{"id":13889,"date":"2025-08-21T10:24:27","date_gmt":"2025-08-21T14:24:27","guid":{"rendered":"https:\/\/www.nurse.com\/solutions\/?p=13889"},"modified":"2025-12-18T14:46:26","modified_gmt":"2025-12-18T19:46:26","slug":"nurse-com-helped-wellbox-reimagine-nurse-recruitment","status":"publish","type":"post","link":"https:\/\/www.nurse.com\/solutions\/blog\/nurse-com-helped-wellbox-reimagine-nurse-recruitment","title":{"rendered":"How Nurse.Com Helped Wellbox Reimagine Nurse Recruitment"},"content":{"rendered":"

Hiring qualified nurses is hard. Hiring 150 of them while scaling a virtual care model? That\u2019s where things get even more complicated.\u00a0<\/strong><\/p>\n

For healthcare organizations facing high growth and rising care demands, recruiting isn\u2019t just a function, it\u2019s a strategic lever. But too often, traditional hiring tools fall short. That\u2019s the challenge Wellbox, a leader in chronic care management, faced when its nurse hiring pipeline couldn\u2019t keep up with its business goals.<\/span>\u00a0<\/span><\/p>\n

Their story is one many healthcare organizations will recognize, and their success offers a powerful model for what\u2019s possible with the right recruiting partner.<\/span>\u00a0<\/span><\/p>\n

The hiring crunch: Why healthcare recruiting is getting harder<\/span><\/b>\u00a0<\/span><\/h2>\n

Healthcare systems, startups, and service providers are all navigating the same reality. The nursing shortage <\/span>isn\u2019t going away. In fact, the <\/span>U.S. Bureau of Labor Statistics<\/span><\/a> projects that more than 1.1 million new registered nurses will be needed by 2030 to meet healthcare demand and replace retiring nurses.<\/span>\u00a0<\/span><\/p>\n

As virtual care grows, so does the need for experienced, licensed nurses who can thrive in a remote-first model. But finding them is where many organizations hit a wall.<\/span>\u00a0<\/span><\/p>\n

Wellbox, knew it needed to <\/span>hire 20 nurses per month<\/span> \u2014 and fast. But even with popular job boards like LinkedIn and Indeed in play, they didn\u2019t get the results they needed.<\/span>\u00a0<\/span><\/p>\n

\u201cNurses were just clicking \u2018apply\u2019 without even knowing who we were,\u201d said Rosemary Kelly, former CFO of Wellbox.<\/span>\u00a0<\/span><\/p>\n

The team was buried under unqualified applications, high no-show rates, and little indication of whether candidates were actually fit for virtual work.\u00a0<\/span>\u00a0<\/span><\/p>\n

\u201cWe were one company among a million others,\u201d Kelly explained. \u201cDoing the same thing and expecting different results just wasn\u2019t going to work.\u201d<\/span>\u00a0<\/span><\/p>\n

The recruiting trap: More volume, less quality<\/span><\/b>\u00a0<\/span><\/h2>\n

Many healthcare recruiters fall into the same trap. They post the job, cast a wide net, and hope the right talent finds them. But in a noisy, oversaturated job market, that approach rarely works, especially for specialized roles or high-volume hiring goals.<\/span>\u00a0<\/span><\/p>\n

Wellbox didn\u2019t just need visibility. They needed precision. <\/span>That meant targeting nurses who not only matched on paper, but who understood the virtual care environment and were ready to engage.<\/span>\u00a0<\/span><\/p>\n

A smarter, more strategic way to recruit nurses<\/span><\/b>\u00a0<\/span><\/h2>\n

When Wellbox partnered with Nurse.com, the approach immediately shifted from reactive to strategic.<\/span>\u00a0<\/span><\/p>\n

Rather than posting and waiting, the Nurse.com team built a <\/span>multi-channel campaign <\/span>designed to attract, educate, and convert the right nurses, not just any nurses. The campaign included:<\/span>\u00a0<\/span><\/p>\n