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Clinical Workforce Case Studies

• Case Study 1: NHS Trust - Clinical Workforce (Permanent Workforce). The Client is an NHS Trust that was facing critical staffing shortages and turned to international recruitment to secure a skilled nursing workforce. Why? Because sometimes finding the right people means scouring the earth. Using our refined 3-step process, we got to work.
  
  Step 1 - The Conversation: Two members of the hiring panel of this particular Trust came to visit us at our London HQ and we got to work understanding their needs. They were battling with chronic staffing gaps, rising patient demand and a lack of retention of their nurses in particular. They needed internationally trained nurses who could integrate seamlessly into NHS standards while also ensuring high-quality care.
  Step 2 - Meet and Shortlist Candidates: That day, we arranged seven face-to-face interviews of qualified nurses from overseas including Australia, India, the Philippines and the United States, who were post their NMC OSCE – their last stage before UK registration. We gave them digital introductions to the Trust, their values and why they should be considered above all others. Doing so, meant that the Trust was the first to speak with the workforce about their first nursing job in the UK.
  Step 3 - Hire and Confirm Start Date: The Trust was able to give same day feedback to the candidates and extended offers to all seven before they boarded their train from Euston! The Client is a Tertiary Hospital and the nurses in this particular recount were from different specialities. Using advanced technology, we can now design teams within a specialty made up of people who – according to behavioural science – will work together successfully to ensure exceptional patient care.
  We’ve fine-tuned our 3-step process with AI-backed efficiencies, but the most important part remains: The Conversation – the time we take to make sure that your clinical workforce needs are met. Putting together a clinical workforce as part of your healthcare hiring strategy? Let's Talk

• Case Study 2: Care Home Group - Internal to Agency (Temporary Workforce). The Client is a care home group, used to handling recruitment internally, decided to work with us regardless. Why? Because our approach isn't about just filling vacancies - it's about delivering real solutions that make a difference. Using our refined 3-step process, we got to work.
  
  Step 1 - The Conversation: Before anything else, we sat down with the Client to understand their pain points. Staffing shortages, training gaps, upcoming CQC inspections and continuity of care were key concerns. Our goal was simple: find care professionals who wouldn't just fit the role, but elevate standards.
  Step 2 - Meet and Shortlist Candidates: We found and trained (full Care Certificate theory without the 'on the job' elements) three new carers, ensuring they matched the Client's values and care philosophy. This gave our Client full confidence in their selection for the trial. Rather than rushing into a permanent hire, they opted for a 4-week trial, allowing the candidates to integrate into one of their London homes and prove their ability in real-world situations.
  Step 3 - Hire and Confirm Start Date: The results spoke for themselves. The Client hired two out of three carers after the trial period, recognising their value firsthand. And the real win? Their next job order was for five more carers - proof that when recruitment is done right, it creates lasting trust and long-term partnerships.
  We've fine-tuned our 3-step process with AI-backed efficiencies, but the most important part remains: The Conversation - the human connection that ensures every placement is a success. Let's Talk

• Case Study 3: Clinical Research Nurses - UK and ROI Research Workforce (Temporary Workforce). The Client is a global Contract Research Organisation (CRO) who provides clinical research solutions across all phases of drug development. They were conducting a decentralised trial of medication across the UK and Republic of Ireland. Using our refined 3-step process, we got to work.
  
  Step 1 - The Conversation: Before anything else, we sat down with the Client to understand their needs. Their challenges were clear: (1) Talent Availability – Finding nurses with the right expertise in clinical research protocols or a willingness to learn. (2) Regulatory Compliance – Ensuring all professionals met strict UK & ROI medical standards. (3) Efficiency & Timelines – Staffing trials quickly without compromising on quality.
  Step 2 - Meet and Shortlist Candidates: We sourced and pre-screened multi-lingual Clinical Research Nurses, ensuring they aligned with the Client’s rigorous standards. This required identifying and screening registered nurses in the UK & Ireland, ensuring regulatory compliance. (2) Prioritising drivers, enabling smooth patient-home visits for decentralised trials. (3) Facilitating specialist training, including trial protocols and patient engagement strategies.
  Step 3 - Hire and Confirm Start Date: Results spoke for themselves and the trial efficiency was improved. Staffing shortages were eliminated, allowing smooth progression. Compliance was secured - Nurses adhered to NMC (UK) & NMBI (Ireland) regulations and patient care was enhanced – our skilled clinical workforce ensured trial success through expert clinical care. Their next Clinical Research Nurse workforce need was in Spain and Australia.
  We’ve fine-tuned our 3-step process with AI-backed efficiencies, but the most important part remains: The Conversation - the human connection that ensures every placement is a success from all perspectives. Looking to scale and future-proof your clinical research workforce? Let's Talk