How QualDerm Partners Transformed High-Volume Recruiting with Workable
Scaling a recruiting operation across 17 states, 60-plus facilities, and hundreds of open positions every year is not a challenge most HR teams would envy. Yet that is exactly the reality QualDerm Partners faced as one of the fastest-growing dermatology practice management companies in the United States. With a small team of six recruiters responsible for filling clinical and administrative roles at a rapid pace, QualDerm needed more than a spreadsheet or a basic job board. They needed a fully integrated, intelligent recruiting platform that could keep up with their growth. That platform turned out to be Workable.
The Challenge: Rapid Growth Without the Infrastructure to Match
QualDerm Partners operates a network of dermatology practices that has expanded quickly through acquisitions and organic growth. This expansion brought an enormous volume of hiring needs alongside it. The recruiting team was responsible for managing as many as 150 open requisitions simultaneously, all while trying to maintain quality candidate experiences and move people through the hiring process efficiently.
Before modernizing with Workable, the team lacked a centralized system capable of supporting that scale. There was no reliable baseline for key metrics like time to fill. Without that data, it was nearly impossible to calculate cost-per-vacancy, identify bottlenecks in the hiring pipeline, or make a compelling business case for additional recruiting resources. Leadership visibility into hiring progress was limited, which made alignment between HR and the executive team difficult to maintain.
Communication with candidates was another pain point. Slow response times and disjointed outreach meant that top candidates could slip through the cracks during high-demand periods. For a company competing for skilled clinical staff in a tight labor market, that was a problem they could not afford to let persist.
The Solution: Workable as the Central Recruiting Engine
QualDerm Partners implemented Workable as its applicant tracking system and recruiting platform, giving the team a single source of truth for all hiring activity across every location. The results were immediate and measurable.
787 Hires Completed in a Single Year
In one remarkable year, QualDerm's team of six recruiters completed 787 hires. This is a staggering output for a lean team, and it was made possible by the workflow automation, structured pipelines, and candidate management tools built into Workable. By centralizing every requisition, application, and communication on one platform, recruiters could move faster without sacrificing organization or quality.
Time to Fill Tracked at an Average of 32 Days
One of the most significant operational wins was establishing a reliable time-to-fill metric for the very first time. With Workable's reporting and analytics capabilities, QualDerm was able to set a baseline average of 32 days from job opening to accepted offer. This was not just a number — it was the foundation for smarter workforce planning. With a known time-to-fill figure in hand, the team could now calculate cost-per-vacancy, anticipate staffing gaps, and build proactive recruiting strategies rather than reacting to urgent vacancies at the last minute.
Video Interviews Saved 20 to 30 Hours Every 30 Days
Workable's built-in video interviewing tools proved to be a game-changer during high-volume hiring cycles. By using asynchronous or live video interviews to screen candidates earlier in the process, the recruiting team saved between 20 and 30 hours of work per month. For a team already stretched thin managing 150 concurrent requisitions, that time savings translated directly into more capacity to source, engage, and close candidates. It also meant that hiring managers and clinical leads spent less time in preliminary screening calls, freeing them to focus on their core responsibilities.
Managing 150 Open Requisitions Across 60-Plus Locations
Coordinating multi-location hiring at this scale would be chaotic without a centralized platform. Workable gave QualDerm's recruiting team a unified view of every open position across all facilities, making it possible to prioritize, delegate, and track progress without losing critical details. Recruiters working on roles in different states could collaborate seamlessly, share candidate profiles, and maintain consistent hiring standards regardless of geography.
Text Messaging Throughout the Full Hiring Process
Candidate communication received a significant upgrade through Workable's texting functionality. Rather than relying solely on email — which often goes unread for hours or even days — the QualDerm team began using text messaging at every stage of the hiring funnel. The result was faster response times, higher candidate engagement, and a more modern candidate experience that reflected well on the QualDerm brand. In a competitive labor market where candidates are often fielding multiple offers simultaneously, responsiveness is a competitive advantage, and texting made that possible at scale.
Executive-Level Adoption: A Sign of True Organizational Buy-In
Perhaps one of the clearest indicators that Workable had become mission-critical for QualDerm was the level of executive engagement with the platform. The CEO, CHRO, and COO all became active Workable users. This kind of top-down adoption signals something important: recruiting is not being treated as a back-office function but as a strategic business driver. When senior leadership has real-time visibility into hiring pipelines, open positions, and recruiter performance, they can make faster decisions, allocate resources more intelligently, and champion the recruiting function as a core part of company growth.
Key Takeaways for HR and Talent Acquisition Leaders
- Centralization drives efficiency. Managing 150 open requisitions across 60-plus locations became achievable because every activity lived in one platform, reducing friction and eliminating the chaos of disconnected tools.
- Data enables better decisions. Establishing a 32-day average time to fill was not just a vanity metric — it unlocked the ability to manage cost-per-vacancy and plan workforce needs more strategically.
- Modern communication tools matter. Texting candidates throughout the hiring process improved engagement and helped QualDerm compete for top talent more effectively.
- Video interviews multiply recruiter capacity. Saving 20 to 30 hours per month through video screening is the equivalent of adding significant bandwidth to a lean team without increasing headcount.
- Executive visibility strengthens the recruiting function. When leaders can see hiring data in real time, recruiting gets the organizational attention and support it deserves.
Conclusion: A Blueprint for High-Volume Healthcare Recruiting
QualDerm Partners' experience with Workable offers a compelling blueprint for any multi-location healthcare organization facing high-volume recruiting challenges. With a team of just six recruiters, they completed 787 hires in a single year, established their first-ever time-to-fill baseline, saved dozens of hours monthly through video interviews, and brought executive leadership into the recruiting process in a meaningful way. The lesson is clear: the right applicant tracking system does not just organize hiring — it transforms it into a strategic, measurable, and scalable business function. For organizations in dermatology or any other high-growth specialty, that kind of transformation can make all the difference.