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As the Director of Physician Recruitment at one of the largest health systems in Greater Baltimore, Devyn Kern has a lot  on her plate. The ongoing physician shortage makes her job at LifeBridge Health increasingly difficult, and the steady flow  of physician job requisitions on her desk takes every ounce of her attention. When temporary needs arise, this too falls to  Devyn and her department of two, but with no bandwidth to address the needs and no process to follow, the task is often  delegated to hiring managers, who contact any number of locum staffing agencies for assistance.  

“It was not ideal,” says Devyn as she describes the process, or lack ther

eof, of hiring locums. “I had, upon advice from  a mentor, drawn up a standard contract that hiring managers were supposed to use with agencies, but of course, this  did not happen all the time. So, I would occasionally get a call of distress from a hiring manager who wanted to hire the  locum permanently but had signed a contract with a clause promising to pay above market fees to the agency in such a  scenario. The inconsistencies created a lot of problems.”  

In addition to the contractual issues, the lack of process was taking hours from the hiring managers’ days. The tasks of  reviewing agency contracts, evaluating CVs, and then conducting phone screens were taking time away from patient  care.  

Something had to give. Devyn knew the need for locums would not subside any time soon, and yet, she absolutely did  not have the time to create and manage a process for hiring locums. 


Devyn knew she needed the assistance of a Managed  Service Provider that could create and manage the  locum process for LifeBridge. She had the

Devyn Kern

approval  from leadership to move forward, so she sought out  three potential partners and evaluated each one. Devyn  had a contact at another health system who enjoyed  working with Healthcare Workforce Logistics (HWL) and  recommended them 100%. Devyn could see why. Of the  three potential partners, HWL was the newest, and Devyn  felt she--and LifeBridge--would receive more direct  attention from them.  

“I want to know, if I have a problem, I can call one person  for help, and that person can solve it,” says Devyn. “I knew I  would have that with HWL.” 

The personal attention from HWL began right away as  the team managed every detail of the implementation  process. They came to Lifebridge to meet with all the  

hiring managers and train them on the new process; which  would involve completing a locum requisition form online.  The form would go to both Devyn at LifeBridge and Wilma  

Guieb, the LifeBridge Account Manager at HWL, who  would share the details of the job with 12 agencies, all of  which had agreed to the terms of the standard LifeBridge  contract.  

Agencies submit candidates through the Vendor  Management Solution (VMS) to HWL, who will then  screen each one before sharing the most promising ones  with the hiring managers. Once a candidate is approved,  HWL works with the Agency Credentialing Manager to  ensure the candidate is fully credentialed with both the  medical staff office and the individual payers so that the  organization can be fully reimbursed. 


  1. Established seamless process for sourcing, credentialing, onboarding, scheduling and paying locums
  2. Allows Physician Recruitment department to focus time and energy on hiring permanent physicians
  3. Saves hours of time for hiring managers
  4. Eliminates non-standard fees and inflated rates

By establishing and managing an effective process for staffing locums, HWL has eased stress on the physician  recruitment department and saved time for hiring managers across almost every department. They view their HWL  Account Manager as a reliable extension of the team. 

“Before HWL, keeping my department fully staffed was especially challenging,” says Ron Mendoza, Director of Hospital  Medicine Operations at Northwest Hospital. “Now, when we have gaps, I know I can count on Wilma to manage the  details and ensure we have locums as needed.”  

“The time it saves the hiring managers is immeasurable,” Devyn says, “But there have been other benefits too. HWL  knows the average rates for the various specialties, whereas before, our hiring managers were often in panic mode and  would agree to whatever rate the agency demanded. Now that HWL manages the agency relationships, I’m confident we are paying competitive rates.”

September 23, 2022/By Trevor Strauss, FACHE
TAGS: Case Study
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Author: Trevor Strauss, FACHE

Trevor Strauss serves as a Vice President for HWL and has been designing new solutions and driving go to market strategy within healthcare workforce and human capital delivery for organizations since 2008. His expertise comes from having lead deal teams from inception through implementation across the entire labor continuum from search to enterprise-wide workforce and technology solutions. His passion is helping organizations reposition themselves to create the future they desire to meet their operational and financial goals, while ensuring patient care delivery. He received his BS from Lock Haven University, MBA from East Carolina University, and is Fellow of the American College of Healthcare Executives. He is based out of Atlanta, GA and can be reached at tstrauss@hwlworks.com or 770-298-0122.
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