From reactive staffing to a workforce model that actually works

Match the right person to the right role at the right time and cost across a complex landscape of full-time, part-time, per diem, multi-tier float pool, and contract resources.

• Recommend optimal staffing configurations based on demand, supply, rates, employee preferences, compliance needs, and health system goals
• Identify underutilized capacity across sites and teams
• Compare internal versus external resources in real time and simulate scenarios before committing to a plan
• Empower staff with greater flexibility, helping reduce burnout and elevate engagement

The result is fewer reactive fixes and a workforce that’s fully utilized on the work that matters most.

Turn last-minute staffing chaos into an AI-enabled collaboration space, making flexible work a win for both the workforce and the system.

• Track clinician preferences for shifts across departments and locations through a mobile-first experience
• AI-eligibility engine automatically matches and assigns qualified candidates based on availability, credentials/skills, cost, and prior shift activity, within the guardrails of compliance and health systems’ policies
• Reduce back-and-forth texting, manual approvals, and last-minute disruptions

Clinicians gain more control and clarity. Leaders gain a more engaged workforce and a more reliable schedule. Hallmark’s AI works behind the scenes to reduce nurse leaders' administrative burden, allowing them to spend more time providing care.

Shift from reactive to proactive by combining AI models based on Hallmark’s proprietary data set and your historical data, seasonal patterns, and real-time signals like census, length of stay, and call-outs to anticipate demand.

• Forecast at the service line and unit level
• Translate demand signals into staffing and budget plans
• Adjust proactively to avoid overstaffing or understaffing

By looking ahead, health systems can align workforce and financial plans before pressure hits the bedside.

Turn external labor into a strategic lever.

Hallmark’s Vendor Management System (VMS) brings vendor usage and performance into the same operating view as employed staff. With a vendor-neutral stance on contingent labor and the technology to bring contract labor providers into a truly competitive bidding environment, health systems can:

• Predict bill rates and optimize utilization
• Track quality, fulfillment speed, and cost across agencies
• Protect access and coverage with locums, clinical, and non-clinical staff

Leaders get a clear picture of when and how to use all categories of external talent as a strategic asset rather than a last-minute scramble.

Centralize rate data and bring discipline and transparency to workforce spend.

• Compare rates across units, regions, and vendors in real time
• Manage costs proactively instead of discovering overages after the fact
• AI rate prediction technology helps cost containment

Gain insights into workforce performance for operational leaders.

• Maintain visibility into credentials, certifications, and role readiness
• Understand individual performance, experience, and utilization over time
• Capture work preferences such as shift, location, and assignment fit

Match talent more effectively, reduce friction, and make smarter deployment decisions.

Support compliance, reduce onboarding risk, and keep deployment moving with transparent credentialing intelligence.

• Manage credential uploads and documentation in one place
• Automatically enforce credential requirements by skill or role
• Proactive monitoring and exception management for expirations
• Real-time credential compliance tracking across all candidates as well as active and past workers

Our team will provide end-to-end credentialing support for talent resourcing—with regulatory-ready reporting available in minutes.