How QualDerm Partners Transformed High-Volume Recruiting with Workable
Scaling a healthcare organization across multiple states while maintaining recruiting efficiency is one of the most complex operational challenges any HR team can face. For QualDerm Partners, a rapidly growing dermatology practice management company operating across more than 60 facilities in 17 states, that challenge was very real. With a lean recruiting team of just six people responsible for filling hundreds of roles every year, the pressure to hire faster, smarter, and more consistently was enormous. By partnering with Workable, QualDerm Partners didn't just survive that pressure — they built a recruiting engine capable of completing 787 hires in a single year while establishing measurable baselines for the very first time.
The Challenge: High-Volume Hiring Across a Fragmented Landscape
Before implementing a modern applicant tracking system, QualDerm Partners faced the kind of operational fragmentation that plagues many fast-growing healthcare organizations. Recruiting was happening across dozens of locations, with limited visibility into pipeline status, inconsistent candidate communication, and no reliable way to measure how long it was actually taking to fill an open role. Without that data, it was impossible to calculate the true cost of a vacancy or hold any part of the process accountable to a standard.
The team was also dealing with the sheer volume of requisitions. At peak periods, recruiters were simultaneously managing up to 150 open positions spanning clinical, administrative, and support functions across a geographically dispersed footprint. Coordinating that workload without a centralized platform meant relying on spreadsheets, scattered emails, and manual follow-ups — a recipe for missed candidates, delayed offers, and recruiter burnout.
The Solution: Workable as a Centralized Recruiting Platform
QualDerm Partners adopted Workable to bring order to this complexity. The platform gave the team a single place to manage every requisition, every candidate, and every stage of the hiring process — regardless of which facility the role was tied to or which state it was located in. With everything living in one system, the six-person recruiting team could finally operate with the visibility and coordination that high-volume hiring demands.
Establishing a Time-to-Fill Baseline
One of the most impactful early outcomes was something deceptively simple: measuring time to fill. For the first time, QualDerm Partners had a reliable, consistent way to track how long each requisition took from opening to offer acceptance. The average came in at 32 days — a number that, once established, immediately became a management tool. Leadership could now calculate cost-per-vacancy, identify bottlenecks in specific roles or locations, and set performance expectations for the recruiting team. That single metric shifted recruiting from an intuition-driven function to a data-informed one.
Video Interviews That Saved Weeks of Work
Another major efficiency gain came from Workable's video interviewing capabilities. During one high-volume hiring cycle spanning 30 days, the use of video interviews alone saved the recruiting team between 20 and 30 hours of work. That is the equivalent of nearly a full week of recruiter time recovered in a single month — time that could be redirected toward sourcing, relationship building, and moving top candidates through the funnel faster. In a team of six managing hundreds of open roles, that kind of time savings compounds quickly across a full hiring year.
Texting Throughout the Full Hiring Process
Candidate communication is one of the most commonly cited failure points in high-volume recruiting. Slow response times, missed emails, and lack of updates cause candidates to disengage and accept offers elsewhere. QualDerm Partners addressed this by integrating texting into every stage of their hiring process through Workable. The result was faster response times and meaningfully improved candidate engagement from initial outreach through offer acceptance. In a competitive labor market — particularly for healthcare support and clinical roles — the ability to reach candidates where they are, quickly and conversationally, is a genuine competitive advantage.
Scale: Managing 150 Open Requisitions Simultaneously
The numbers behind QualDerm Partners' recruiting operation are worth pausing on. Six recruiters. More than 60 facilities. Seventeen states. Up to 150 open requisitions at any given time. And 787 total hires completed in a single year. That level of scale, managed by a team that small, is only possible when the underlying systems are built to support it. Workable provided the coordination layer that made it work — allowing each recruiter to manage their portion of the pipeline without losing sight of the whole, and giving leadership the visibility they needed to make decisions in real time.
Executive Adoption: A Signal of True Platform Value
Perhaps one of the strongest indicators that a technology implementation has genuinely succeeded is when senior leadership doesn't just approve of the tool — they use it themselves. At QualDerm Partners, the CEO, CHRO, and COO are all actively using Workable. Executive-level adoption at that scale signals that the platform delivers the kind of visibility and accountability that leadership needs, not just the operational features that recruiters appreciate. When the C-suite is engaged with the same hiring data as the recruiting team, alignment improves and decisions get made faster.
Key Takeaways for Healthcare and Multi-Location Employers
- Centralization drives efficiency. Managing high-volume recruiting across multiple locations without a single platform creates fragmentation that slows every part of the process. A centralized ATS is not a luxury for organizations at QualDerm Partners' scale — it is a prerequisite.
- You cannot improve what you cannot measure. Establishing a time-to-fill baseline was a foundational step that unlocked cost management, performance accountability, and strategic planning for QualDerm Partners' recruiting function.
- Communication speed is a competitive advantage. In tight labor markets, especially in healthcare, candidates move quickly. Organizations that can engage faster — through texting, video, and streamlined scheduling — win more offers.
- Video interviews recover recruiter time at scale. Saving 20 to 30 hours per month through video interviewing may sound modest in isolation, but multiplied across a full year and a full team, it represents a substantial reallocation of recruiting capacity toward higher-value work.
- Executive engagement validates ROI. When the CEO, CHRO, and COO are active users of a recruiting platform, it removes organizational resistance, accelerates decision-making, and ensures that hiring remains a strategic priority at the highest level.
Conclusion: A Blueprint for Scalable Recruiting
QualDerm Partners' story is more than a software success story. It is a blueprint for how a lean recruiting team can operate at enterprise scale when given the right tools, the right data, and the right leadership support. By implementing Workable, they moved from reactive, fragmented hiring to a coordinated, measurable, and increasingly efficient process — one capable of growing alongside the organization itself. For any healthcare employer, multi-location business, or rapidly scaling company struggling with high-volume hiring, the QualDerm Partners case study offers a clear and replicable model for what modern recruiting can look like.