Healthcare depends on in-house recruiters. But too often, they’re left to operate without a seat at the strategy table.
Welcome to Locums Digest, Locumpedia’s free bi-weekly roundup of industry news and trends that helps locum tenens agencies and healthcare facilities make informed business decisions.
In this edition: A new report from AAPPR, Jackson Physician Search, and LocumTenens.com finds that while 87% of in-house recruiters feel a strong sense of purpose, many still aren’t seen as strategic partners. They’re asking for better leadership support, clearer staffing goals, and stronger alignment across departments. And they’re not wrong to push for it. Agencies that help in-house teams work more strategically will be better positioned to build lasting relationships and long-term value.
Also in Digest 102: Why more PAs are opting to go locum, how tariffs are shaking up healthcare staffing, and what truly separates one locum agency from another. We’ll also unpack how healthcare facilities are rethinking their locum tenens strategy and what Medicare patients could lose as temporary telehealth support phases out.
Internal Recruiters Feel the Calling but Need More Support
September 19 | LocumTenens.com
A new report from AAPPR, Jackson Physician Search, and LocumTenens.com puts a spotlight on in-house physician recruiters, revealing that while 87% feel deeply “called” to their work, many are operating without the strategic support they need. These recruiters are seen not just as administrative staff but as vital connectors who influence access to care, organizational culture, and provider retention. Yet, many say they’re left out of early planning discussions and lack transparency from leadership.
Recruiters surveyed identified three specific needs: stronger leadership support (64%), a deeper understanding of staffing goals (42%), and improved communication with internal teams (41%). The findings make a clear case for treating recruiters as strategic partners rather than transactional hires. That shift could reveal valuable insights, such as candidate drop-off points and offer rejections, that are often missing from standard activity reports.
The key takeaway for staffing firms is to support their clients by elevating the recruiter’s voice. Whether it’s partnering on pipeline development or building flexible coverage strategies, agencies that help in-house teams operate more strategically will be better positioned to build long-term relationships. Despite ongoing challenges, the research shows high satisfaction and optimism among recruiters (96% would recommend the career to others), making now a critical time to invest in their success.
La Vida Locum
Why More PAs Are Opting for Locums Work
October 2 | Hayes Locums
Physician assistants are leaning into locum tenens not just for the paycheck, but for the freedom that comes with it. As more states expand the scope of practice for PAs, locums provides a rare chance to choose when, where, and how they want to work. With flexible schedules and the ability to take assignments in autonomy-friendly states, PAs are carving out careers that align more closely with their personal and professional priorities.
The ongoing physician shortage has only amplified demand for qualified PAs. That demand, paired with shifting state regulations, opens doors for locum assignments in a broader range of clinical settings. It’s a win-win: healthcare facilities get much-needed support, and PAs gain valuable exposure to different practice environments without being tied down. As one PA put it, locums makes it possible to pick up shifts without sacrificing their full-time job or sanity.
Agencies that take a personalized approach to onboarding PAs will stand out from the crowd. That means digging into career goals, preferred schedules, and ideal practice settings early in the recruiting process. A consultant who can offer this level of attention can become a long-term partner, rather than just a recruiter. As demand for locum-ready PAs grows, the firms that prioritize trust and transparency will be the ones retaining top talent.
How Locums Helps Facilities Build for the Long Haul While Filling Gaps Today
September 30 | Becker’s Hospital Review
With physician shortages projected to reach 187,000 by 2037, healthcare leaders are under pressure to maintain accessible care today while laying the groundwork for a sustainable workforce tomorrow. That balancing act is prompting facilities to move beyond quick-fix staffing models and explore integrated solutions that deliver both stability and scalability.
Locum tenens continues to drive growth in healthcare staffing, with projections for a 5% expansion in 2025 and a further 4% increase in 2026, according to Staffing Industry Analysts. But bridging FTE gaps, transitioning to new employment models, or meeting long-term goals often requires more than short-term coverage alone. That’s where project-based staffing solutions come into play. These structured initiatives blend interim locums coverage with tech-enabled tools to streamline workflows and align staffing with broader organizational strategies.
Health systems want strategic partners, not just stopgaps. Offering clients tailored workforce solutions, backed by robust analytics and automation, can deepen those relationships and pave the way for higher-value engagements. Agencies that pair locum expertise with forward-thinking consulting will be best positioned to lead.
What Actually Sets Locum Tenens Agencies Apart
September 18 | Jerry Limonta
In a sea of nearly 200 locum tenens firms, many agencies pitch the same polished talking points, such as great service, quality providers, and seamless logistics. But scratch beneath the surface, and you’ll find only a few delivering real, strategic value. According to industry veteran Jerry Limonta, it’s not the marketing lingo that counts but three differentiators: service model versatility, nationwide specialty coverage, and multidisciplinary staffing.
Top-tier agencies are moving well beyond basic locum placements. They offer advanced solutions, including VMS, MSP, and float pool management, all of which streamline staffing operations and centralize oversight. Just as important, these companies provide consistent coverage across all specialties and regions, including rural markets and emergency placements, which reduces the need to juggle multiple vendors.
However, the rarest value-add of all is full-spectrum staffing. The strongest locum partners fill roles across the clinical house, from physicians and APPs to nurses and allied health pros. This one-stop-shop approach simplifies vendor management, slashes redundancy, and supports better integration on the ground. Fewer than 10% of agencies check all three boxes, making them standout allies for healthcare organizations chasing coverage and sound strategy.
Locum Leaders
Caliber Health’s Allie Taylor Recognized for Legal Leadership
September 24 | Caliber Healthcare Solutions
Allie Taylor, General Counsel at Caliber Healthcare Solutions, has been named a finalist for D CEO’s 2025 Corporate Counsel Award, which honors the top in-house legal talent in North Texas. Since joining Caliber in 2022, Taylor has played a key role in guiding the company’s strategic initiatives and ensuring compliance in a fast-moving staffing environment. Her nomination reflects both her impact on Caliber’s continued expansion and her ability to navigate the legal complexities unique to the healthcare staffing industry.
Taylor’s recognition underscores the increasingly vital role that legal leadership plays in healthcare staffing, especially as firms face evolving regulations, multi-state licensure challenges, and growing demand for workforce flexibility.
Hayes Locums Promotes David Richardson to COO
September 26 | Staffing Industry Analysts
Hayes Locums has promoted David Richardson to chief operating officer. Since joining the company in 2015, Richardson has risen through the ranks, most recently serving as senior vice president of operations. In his new role, he’ll oversee support operations, including talent acquisition, and help steer the organization’s long-term strategy.
Nominations Now Open for 2025 Locum Tenens Providers of the Year
October 1 | Locumpedia
Locumpedia is now accepting nominations for its 2025 Locum Tenens Providers of the Year Award, which honors exceptional locum physicians and APPs. These professionals bring clinical stability during staffing shortages, maintain continuity of care in underserved communities, and offer in-demand expertise in hard-to-staff specialties. The award highlights clinicians whose work reflects the values of quality, compassion, and adaptability that define the locum tenens field.
To be eligible, providers must have completed at least two assignments and worked a minimum of three months with the nominating staffing agency. Only authorized agency representatives are eligible to submit nominations, which are due by December 12, 2025. A panel of physicians, industry leaders, and Locumpedia staff will select up to ten winners, with one winner allowed per agency. Honorees will be featured in published profiles on January 12, 2026.
In addition to public recognition, each winning provider will select a healthcare-related organization to receive a $150 donation in their name. Nominating agencies will also receive a digital badge featuring the provider’s name and agency logo, which can be used for marketing and promotion.
Hire Power
How Locum Staffing Went From an Emergency Fix to a Strategic Asset
September 29 | ProLocums
Locum healthcare recruitment in the US is shifting from a stopgap measure to a strategic pillar of workforce planning. With physician shortages growing and demand for flexible staffing on the rise, agencies are leaning on technology and new service models to connect hospitals, clinics, and clinicians faster. Instead of just plugging gaps, temporary physician jobs are shaping how healthcare is delivered.
Five key trends are driving this change: digital-first recruitment platforms, rising demand for specialists, automated credentialing, telemedicine integration, and an industry-wide push toward work-life balance for clinicians. Together, these innovations shorten time-to-fill, widen access to hard-to-reach talent, and make locum work more appealing to physicians seeking flexibility and variety.
Despite the progress, challenges persist, including cost pressures, concerns about continuity of care, and barriers to rural recruitment. Agencies are responding with smarter data use, long-term partnership models, flexible payment systems, and loyalty perks like travel support and CME credits. These trends suggest a hybrid approach where technology streamlines matching and credentialing, while human recruiters build relationships and ensure cultural fit, turning locum staffing into a cornerstone of healthcare workforce strategy.
Burnout Is a Staffing Challenge, Not Just a Personal One
October 1 | allMedical Personnel
Burnout may look like an individual issue on the surface, but healthcare staffing professionals know better. As the holiday season ramps up, so do the cracks in workforce planning that leave clinicians exhausted and facilities understaffed. An AMA study found that nearly 63% of physicians reported burnout in 2022, numbers that point to deeper systemic issues. Focusing too much on personal resilience can cause healthcare leaders to overlook the role that staffing models play in the problem.
Understaffing leads to overwork, which in turn leads to clinician burnout, ultimately contributing to even greater attrition. That’s why more thoughtful scheduling and sustainable workforce planning are patient safety strategies. Data-driven forecasting, proactive holiday staffing, and support from locum tenens or per diem professionals can help break this cycle. Facilities that normalize time off, autonomy in scheduling, and manageable shift lengths are more likely to retain their staff and keep them well.
Staffing firms can play a vital role here by filling gaps and building flexibility into the system. As burnout continues to threaten continuity of care, healthcare organizations need to move past reactive staffing and toward a more strategic, partnership-driven approach. Supporting clinician well-being starts with how we plan the schedule and who we bring in to help lighten the load.
How Tariffs Are Reshaping Healthcare Staffing
August 18 | Protean Med
Tariffs are transforming how healthcare organizations hire. With hospital costs expected to rise by 15% and drug prices by more than 10%, nearly 70% of healthcare leaders are scaling back on permanent hires, instead turning to flexible staffing models. Agencies report growing demand for contract and locum tenens roles as clients work to stay budget-conscious without compromising patient care.
The effects go beyond payroll. Tariffs on medical equipment and raw materials are disrupting supply chains, creating delays that hit rural hospitals especially hard. Staffing firms are stepping up to help facilities stay afloat, offering short-term workforce solutions while procurement stabilizes.
Despite broader job growth, healthcare hiring may stall. As Business Insider notes, some industries may thrive under tariffs while others, like healthcare, face headwinds. Smaller firms are adapting fast by investing in tech, expanding locum services, and guiding clients with scenario-based workforce planning. In a volatile economy, staffing firms that stay agile and client-focused will be the ones driving the future of healthcare hiring.
Making the Rounds
The Medicare Telehealth Cliff: What Staffing Agencies Need to Know
October 2 | Baker Donelson
As of October 1, 2025, key Medicare telehealth flexibilities tied to the COVID-19 public health emergency have expired after Congress failed to pass a Continuing Resolution. These changes roll back expanded coverage that allowed providers to treat patients via telehealth in their homes and urban settings. CMS has issued a temporary claims hold to delay payments for about 10 business days, but unless Congress acts soon, many claims could be denied.
The rollback reinstates strict originating site rules, narrows the list of eligible practitioners, and limits audio-only coverage. FQHCs and RHCs can no longer serve as distant-site providers, and the popular Hospital at Home waiver has ended. Providers offering behavioral health via telehealth must now meet in-person visit requirements.
This shift creates billing, compliance, and operational challenges for staffing firms. Agencies should assess contracts tied to Medicare policy, advise clients on changes in care delivery, and prepare to adjust strategies if no legislative fix is implemented. A House-passed CR would extend the flexibilities through November 22, but with no Senate action yet, uncertainty looms. Staffing leaders should plan now to protect revenue and support continuity of care across partner facilities.
Sponsored Content
How to Budget for Locum Tenens: Understanding the Full Cost of Coverage
October 1 | OnCall Solutions
Vacant shifts come with hidden costs, and locum tenens physicians provide a flexible and reliable solution. But budgeting for locum coverage requires more than just tracking hourly rates. True costs include agency markups, travel and lodging expenses, credentialing fees, and onboarding costs. While these line items add up, they also bring efficiency, reduce administrative burden, and help preserve service continuity.
When compared to permanent hires, locums can be surprisingly cost-effective. Factoring in benefits, recruitment timelines, and onboarding costs, the financial gap narrows significantly. For instance, while a permanent physician may cost $900 to $1,000 per day after overhead, a locum covering a 10-day hospitalist block might total $17,500, far less than the potential revenue loss from leaving the role unfilled.
Effective budgeting starts with a clear framework. Define base rates, assignment length, included services, and potential downstream benefits like improved retention or avoided ER diversions. Asking the right questions, like what’s included in agency fees or how long credentialing will take, can prevent unexpected expenses. With the locum market expected to nearly double by 2034, staffing professionals should view locum tenens as a core element of long-term workforce planning, rather than a short-term patch.
