Your hospital is coding.
Your staffing is why.
Patient: your screening process. Presenting with 17.6% RN turnover, ghost candidates after orientation, and a credential check that nobody can audit. The team insists everything is fine. The chart says otherwise.
Resumes embellish.
The patient is not stable.
Documented complaints from the chart. Each one a vital sign trending the wrong direction.
Turnover
17.6% National avg RN turnover, 2025Behavioral health: 22.5%. Emergency: 20.7%. Telemetry: 19.5%. The floors that matter most are the ones bleeding fastest.
Source: 2026 NSI National Health Care Retention & RN Staffing ReportCost per loss
$60,090 Avg cost of a single RN turnoverThe average hospital loses $5.19M per year to RN churn. Every 1% swing is $295,000. The line item is real and it is recurring.
Source: Becker’s Hospital Review, 2025Time-to-fill
86 days Avg to fill an RN roleMed/surg averages 94 days. Specialty roles needing certs and licenses regularly cross 100. The ortho floor cannot wait three months.
Source: Statista, US RN Recruitment Difficulty Index, 2025Considering leaving
53% RNs thinking about quitting monthly+Seventy-four percent report being emotionally drained multiple times a week. The pipeline you built last year is no longer the pipeline you have.
Source: Joyce University Nurse Burnout Study, 2025TA team burnout
53% Of recruiters burned out last yearNinety-five percent of HR leaders find HR overwhelming. Your screening process is not just failing candidates. It is failing the people running it.
Source: Joveo, Recruiter Burnout Report, 2025AI-generated noise
70% Of job seekers using generative AIFor resumes, cover letters, prep, and (increasingly) the interview itself. Your inbox is not getting more candidates. It is getting more LLM output.
Source: Truffle AI Recruitment Statistics, 2025Click to rule each one out.
Your team has been here before. They have probably written half this list themselves. Tap each to cross it off.
Symptoms
- Ghost candidates after offer
- Faked certs, borrowed resumes
- Deepfake interview proxies
- 200+ AI-generated apps per role
- Bias drift across recruiters
- Turnover at 17.6%, climbing
- Audit asks: nothing to show
- Nobody screening at 02:00
- Time-to-fill creeping past 90 days
- TA team is now also the patient
Differential
The team has theories.
The attending has the chart.
Every alternative the team has tried. Every reason it didn’t stick.
The treatment is SageScreen.
Conversational intelligence. Structured rubric. Full transcript and rationale on every screen. Your team still makes the call. The chart is just finally legible.
What we prescribe.
Six interventions. All evidence-based. None of them homeopathic.
Speed
Your ortho floor does not have 12 weeks. Candidates complete a structured screen on their own time. You wake up to a triaged short list with rationale already written.
LIC# CA-SS-2024
24/7 by Default
Healthcare runs nights, weekends, and holidays. Your screening process should too. SageScreen is online when your TA team isn’t, and it doesn’t need overtime.
LIC# CA-SS-2024
Cert-Aware
Every screen is built around the certifications your role requires. Candidates missing critical credentials are flagged before they reach the phone screen.
LIC# CA-SS-2024
Bias-Resistant
Every candidate answers the same questions. Every answer is evaluated against the same rubric. No halo effect. No accent bias. No gut feel masquerading as judgment.
LIC# CA-SS-2024
Audit-Ready
Every screen produces a complete record: transcript, rubric scores, and written rationale. Your team still makes the call. The chart is just finally legible.
LIC# CA-SS-2024
Transcript, Not Score
Black-box scores tell you nothing. SageScreen returns the transcript, the rubric, and the reasoning. Read it. Disagree with it. Your call always stands.
LIC# CA-SS-2024
Vitals returning to normal.
Same hospital. Same roles. Different chart.
Patient discharged. Let’s not do that again.
Smart Screens. Sage Decisions.