Direct Placement
Full-time hires for
the roles you can't afford to miss.
When the role matters too much to wait on applicants, we help you find full-time healthcare IT talent through relationships, referrals, and a network built over years.
Who It's For
Three hiring problems.
One approach.
Hard-to-Fill FTE
The role has been posted for three months. You've seen a hundred applicants but none with the right mix of clinical system experience, certification, and culture fit. You need a recruiter who actually knows the talent pool.
Epic analysts · Integration engineers · Security architects
Replacement Hire
Someone gave notice and the clock is ticking. You need a strong permanent hire, not a panic placement. We run a focused search so you don't trade speed for quality or end up re-hiring in six months.
Unexpected resignation · Retirement · Internal transfer
New Capability
You're building a new function or expanding the team. The people you need aren't on career sites because they're already employed, doing the work, somewhere else. We go find them.
Cloud migration team · Data & analytics · AI/ML hires
Why Not Just Post the Job?
Your options vs. Bloomforce.
Three ways most health systems try to fill permanent IT roles — and why they keep coming back empty.
The Candidates
You get volume, not quality. Most applicants have never touched the system you run.
Recruiters who learned Epic in a three-week training, let loose to match keywords.
They say they'll fill your FTE roles, but placing someone permanently cannibalizes their consulting revenue.
Sourced from a healthcare IT network built over a decade. Most aren't on career sites — they're already employed, doing the work.
Your Time
You become the filter. Sorting through a hundred applications to find three worth interviewing.
Twenty resumes on a Friday. Half the candidates drop out before you schedule the interview.
They present a few, but the best candidates mysteriously stay on contract instead.
Three to five candidates you'd actually hire. Pre-screened for skills, certifications, and culture fit.
The Incentive
No one is accountable for the outcome. The posting just sits there.
They need to fill the role to earn the fee — speed over fit.
Their incentive is to keep talent billing, not place them permanently.
We only win when you make a great permanent hire. That's the whole business model.
The best candidates aren't on your career site. They're waiting for someone who knows them to make the right introduction.
The Candidates
Career Site
You get volume, not quality. Most applicants have never touched the system you run.
Big Firm
Recruiters who learned Epic in a three-week training, let loose to match keywords.
Consulting-First
They say they'll fill your FTE roles, but placing someone permanently cannibalizes their consulting revenue.
Bloomforce
Sourced from a healthcare IT network built over a decade. Most aren't on career sites — they're already employed, doing the work.
Your Time
Career Site
You become the filter. Sorting through a hundred applications to find three worth interviewing.
Big Firm
Twenty resumes on a Friday. Half the candidates drop out before you schedule the interview.
Consulting-First
They present a few, but the best candidates mysteriously stay on contract instead.
Bloomforce
Three to five candidates you'd actually hire. Pre-screened for skills, certifications, and culture fit.
The Incentive
Career Site
No one is accountable for the outcome. The posting just sits there.
Big Firm
They need to fill the role to earn the fee — speed over fit.
Consulting-First
Their incentive is to keep talent billing, not place them permanently.
Bloomforce
We only win when you make a great permanent hire. That's the whole business model.
The Candidates
Career Site
You get volume, not quality. Most applicants have never touched the system you run.
Big Staffing Firm
Recruiters who learned Epic in a three-week training, let loose to match keywords.
Consulting-First Firm
They say they'll fill your FTE roles, but placing someone permanently cannibalizes their consulting revenue.
Bloomforce
Sourced from a healthcare IT network built over a decade. Most aren't on career sites — they're already employed, doing the work.
Your Time
Career Site
You become the filter. Sorting through a hundred applications to find three worth interviewing.
Big Staffing Firm
Twenty resumes on a Friday. Half the candidates drop out before you schedule the interview.
Consulting-First Firm
They present a few, but the best candidates mysteriously stay on contract instead.
Bloomforce
Three to five candidates you'd actually hire. Pre-screened for skills, certifications, and culture fit.
The Incentive
Career Site
No one is accountable for the outcome. The posting just sits there.
Big Staffing Firm
They need to fill the role to earn the fee — speed over fit.
Consulting-First Firm
Their incentive is to keep talent billing, not place them permanently.
Bloomforce
We only win when you make a great permanent hire. That's the whole business model.
The best candidates aren't on your career site. They're waiting for someone who knows them to make the right introduction.
How It Works
Four phases. No wasted interviews.
We optimize for quality and speed. Most shortlists are delivered inside two weeks. Every step is designed to save you time and keep the best candidates engaged.
Discovery
Done when: We know the role, the team, and the real requirementsWe sit down with the hiring manager and understand what this person actually needs to do, not just the job description. Tech stack, team dynamics, reporting structure, deal-breakers. We'd rather over-invest in discovery than waste your time with the wrong candidates.
Sourcing
Done when: We've identified a qualified candidate poolWe recruit from our healthcare IT network and go after passive candidates who aren't on career sites. We screen for technical depth, certifications, and culture fit before anyone's name reaches you.
Presentation
Done when: You have three to five candidates worth interviewingWe send a curated shortlist with context on each candidate: why they fit, what they've done, and what to probe on. You spend your interview time evaluating, not filtering.
Close & Onboard
Done when: Offer accepted, start date confirmed, transition plannedWe help manage the offer, negotiate when needed, and coordinate a clean start. Then we check in at 30, 60, and 90 days to make sure the hire is landing the way everyone expected.
Roles We Place
Five practice areas. All healthcare IT.
Next Step
Have a role you're
trying to fill?
No pitch deck. No pressure. Just a conversation to share market insights and explore where we can help.
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