90% of Healthcare Organizations Missed Their Hiring Goals Last Year. Here's Why.

Featuring Casey Marquette, Founder & CEO, Covenant HR, which is an active member of the ASHHRA Preferred Partner Program (AP3).

Hundreds of open reqs. Inboxes flooded with applicants. And somehow nine out of ten healthcare organizations still missed their hiring targets last year. Casey Marquette, founder of Covenant HR and creator of the AI recruiting platform Scout, joins Bo and Luke to talk about why the problem isn't the talent pool — and what an AI-native solution actually looks like in practice.

⚡ Scout: From Application to Interview in Under Five Minutes Scout evaluates a candidate in 2.2 seconds and sends an interview invitation in under five minutes if they score high enough. All 500 applicants for a role are considered — not just the 50 a recruiter had time to open. The video interview format pressure-tests candidates technically, catches identity fraud, and eliminates the ghosting problem that has plagued candidates for years. Covenant's recruiters went from working 8 requisitions at a time to 20 — with better results and more time for the human conversations that matter.

🔐 Fraud Is Already Here — and Getting Worse 20% of Scout's candidates are currently flagged as suspicious. Gartner projects that by 2028, one in four candidates will be fraudulent. Casey's background in cybersecurity shaped Scout's architecture: video interviews, ID verification, and tab-tracking all work together to surface the candidates who won't engage with the platform because they know their resume won't hold up under questioning.

🤖 What a Bad AI Implementation Looks Like Not all AI recruiting tools are equal. Bolted-on AI from legacy platforms performs differently than purpose-built solutions. When evaluating vendors, ask to see the live environment — not a demo video. Ask how performance is measured at scale. And look for end-to-end solutions that reduce steps rather than add them.

🔎 The HR Takeaway AI is not going to eliminate the need for great recruiters. It is going to separate the ones who use it from the ones who don't. The organizations that put these tools in their people's hands — and hold them accountable for using them — will outperform those still running a 2026 problem on a 2010 playbook.

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