Training, Development & Mentoring
Operator-driven development for healthcare staffing teams and the people who lead them. Recruiter onboarding and leadership development for agency and in-house teams. One-on-one mentorship for individual operators stepping into larger roles. Both backed by a network of operator peers that brings validated perspective into the room rather than borrowed frameworks.
Who this is for
Staffing firm teams across recruiting, sales, account management, and delivery. In-house hospital and health system recruiting leadership building internal capability to compete with the agencies they used to call. Individual operators stepping into VP, SVP, or COO roles. Founders preparing themselves and their leadership teams for a sale process.
What BSG delivers
Onboarding curriculum across the functions that drive the firm. Recruiting, sales, account management, delivery. Modular, remote-friendly, and built around healthcare staffing rather than generic recruiting frameworks. The old apprenticeship model of listening in to the person at the next desk is gone. This is what replaces it.
Manager and leadership development tracks. The skills strong individual contributors do not have because no one taught them: pipeline management, performance coaching, difficult conversations, hiring decisions, P&L thinking.
Sector-specific training modules: locum tenens, physician placement, allied health, travel nursing, MSP/VMS dynamics, credentialing. Delivery in the format that works for the team: live cohort, asynchronous, manager-led, or train-the-trainer.
For in-house hospital and health system teams: a recruiting capability uplift program built around the realities of internal recruiting at a health system. Compensation models, locum and travel decision points, internal versus external sourcing, and the operational handoffs that internal teams typically do not own and need to.
Operator network in the room. Twenty-seven years of direct relationships across peers in sales, account management, delivery, and operations leadership, the largest healthcare staffing firms in the country, MSP/VMS networks, and PE. BSG operates inside that network and brings it to bear on the engagement. A question the operator is sitting on becomes a question BSG puts to peers who have actually run the same call. Multiple validated perspectives come back. Faster and sharper than working it out alone.
One-on-one mentorship for the individual operator. Monthly or bi-weekly sessions structured around the actual decisions the operator is facing. Not a curriculum. The work is the work in front of you.
Situational coaching: the conversation that cannot be rehearsed, the board meeting the operator has not run before, the team they inherited and do not yet trust. Decision support across hiring decisions, organizational design choices, M&A questions, and sale-process readiness.
How the engagement runs
Two cadences. Team programs run 90 to 180 days for design plus initial delivery, with ongoing programs and refresher cycles scoped separately. Custom curriculum with reusable modules for firms expanding into new specialties or service lines. Mentoring runs month-to-month on retainer, covering a defined number of sessions per month plus situational availability between sessions for specific decisions. Engagements end when the operator is ready, not on a calendar.
What changes after
Faster ramp. Lower attrition. Managers who can develop their teams. An operations capability across recruiting, sales, account management, and delivery that scales when the firm scales rather than capping at the founder's original team. For the individual operator: better decisions on the calls that matter, a broader perspective on the moves being weighed, and validated input from peers who have run the same call.