WATCH: Scaling Healthcare Recruitment with AI Agents

Lesley Vella, VP, Talent Acquisition at Midi Health, joins Take2 co-founder Kaushik Narasimhan to walk through Midi's playbook for scaling clinician and medical assistant hiring with AI agents – from pilot design and compliance sign-off to a 20-hour weekly unlock per recruiter.

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The Challenge

Midi Health is the largest virtual care clinic for women navigating midlife – more than 230,000 patients across all 50 states, serving a fast-growing patient base that hiring has to keep pace with.

Lesley Vella, VP, Talent Acquisition, leads the team building that workforce. A career healthcare recruiter, she runs an intentionally lean org covering both corporate and clinical hiring, recruiting nurse practitioners in every state.

Midi's strong employer brand meant hundreds of applications per role – but too many applicants, not enough of the right ones. Recruiters’ time was getting burned on candidates who didn't hold the right credentials in the right state, and every qualified NP had to go through three to four manual steps – resume reviews, scheduling etc. – before anyone could judge whether they were a great clinician for Midi.

"Patients come back because of how our clinicians make them feel. And as a recruiting leader, that's a really hard thing to measure in a resume."
— Lesley Vella, VP, Talent Acquisition, Midi Health

The clock made it harder. Nurse practitioners applying to Midi work 12-hour shifts around the clock; the recruiters worked business hours. In a market where speed decides who gets the candidate, phone tag could stretch screens out by days.

And the hiring could spike without warning. "One day we come in and it's, hey, California patients are super happy, we need to grow by 5X in the next month. The next week it's Minnesota." Every surge landed on the same 10 recruiters.

"I need high quality candidates and speed, and I can't sacrifice either of those."
— Lesley Vella, VP, Talent Acquisition, Midi Health

The Solution

Lesley zeroed in on screening as the bottleneck worth solving first. She'd worked with Take2 at a previous company, where the results held up – and while most vendors pitched the wrong goal entirely (screening candidates out), Take2 was aligned on the thing she refused to trade away:

Take2 deploys a network of fully autonomous AI agents that handle the manual, time-consuming work recruiters shouldn't have to do – sourcing candidates, conducting phone screens, scheduling interviews, and verifying references. Every agent is trained exclusively on healthcare roles, so it understands clinical vernacular, certifications, licensure requirements, and the regulatory environment that shapes every hire.

What Midi deployed:

• An AI Interviewer (Peri) that screens every candidate the moment they apply – any hour of the day. Candidates without the right credentials in the right state surface themselves in the first few questions and fall out of the process automatically – before a recruiter spends time on them. For everyone else, Take2's team worked with Midi's nurse practitioner managers and head of clinical recruiting to build a scoring rubric that catches what resumes can't: empathy, communication, the off-paper skills a clinician needs.
  
  

• Healthcare fluency out of the box. Peri navigates state licensure, insurance paneling, and clinical abbreviations without hand-holding.

  "[The Take2 agent] really is like an encyclopedia. It understands the nuances, it understands the abbreviations. If it doesn't, it will ask follow-up questions."
  — Lesley Vella, VP, Talent Acquisition, Midi Health

• A three-week implementation, compliance included. Take2 handled the Greenhouse integration end to end, every screening question cleared compliance and legal before launch, and Midi went from kickoff to live screening in three weeks.

Midi started with a focused 15-position pilot, then kept extending the playbook – NPs across all 50 states, then medical assistants, then patient service representatives. On the MA side, Midi is testing routing Peri's high-scoring candidates directly to hiring managers, with a recruiter validating each score. "We have full confidence that we'll be able to move in this direction."

See why healthcare's leading talent acquisition teams recruit with Take2. Book a free demo →

The Results

"It was a 20-plus hour unlock in their week. Recruiters were spending all of their time on qualified candidates, choosing who they wanted to spend their time with."
— Lesley Vella, VP, Talent Acquisition, Midi Health

Speed transformed first – because scheduling disappeared as a step. There's no callback to wait for and no calendar to coordinate: the screen is simply available the moment a candidate applies, whatever hour that is. The median candidate now completes a structured interview 1 hour 45 minutes after applying – a step that used to take days of phone tag. About 80% of applicants complete it, and 57% do so outside business hours, when clinicians working 12-hour shifts are actually free.

Twenty hours a week came back to every recruiter. That time came from one place: recruiters no longer spend their days screening candidates who don't qualify. Peri interviews every applicant on apply, so the ones without the right credentials fall out before a recruiter ever picks up the phone – and everyone who advances arrives in Greenhouse with a scored, recorded interview attached. On the medical assistant role, 100% of Peri-selected candidates advanced to hiring manager interviews. "The shift in work has been from double-click, manual, going through my ATS to – I really want to call this candidate. Let's get on the phone."

Candidates preferred it. The team braced for resistance from candidates – to voice AI screening. They got a 4.8/5 average rating instead. Candidates even said they preferred the process:

"I did it on the way home from my 12-hour shift. I didn't really feel like talking to a person."
— Midi candidate

Why It Matters

For Midi, every day shaved off a clinical hire is a day sooner that a woman gets an appointment with a clinician who provides them with the care experience they choose Midi for – the exact quality Take2's screen was tuned to find.

The recruiting team is able to operate at a more strategic level: warm, informed conversations with candidates they're excited about, and pipeline built before the next surge hits.

"When we are asked to quickly do a hiring surge, I'm feeling more confident that our team is well equipped to do that without burning them out."
— Lesley Vella, VP, Talent Acquisition, Midi Health

The people who feel the difference most are the patients waiting on the other end of every open role.

See how Take2's AI agents can transform your recruiting operation. Book a 30-minute call. We'll walk through projected impact based on your role types, requisition volume, and recruiter capacity.