micro-Market: SoCal Healthcare Hiring in Focus Forget sweeping national trends—local hiring micro-markets are where the real stories are unfolding. In Southern California, each region is telling its own story, shaped by community needs, provider growth, and workforce dynamics. Here’s what we’re seeing across my territory (North LA County/ Kern County: 📍 Lancaster / Palmdale - Strong demand for clinical support staff—especially MAs, LVNs, and front office coordinators. - Bilingual candidates are highly sought after in patient-facing roles. - Employers are leaning into training and upskilling to retain local talent. 📍 North Los Angeles (Glendale, Burbank) - Revenue cycle and compliance roles are heating up, especially in multi-specialty groups. - Candidates are prioritizing commute times and parking access—yes, really. - Hybrid admin roles are gaining traction, but on-site leadership remains key. 📍 San Fernando Valley - Outpatient surgical centers are staffing up—RNs, surgical techs, and schedulers are in demand. - Private practices are competing with health systems by offering flexibility and culture. - Tech-savvy candidates are standing out, even in non-clinical roles. 📍 Santa Clarita - Growth in compliance, credentialing, and patient experience roles. - Candidates are looking for stability and growth, not just salary. - Local talent is strong—but many are commuting out. Retention = opportunity. 📍 Bakersfield - Primary care and behavioral health hiring is accelerating. - Employers are investing in community-based care models. - Candidates value mission-driven work and long-term development. 💡 Takeaway: The hiring market isn’t one big wave—it’s a series of ripples. And the more you understand your local current, the better you can navigate it. Here’s to hiring with precision, purpose, and a little local love. #HiringMarketMonday #HealthcareHiring #SoCalJobs #Healthcare #HealthandMedical #MicroMarketTrends #RecruitmentStrategy #WorkforceInsights #Hiring2025

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We're currently in a labor market that remains steady - BUT intensely competitive, especially for specialized talent. Where's the strongest momentum? 💼 Finance & Accounting (Across the Bay Area) Seasonal peaks, IPO readiness, and cost‑management strategies are boosting demand for contract and project‑based F&A teams. 🏥 Healthcare & Life Sciences (Peninsula + South Bay) Biotech stability, clinical expansion, and ongoing provider shortages continue to drive strong hiring across research, clinical operations, and patient‑facing roles. 🏭 Industrial & Advanced Manufacturing (East Bay + North Bay) Reshoring, EV supply‑chain investment, and clean‑tech manufacturing are fueling increased demand for skilled labor, technicians, and engineering‑adjacent roles. 💻 Technology & Engineering (SF + Silicon Valley) AI adoption, cybersecurity spend, digital transformation, and clean‑energy innovation are driving above‑average hiring — with specialized engineering and data talent remaining extremely competitive. Even with signs of broader cooling, Bay Area specialized talent remains one of the most competitive markets in the country 🚀. Organizations are leaning more heavily on flexible workforce models to stay agile and scale smartly. If you're navigating hiring challenges or evaluating how these trends could shape your Bay Area talent strategy in 2026, DM me - happy to talk through what this means for your team.

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At today’s NACD Pacific Southwest Chapter program in Las Vegas, NV, we had the opportunity to learn from Dr. Jacque Sokolov, MD on macro healthcare trends that will surprise directors—shifts that every U.S. company will face, and that boards must be ready to oversee with management. One takeaway hit home: your zip code can predict how long you live. It’s not just about healthcare access—it’s about the economic, social, and environmental conditions shaping our communities most importantly your employees. I tested this by asking ChatGPT: “What is my life expectancy living in zip code [your zip code]?” The result was eye-opening. Try it yourself—you may be surprised by what it reveals about your own community. I believe these insights remind us why governance matters: directors have the responsibility to connect business strategy with the well-being of the communities we impact. Thank you Carolyn Flowers, Richard Munro, FCA, NACD. DC, and the NACD PSW for bringing us together.

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📢 Attention California Real Estate Professionals — Key 2026 Legal Updates You Need to Know! 📢 As we kick off 2026, several new state laws have taken effect or are coming into play that directly impact how we operate as licensed agents and brokers in California. Staying compliant is essential and these updates are must-knows for every transaction and marketing decision you make. Here’s a quick breakdown of the most significant changes: ⸻ 🔎 1. New Advertising and Digital Content Rules (Effective Jan 1, 2026) Under Assembly Bill 723 (AB 723), California now requires disclosure when images used in real estate marketing have been digitally altered, including AI generated or enhanced property photos. Agents and brokers must provide access to the unaltered originals to ensure transparency for consumers. This applies to all property marketing materials you publish. ⸻ 🖊 2. Updated California Real Estate Law Book Available The 2026 Real Estate Law Book has been released by the Department of Real Estate (DRE). This is your authoritative resource outlining all current statutes and regulations you need to follow. Review the updated laws to ensure your practices, disclosures, contracts, and compliance procedures are up to date. ⸻ 📑 3. Housing & Zoning Law Reforms (Coming Mid-2026) Several housing laws are reshaping how development and zoning work especially around transit areas. For example, SB 79 (Abundant and Affordable Homes Near Transit Act) allows multi-family housing up to several stories in height near major public transit stations, overriding certain local zoning restrictions. While this mainly affects land use and development, it will have knock-on effects for inventory, planning, and community engagement. ⸻ 📌 4. Reminder: Buyer-Broker Agreements & Commission Practices Although this law took effect earlier (January 2025), it’s worth reminding your teams: agents must obtain a signed buyer-broker representation agreement for their buyer clients, and compensation terms must be agreed upon prior to submitting an offer. This ensures compliance with both California requirements and the national settlement context. ⸻ 📌 5. Broader State Law Changes That Can Affect Real Estate Practice While not real-estate-specific, multiple new laws affecting landlords, tenants, and property operations took effect on January 1, 2026. These include appliance requirements in rental units, updated rental disclosures, and other tenant protections that can impact property management transactions and counseling clients. ⸻ 📍 Final Tip: These changes highlight how dynamic California’s legal landscape remains knowledge and compliance protect your business and strengthen client trust. Encourage your teams to review the full 2026 Real Estate Law Book, update templates/forms where necessary, and ensure marketing practices align with the latest transparency standards.

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Top 3 Tips for a Smooth New Owner Transition Match Philosophies When the new owner shares the seller’s approach to patient care, the transition is smoother. Shadowing the seller and using familiar language helps maintain trust. Seller Endorsement Matters If the seller stays briefly to introduce the new owner and offer support—e.g., “I chose Dr. ___ because I trust them to care for you like I have”—patients are more likely to stay. Keep Communication Open Encourage honest, two-way conversations with the team. They often hear valuable patient feedback that can guide improvements and reinforce what’s working. #dentalpractice #dentalpracticemanagement #dentaloffice #dentalclinic #dentalconsultant #dentalpracticeconsulting #dentistry #dentists #dentistlife

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👀 The best hires often come from seeing what others miss. Flashback 13 years ago… I was Talent Acquisition Manager at Sonora Quest Labs, trying to fill a tough role: Patient Services Center Supervisor. The wishlist? 📍 Phlebotomy certification 📍 5+ years of supervisory experience 📍 Healthcare management chops Easy, right? (LOL, no.) 🥸 Then came a candidate who made me pause - Shantrese Montgomery: 👉 A high school Career & Technical Education teacher. Not the obvious choice. Not even close. But she had previous healthcare experience and—more importantly—a spark.🔥 Her answers weren’t “perfect.” But her leadership instincts? 🦄 She managed 120+ teens a day (enough said), which translated beautifully into: 🧠 Classroom management = Performance oversight 🌱 Student development = Team growth 📞 Parent communication = Stakeholder management That “risky” hire? She stayed almost 13 years, climbed the ladder, and is now rocking a new leadership role in aviation. ✈️ Moral of the story: Sometimes the best talent shows up in unexpected packaging. 🎁 Don't just screen for experience—listen for potential. That’s where the magic is. 💡 Relationships = Results. The candidates you bet on today become tomorrow’s success stories.

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I’m pleased to share that Med Elite CE is now officially approved by the California Board of Nursing to provide continuing education for RNs. Over the past several months, I’ve shifted my focus from staffing and travel nurse support to developing Continiung Education programs that are practical, evidence-based, and supportive of the realities nurses face today. This project has been built in collaboration with NPs, pharmacists, and experienced nurses who helped ensure accuracy and clinical relevance throughout. California is our first state approval, with applications for additional states already in process. Our goal is to make continuing education more accessible, flexible, and meaningful for nurses across the country. Our first courses are now live for California RNs, and I’m grateful to everyone who has supported this transition and contributed to the work behind it.

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Monday Market Insight: Compensation Trends for 2025 Are Moving Faster Than Expected Our recent data shows compensation increases in several specialties well above inflation: -Emergency Medicine: +8% year-over-year -Dermatology: +6% year-over-year -Psychiatry: +9% year-over-year If you haven’t reviewed your compensation packages in the last 12 months, you may already be falling behind competitors in attracting and retaining top providers. #PhysicianRecruitment #HealthcareCompensation #MarketInsights #ProviderHiring

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Functional Medicine? Integrative Medicine? Longevity Medicine? What does it all mean? And, what are the differences between these medical approaches? How do they compare to conventional medicine? As a leading expert on healthcare industry trends, careers, practices, and more, we’re here to give you the full breakdown for each. Read the full article here. https://lnkd.in/gnHDznW8

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