Pulse Systems · Pulse Systems, Inc. is a top 100 healthcare technology company in the United...
Transcript of Pulse Systems · Pulse Systems, Inc. is a top 100 healthcare technology company in the United...
www.compasspointsconsulting.com
Pulse SystemsDevelopment team doubles in size in 6 months enabling 37% revenue gains
Pulse Systems, Inc. is a top 100 healthcare technology company in the United States (Healthcare Informatics
100), and a subsidiary of Cegedim, a 1B+ French company. Pulse has 350 employees spread across three
geographic locations in the United States and Canada. The company provides Practice Management (PM), Electronic Health Record (EHR), and Revenue Cycle
Management (RCM) to small-to-medium sized outpatient group medical practices. Pulse was expanding its
industry presence through aggressive growth.
COMPANY OVERVIEW
Pulse was experiencing strong growth as US healthcare providers adopted
EHR/PM/RCM systems to comply with healthcare regulations. In addition,
they modernized their outdated client-server technology with a cloud-based
Saas platform implementing modern development tools (e.g., Java, Javascript,
Angular). The Development team would quickly need to double in size across
three geographic locations two in the Midwest, United States, the other in
Ontario, Canada.
Ch
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CHALLENGES
The internal HR department was overwhelmed by the pace of growth,
copious new positions, and significant acceleration of hiring volume. Company
leadership, directors and managers were stretched thin with the increasing
demands for time spent on hiring activities (resume screening, interviewing,
making decisions) while delivering the next iteration of their Saas product(s).
The consequences of not meeting the growth challenge would be dire Pulse’s
competitive position in the Saas marketplace and truncate their chances to
scale to the next level in their quest to serve their customers.
Identifying qualified Software Engineers was a specific challenge because of the
high demand and low supply of Developers as well as the need for Engineers
with specific technical skills. Some of the specific technologies required that we
fulfilled: Java, Javascript, Python, Angular, CSS, Spring MVC, HTML5, .NET/C#,
HL7, Web API integrations, SQL Server, SSIS, SSRS, Postgres, Hive, Pig, Hadoop,
Agile/Scrum, UI/UX, Selenium, HIPPA. Identifying qualified Saas sales people was
another challenge because of the need to identify candidates with EHR/PM/RCM
sales experience and success in developing new business in a multi-state territory.
COMPASSPOINTS
To fulfill the hiring goals of the company, CompassPoints worked in partnership with
the company’s leadership and HR division. We built a multi-channel marketing strategy
to reach appropriate candidates from diverse sources including recent graduates,
competitors in the healthcare IT marketplace, as well as peripherally related candidates
(e.g., nurses with technical acumen). Initially, we searched locally and regionally. Then
we searched nationally and internationally for professionals with the right skills who
were willing to relocate. Geographically, we identified a diverse group of candidates
who were hired from the US, Canada, Europe, India and Nepal.
The goal of our systematic, in-depth screening of candidates was to do the time-intensive work
to save Pulse’s leadership & Hiring managers time for mission-critical tasks. We conducted
behavioral and competency based interviews, and for technical candidates, online testing of
programming knowledge/ skills. The standardized technical testing allowed us to quickly rule-
out unqualified candidates and move rapidly to interview technical professionals to assess
their goodness of fit for the opportunity, role & culture of the company. Reference checks and
background checks were also conducted for short-listed candidates.
For each opening, we typically screened between 30 to 50 candidates; only the most qualified
were selected for phone interviews. The initial phase of screening resulted in a candidate
acceptance rate of 23%. The accepted candidates were further vetted by CompassPoints using
an internal tool which mapped qualifications to job specifications generating a systematic
ranking of the remaining candidates. Phone and video interviewing resulted in the best fit
candidates. For every 50 candidates screened, 4 were submitted to Pulse for their internal
interview process. For each opening, an average of 4.2 candidates were submitted to result in
1 successful hire. Because we consistently communicated, aligned and pre-closed candidates,
offers of employment by Pulse were accepted by our candidates 94% of the time.
To understand what was important from leadership’s perspective for each hire, we
developed and managed a structured communication process with company hiring
authorities including the CTO, CEO, VP of Sales, VP of Software Engineering. Collaborative,
recursive communication allowed us to act as a business partner empowering efficient and
adaptive hiring of talented professionals.
PROCESS & SOLUTIONS
BEST
BEST
Candidates ruled-out during the
presubmission screening
process: 92%
Applicants to Initial Interview
Ratio: 8%
Yield Ratio Submission to
Hire: 4.2:1.Offers
Accepted Conversation
Rate: 94%
RESULTS
RECRUITING METRICS
Over the course of 12 months, we enabled Pulse with 15 new employees for different types of roles including leadership positions such as HR Director and Product Manager, and mid-level roles such as Project Managers. 92% of candidates were ruled-out during our rigorous presubmission screening process—creating huge time savings for Pulse’s internal staff. We sourced half of the new Development team members including Lead Software Engineer, several Java Engineers, and multiple Quality Assurance Engineers. We also provided 3 EHR/PM software sales executives as the companies national sales force grew by 40%. During our partnership, the company experienced 37% revenue growth (year-over-year), and were named a top Ambulatory vendor in RCM services by KLAS. Pulse’s development team doubled in size over the 6 month period of the engagement.
ENDORSEMENTS
“Andrew facilitated our companies growth by referring a diverse, talented group of Software
Engineers. I strongly recommend CompassPoints Consulting to companies seeking to hire new talent.”
Tim Mills, Vice-President of Software Engineering
Pulse Systems
“What sets Andrew apart is his willingness to engage, listen carefully and ask good questions to
understand the specific requirements for revenue-generating positions. Andrew was relentless
in helping to build a high quality, high performing sales team. I strongly recommend him to any
organization striving to grow their sales or technical team(s).”
Jim Roytek, Vice-President of Sales
Pulse Systems
GET STARTED
The first step: Let’s schedule an exploratory discovery to discuss your strategic business goals, talent requirements and hiring processes/timelines.
Contact us at (919) 914-0483or [email protected]