The future of healthcare staffing is already here, and if your firm’s not embracing new tech, you might be left in the past.
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 issue: Lauren Jones, President of Leap Advisory Partners, has a bold warning to healthcare staffing firms: if you’re not diving into AI and automation, you’re already behind. Agencies are already using tech to streamline recruitment, reduce time-to-fill, and keep candidates engaged 24/7. But rolling out new platforms isn’t as simple as flipping a switch; it takes strategy and buy-in. Despite the challenges, recruiting will always be a relationship-first business, but AI can take your firm to the next level. To stay competitive, agencies need to get creative with automation and technology as the industry continues to evolve.
Also in this edition of Digest: How the locum tenens industry has gone from a temporary solution to the backbone of healthcare, why building better relationships is the key to stronger staffing outcomes, and how new student loan caps could make the physician shortage even worse. Plus, while Congress works on addressing systemic problems, nurse practitioners are stepping up to take on more in healthcare.
Why AI and Automation Are No Longer Optional in Healthcare Staffing
June 11 | Access Capital
The future of staffing is coming fast, and it belongs to firms that embrace technology. That was the message from Lauren Jones, president of Leap Advisory Partners, at the latest REACH Executive Masterclass. Jones laid out a clear warning: firms that ignore AI and automation will fall behind competitors already using tech to reduce recruiter workload, improve time-to-fill, and keep candidates engaged 24/7. Smart sourcing tools, predictive analytics, and conversational AI should be integral to a modern recruiter’s daily toolkit.
Still, rolling out new platforms isn’t a plug-and-play process. Jones acknowledged that tech adoption can trigger internal fatigue, especially when teams aren’t looped in from the start. To overcome resistance, she recommends involving users early, providing real training, and holding teams accountable for implementation success. Without buy-in, even the flashiest software won’t deliver results. And without integration, systems become costlier than they’re worth. Her advice is to choose tech that fits your firm’s goals, not just industry trends.
Most importantly, staffing will always be a people-first business. Automation should handle the busywork, like scheduling, sourcing, and screening, so that recruiters can focus on building relationships. From a healthcare staffing perspective, this balance is critical. Clients and clinicians alike expect high-touch service. Instead of replacing recruiters with robots, enable them to do their jobs better and faster with tech that works.
La Vida Locum
How Locum Tenens Helps Facilities Ride Out Patient Spikes
June 11 | MPLT Healthcare
When patient volume rises fast, full-time teams can only stretch so far. Seasonal surges, from flu season to summer injuries, can overwhelm even the best-run facilities. That’s where locum tenens shines. Instead of scrambling to fill shifts or overburdening staff, agencies can proactively build locum staffing into their surge planning. Locum providers step in when and where they’re needed most, offering vital support during periods of high demand, vacations, or provider leave. Whether it’s a few shifts or an entire quarter, having locums on call means smoother operations and fewer patient bottlenecks.
What happens when seasonal spikes hit and your staff’s already maxed out? Burnout. When facilities rely solely on their core teams, surging demand can lead to overwork, exhaustion, and eventually, turnover. But a well-timed locum assignment can be the pressure valve your team needs. By integrating locum providers, staffing agencies can help healthcare clients protect their full-time staff, maintain safe patient-to-staff ratios, and ensure the quality of care. Better yet, agencies that reassign the same locums each season can offer facilities consistency and a faster onboarding process.
And here’s the kicker: locum support doesn’t just solve short-term problems. It’s also cost-effective. Hiring permanent providers for a seasonal swell doesn’t always make financial sense. Locums provide facilities with a way to scale up without incurring permanent overhead. Agencies can also reassure clients that working with an experienced locum partner ensures that compliance, credentialing, and onboarding won’t fall through the cracks, especially when timing is tight. That level of preparedness is what turns staffing vendors into strategic partners.
How Early Signals, Culture, and Locum Tenens Help Build Sustainable Coverage
June 9 | Medicus Healthcare Solutions
When coverage gaps hit, it’s often not a surprise, but a missed signal. That’s a key lesson from leaders at Corewell Health and Trinity Health New England. At a recent Becker’s Healthcare event, both systems shared how subtle shifts in workload or provider engagement can reveal deeper problems before they explode into crises. Slower radiology reads? Gaps in anesthesia call? Those aren’t one-offs; they’re early warnings. Acting on them early means fewer disruptions later. For staffing agencies, that insight’s gold: understanding these indicators can help clients plan smarter, not just react faster.
Both health systems also agree: culture is a retention strategy, not just a soft skill. Trinity Health’s Dr. Robert Roose stressed two-way communication and provider involvement in decision-making, while Corewell leaned into structural changes that support providers, like deploying advanced practice providers to manage inboxes.
The takeaway? Leaders who listen and act on what they hear keep providers engaged and motivated. Agencies that help clients build or maintain that culture become essential partners in long-term workforce success.
But even the best culture won’t eliminate every gap. That’s where locum tenens fits in. Used strategically, interim providers aren’t just a Band-Aid. They create breathing room. Locums offer immediate relief and, if embedded into a broader workforce plan, can help clients restructure service lines and avoid future meltdowns. For agencies, this goes beyond just filling shifts. It’s about showing clients how temporary support builds a stronger long-term workforce.
How Has Demand for Locum Tenens Changed?
June 6 | The Good Men Project
Locum tenens continues to surge, becoming a cornerstone of healthcare staffing. As the physician shortage worsens, burnout increases, and patient volumes fluctuate unpredictably, healthcare leaders are relying more heavily on locum support to stabilize operations.
Facilities that once used locum tenens as a last resort are now baking them into their coverage strategy. These temporary providers offer a nimble solution to staffing shortages, seasonal surges, and specialty gaps, allowing hospitals and clinics to maintain high-quality care without overburdening their full-time teams.
Multiple factors are fueling this growth. An aging population, provider retirements, and growing demand for flexible work arrangements are prompting physicians to consider temporary practice. Many are leaving permanent roles behind in favor of locum assignments that offer better schedules and more control. That shift is creating a broader, more experienced pool of available clinicians.
For agencies, it means more candidates to match and more clients to support. But with the opportunity comes pressure: continuity of care, onboarding, and culture fit remain top concerns. Addressing those issues through fast credentialing, tech-enabled onboarding, and provider support will differentiate the agencies that fill shifts from those that build trust.
Looking ahead, the future of locum tenens is driven by technology and shaped by value-based care. Telemedicine, digital staffing tools, and growing physician interest in locum work are expanding the model’s reach. As more doctors prioritize flexibility and fulfillment, locum tenens shifts from a backup plan to a primary career path.
Staffing agencies face greater risks but also have the potential for greater rewards. The facilities that get ahead will be those that treat locum staffing as strategic infrastructure, not a stopgap. And the agencies that win will be the ones that help them get there.
Locum Leaders
Join Locumpedia’s Cory Kleinschmidt for a Critical Policy Discussion on July 8
June 30 | NALTO
Locum tenens insiders, take note: Locumpedia’s very own Cory Kleinschmidt is stepping into the moderator seat for a can’t-miss midyear legislative webinar hosted by NALTO and McGuireWoods on Tuesday, July 8, 2025, at 2 pm. ET. After their informative presentation at the 2025 NALTO Annual Convention, McGuireWoods returns with an expert legal team ready to break down the most pressing federal and state policy shifts impacting locum agencies today.
The lineup includes NALTO President Jarin Dana, Board Member Anthony Szydlowski, and McGuireWoods partners Ryan Bernstein and Mimi Bair, who will join Cory to discuss regulatory changes surrounding independent contractor classification, tax policy, and interstate licensing. It’s a strategic look at the policies shaping your agency’s compliance obligations and growth outlook for the rest of 2025.
This is your chance to hear directly from industry and legal leaders, with Cory steering the conversation toward what matters most to locum tenens professionals.
Barton Associates’ Dan Bassani Named to SIA’s 2025 “40 Under 40” List
June 17 | Barton Associates
Barton Associates is proud to announce that Dan Bassani, Vice President of Sales, has been named to Staffing Industry Analysts’ 2025 “40 Under 40” list. This prestigious recognition honors emerging leaders who are shaping the future of staffing through innovation, performance, and vision. Since joining Barton in 2012, Bassani has played a key role in expanding the company’s market share, building high-performing teams, and leading the charge on AI adoption across the sales organization. His ability to integrate tech-forward strategies has significantly improved speed, precision, and results within the firm.
Bassani’s journey at Barton began as an account manager, where he quickly made his mark as a high-impact leader. His tenure includes a successful stint as Director of Sales and Recruiting in Tempe, Arizona, where he increased regional sales by 15%. Now, as Vice President of Sales, Bassani has spearheaded the rollout of AI-powered tools that have transformed team collaboration and operational efficiency. This shift reinforces Barton’s reputation as a tech-driven leader in the locum tenens space, positioning the company for long-term success.
April Hansen, CEO of Barton and Associates, praised Bassani for his bold, outcomes-focused leadership, noting that his efforts have driven positive change and energized teams across the organization. Bassani expressed his excitement about the recognition, emphasizing that this honor reflects Barton’s ongoing commitment to innovation and excellence. With this recognition, he remains committed to pushing boundaries and continuing to deliver impact in the locum tenens industry.
How Gratitude and Grit Built One of Locum Tenens’ Most Celebrated Companies
June 11 | Floyd Lee Locums
Natasha Lee didn’t plan on becoming a healthcare staffing CEO, but she’s now one of the industry’s most inspiring leaders. In a candid interview with ClearEdge CEO Leslie Vickery, Floyd Lee Locums founder, shared how Lee transitioned from cold-calling through the White Pages to leading a $45 million firm with one of the most decorated workplace cultures in staffing. Her journey is rooted in relentless hustle, deep gratitude, and a sharp eye for purpose-driven impact. From onboarding emergency surgeons in a week to building oncology access for rural patients, Lee’s team brings concierge-level staffing to life, and it’s all powered by a culture of winning and service.
Floyd Lee Locums is known for their speed, but also for its heart. Lee credits much of the company’s success to intentional culture-building, championing women in leadership, and maintaining a clear focus on the mission: helping physicians find meaningful, flexible work while assisting facilities in solving their toughest staffing challenges.
More than 60% of the firm’s executive team is female, and Lee actively mentors and elevates women into roles they hadn’t yet imagined for themselves. Her philosophy? Always have your hand raised. Lean into discomfort. Lead with gratitude. Every day is a fresh chance to show up with purpose.
For healthcare staffing agencies, Lee’s story offers more than inspiration. It’s a playbook for lasting impact. By focusing on people, not just placements, Floyd Lee Locums has established a deep trust with both providers and clients. They’re not just filling gaps; they’re creating access to care in underserved regions, offering doctors a path out of burnout, and building careers that change lives. In a crowded market, that’s what makes a staffing firm unforgettable and why Lee’s legacy is just getting started.
Hire Power
Why Relationships Are Driving Better Healthcare Staffing Outcomes
June 5 | Hayes Locums
In a market where speed often drives decisions, healthcare staffing agencies have the opportunity to differentiate themselves with something far more enduring: relationships. Agencies that take time to understand a facility’s culture, workflows, and priorities can deliver matches that go beyond filling a shift. They support continuity and long-term success. Especially in rural or high-pressure environments, alignment often matters more than availability. The key is asking the right questions up front, so placements feel less transactional and more mission-driven.
When emergencies strike, relationships become a real operational advantage. Agencies that build institutional knowledge about their clients, rather than treating every request as a first-time interaction, can respond faster and with greater accuracy. Pre-vetted providers, informed consultants, and proactive communication can keep departments running smoothly even in crises. That kind of trust is not built overnight, but it pays off when speed and context both matter.
Investing in relationship-building does more than help facilities. It also strengthens provider satisfaction and retention. Agencies that maintain two-way feedback loops can identify concerns early, make adjustments quickly, and enhance morale on both sides of the placement. For staffing leaders, this is a powerful reminder: empathy, listening, and follow-through are not just soft skills. They are strategic ones. In a competitive industry, the future will favor firms that lead with insight, not just algorithms.
How Flexible Hiring is Reshaping Healthcare Staffing Strategy
June 12 | Winston Resources
Contract work isn’t a trend; it’s a strategy. With the pressure to remain nimble in a rapidly evolving market, staffing firms and healthcare organizations alike are embracing the rise of flexible labor models. Temp and contract placements are now essential for facilities facing staffing shortages, regulatory complexity, and budget strain.
But thriving in this new environment means more than plugging holes. It requires compliance-minded onboarding, tight credential checks, and partnerships that reduce risk while accelerating time-to-fill. Smart agencies know: if you want to scale with confidence, you can’t cut corners.
Building a responsive talent pipeline is everything. Whether it’s sourcing ICU nurses for a sudden surge or credentialed specialists for hard-to-fill rural assignments, healthcare organizations need to onboard at the speed of care. That’s where digital platforms and curated internal talent pools come in. By keeping pre-vetted providers ready to roll, staffing partners can help clients pivot without delay. And sourcing strategies must evolve, too, casting a net beyond job boards to engage clinicians where they actually are, from niche online communities to targeted social channels.
But none of it sticks without culture. Blending contract providers into permanent teams means adopting a collaborative and inclusive approach that values every clinician’s contribution. Facilities that foster this sense of belonging not only boost morale but also drive retention, regardless of whether a contract is in place.
For healthcare staffing firms, the message is clear: contract work isn’t just a short-term solution. It’s the future of flexible, scalable care delivery. The winners in this space will be those who treat every placement, permanent or temp, as part of a long-term strategy to grow, adapt, and lead.
How Healthcare Recruiters Shape Patient Care
June 3 | Maxim Healthcare
Behind every great clinician is a recruiter who helped get them there. As the demand for skilled healthcare workers continues to rise (nearly 2 million openings annually through 2033, according to the BLS), recruiters have become essential players in the effort to maintain quality care. They’re not just screening resumes; they’re building entire care teams that keep patients safe, providers supported, and facilities running smoothly. From sourcing ICU nurses to home health aides, healthcare recruiters serve as matchmakers, ensuring that each placement aligns with both the clinical needs and the facility’s values.
But their impact goes beyond staffing numbers. Great recruiters focus on continuity by prioritizing long-term fits, championing mentorship programs, and helping new hires feel seen, supported, and prepared. When clinicians stick around, patient relationships deepen, outcomes improve, and communities benefit. Recruiters are also bridge-builders, teaming up with local schools and training programs to grow talent pipelines and strengthen trust in the system. It’s workforce development with a human touch and a long-term payoff.
As the healthcare landscape evolves, so do the demands on recruiters. From navigating the rise of telehealth to identifying flexible, tech-savvy clinicians, they’re at the forefront of workforce innovation. Programs like Maxim Healthcare’s recruiter training track are helping shape the next generation of staffing pros. For agencies looking to stay competitive, investing in recruiting talent is critical. After all, the future of patient care doesn’t start at the bedside. It starts with the recruiter who helped bring that caregiver on board.
Making the Rounds
Student Loan Caps Could Shrink the Physician Pipeline, AMA Warns
June 3 | American Medical Association
If Congress moves forward with proposed changes to federal student loan programs, the impact could be devastating for the future of healthcare staffing. The American Medical Association is sounding the alarm over provisions in the 2025 budget-reconciliation bill that would cap federal loans for professional school at $150,000, which is far below the cost of a medical education. Medical students already graduate with an average debt of over $212,000, and with tuition at private schools exceeding $390,000, the proposed limit would effectively price out countless qualified candidates.
What’s more, the bill would eliminate key funding options, like GRAD PLUS and subsidized loans, while also blocking residents from qualifying for Public Service Loan Forgiveness. Nearly 90% of indebted graduates intend to use PSLF, and removing that option could severely reduce the number of physicians willing to work in nonprofit hospitals, rural clinics, and underserved communities. The timing couldn’t be worse: physician shortages are projected to hit 86,000 by 2036, with half of current physicians already 55 or older.
For staffing professionals, the message is clear: this isn’t just a policy issue, it’s a pipeline crisis in the making. The AMA is urging lawmakers to reconsider, advocating for solutions that lower the financial barriers to becoming a physician and preserve PSLF protections. Without a strategic course correction, facilities across the country could struggle even more to recruit qualified clinicians, especially in the high-need areas where locums often step in to fill the gaps.
Visa Delays Threaten New Medical Residents and Worsen the US Physician Shortage
June 4 | Stat News
Thousands of incoming international medical residents are in limbo after the US paused student visa interviews, just weeks before their scheduled start dates. Former HHS Secretary Tom Price warns this isn’t just a bureaucratic snag; it’s a threat to an already strained physician pipeline. With a projected shortage of 124,000 doctors by 2027 and a growing, aging population, the US can’t afford to turn away qualified physicians who are ready to serve.
The root issue? The US has made it too hard for international students to access and stay in American medical programs. Just over 1% of US med students in 2023 were international, due in part to restrictive admissions and visa hurdles. Many who do train here are forced to leave after graduation due to narrow post-study visa windows, shrinking an already limited pool of new talent.
To reverse course, Price urges Congress to expand visa flexibility and support bipartisan bills, like the DOCTORS Act and the Conrad State 30 reauthorization. These policies would allow more international physicians to stay, train, and practice in the US, especially in rural and underserved areas. For staffing leaders, it’s a workforce emergency that demands bold, immediate action.
Congress Unites to Tackle Physician Shortage with 14,000 New Residency Slots
June 12 | Medical Economics
A new bipartisan bill, introduced by Representatives Terri Sewell and Brian Fitzpatrick, proposes adding 14,000 Medicare-funded residency slots over seven years, starting in 2026. The Resident Physician Shortage Reduction Act of 2025 also seeks to make rural training funding permanent, a move aimed squarely at relieving the worsening physician shortfall projected to hit 86,000 by 2036. The legislation prioritizes hospitals in rural areas, new medical schools, and federally designated shortage areas, while capping each hospital’s allocation at 75 slots unless demand falls short.
The Centers for Medicare & Medicaid Services would distribute 2,000 new positions annually, reserving one-third for facilities already training above their caps and requiring at least 10% to go to critical-need institutions. Preference would be given to programs affiliated with historically Black or underrepresented medical schools. The bill has broad support from medical groups, such as the AAMC and AMA, who view it as a vital intervention to support equitable access to care and stabilize an aging and shrinking physician workforce.
In the eyes of staffing agencies, this legislation could reshape long-term physician supply lines and the locum market by boosting permanent placements in underserved regions. If passed, it will likely reduce the strain on locum tenens demand in rural areas over time. Still, it could also create new partnership opportunities for firms willing to collaborate with training institutions and hospitals that are expanding their residency offerings.
Neurology Faces a 19% Physician Gap by 2025, and Rural Areas Are Hit Hardest
June 13 | LocumTenens.com
The neurology shortage is no longer looming; it’s here. By the end of 2025, the demand for neurologists is expected to outpace supply by 19%, according to industry projections. This widening gap is driven by two key factors: a surge in patients seeking treatment for conditions like Parkinson’s and multiple sclerosis, and a longstanding bottleneck in residency training that began when Congress froze funding in 1997. As a result, hundreds of neurology roles go unfilled each year, and nearly 3,000 physicians were unmatched for residencies in 2020 alone.
For rural and micropolitan communities, the shortage is even more acute. Rural areas have 81% less access to neurologists compared to urban centers, while mid-size towns face a 61% deficit. That’s a critical challenge for both staffing firms and health systems. Telehealth is helping close some of the distance, but specialized care often still requires in-person access, especially in neurology, where treatment plans can be complex and highly individualized.
Despite growing demand, neurology salaries still lag behind many procedural specialties, ranging from $343,000 to $347,715. That compensation gap has real implications for staffing strategy. To attract more neurologists and ensure future access, advocates are calling for increased reimbursements, expanded residency slots, and the broader use of flexible staffing models, like locum tenens, to shore up care delivery where full-time specialists are in short supply.
How NPs Are Reshaping Hospital Medicine
June 13 | Medscape
Hospitals across the country are increasingly relying on NPs to fill hospitalist roles, particularly in response to rising physician shortages and cost pressures. NPs like Arnold Facklam are stepping into overnight hospitalist duties, supporting physicians by handling admissions, rounding, and consultations. With hospitals facing a projected 22% shortfall in physician hospitalists by 2035, and NPs projected to grow 46% by 2033, staffing models are shifting rapidly. For healthcare recruiters, this evolution is opening doors to a deeper NP bench, but also creating demand for clearly defined roles and specialized onboarding.
While cost savings are part of the draw, as NPs earn about 60% less than physician hospitalists, hospitals are also seeing the clinical value of APPs. From reducing patient wait times to spotting psychosocial care gaps, NPs are earning recognition for their contributions. Still, tensions exist. Concerns around training, autonomy, billing logistics, and role clarity are real, especially in rural or high-acuity settings where full practice authority or specialty training may be limited. Hospitals that integrate APPs strategically and provide proper support see smoother team dynamics and better outcomes.
For staffing firms, this trend highlights two opportunities: First, proactively supply NPs with acute care training or specialty experience. Second, help clients develop structured, team-based care plans that align NP capabilities with physician support. The demand is there, but to meet it well, recruiters must think beyond placement and into team design, collaboration models, and long-term fit.
Sponsored Content
Where Are Cardiologist Salaries Trending in 2025?
June 23 | OnCall Solutions
In 2025, the average salary for a permanent cardiologist is $585,512, with subspecialties such as electrophysiology reaching $627,663. That’s impressive, but locum tenens cardiologists can earn even more, with daily rates of $2,200–$2,500 translating to nearly $611,000 annually. What’s driving this? High demand, a growing number of aging patients, and a looming shortage of 17% fewer cardiologists by 2035, just as heart disease continues to rise. For staffing firms, this points to a ripe opportunity to fill premium-paying locum roles, particularly in underserved or rural areas.
Regional and specialty data further underscore the importance of strategic placement. States like California and Massachusetts offer the highest salaries for both physicians and advanced practice providers. And the more specialized the work, the bigger the payout: interventional cardiologists and electrophysiologists routinely earn 15% or more above general cardiologists. Cardiologists with two decades of experience are seeing 52% salary bumps over early-career peers, while experienced APPs enjoy even steeper gains, like 89% for nurse practitioners and 78% for PAs.
For staffing firms, these trends reinforce the value of promoting locum tenens as a flexible, high-paying option, particularly for seasoned providers or those open to travel. Offering housing stipends, licensing support, and weekend assignments can sweeten the deal. Now more than ever, healthcare facilities are looking for high-skill cardiologists who can step in fast. Savvy recruiters will match this demand with strategic sourcing, salary transparency, and subspecialty targeting to stay competitive in a red-hot market.
