WATCH: Inside UCHealth's Agentic Recruiting Playbook

In this session, Ryan Toedtman and Take2 co-founder Yaniv Shimoni walk through how UCHealth evaluated, deployed, and scaled AI agents across its talent acquisition function.

The Challenge

UCHealth is Colorado's only academic health system – their network of nationally-recognized hospitals, clinic locations and health care providers extends throughout Colorado, southern Wyoming and western Nebraska. They deliver excellent care close to home, no matter where you might live. It is also one of the most desired healthcare employers in the region. 

Ryan Toedtman, Manager of Talent Acquisition & Human Resources AI Integration, has spent 11 years at UCHealth – long enough to watch it grow from 14,000 employees to more than 37,000. When UCHealth set out to bring AI into its recruiting operation, his team started not with a vendor list but with a problem statement. And the problem at the top of the list was clear.

"Improving our candidate experience was our number one priority."

— Ryan Toedtman, Manager, Talent Acquisition & Human Resources AI Integration, UCHealth

The math of the old process worked against that priority in the early recruitment stages. A large share of UCHealth's open nursing roles are night-shift positions – but recruiters work day shifts. A night-shift nurse applies, works a shift, sleeps through the recruiter's callback, and the two sides can play phone tag. Add a hiring manager running a busy unit and the gap from application to clinical interview increases.

The Solution

Ryan's team ran a deliberately rigorous evaluation – six vendors, dozens of demos – anchored to the problem statement rather than the technology. Take2 stood apart on two counts: AI agents built exclusively for healthcare hiring, and a partnership approach that extended to the hardest part of any deployment.

"We're on an Infor ATS, and historically I've done a lot of technology integrations with Infor. It's been a challenge. [Take2's] team went above and beyond to not only make the solution work for us, but to make it seamless."

— Ryan Toedtman

UCHealth went live in 45 days, starting with registered nurse roles across Acute Care, ICU, and Women & Infants.

Here's how it works:

• Seconds after applying, every candidate receives a text message inviting them to complete an on-demand screening call – no scheduling, no waiting for a recruiter's callback. Candidates take the call whenever suits them: after a night shift, on a weekend, on their own schedule. Applicants are completing their prescreening call 81 minutes (median) after they apply. 

• The call is a real conversation, not a script. Take2's AI Interviewer, "Melissa," conducts a structured screen built on evidence-based behavioral questions tailored to each UCHealth role – covering licensure, shift and logistics fit, prior experience, and behavioral prompts about patient care and advocacy. The conversation is natural enough that candidates routinely comment on it.

"We evaluated a lot of AI screeners and they can sound robotic. [Take2's] screener is very human."

— Ryan Toedtman

• Every completed screen flows straight into Infor – a scorecard, an interview summary, and a full recording – so recruiters and hiring managers evaluate candidates on far more than a resume, inside the system they already use.

• Because the AI Interviewer is available on-demand, 24/7, candidates complete screens when they're actually available.

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

The Results

Candidates get engaged the second they apply. The invitation to screen arrives moments after the application is submitted, and the applicants are completing their prescreening call 81 minutes (median) after they apply – notes, score, and recording already in the ATS.

Now 81% of candidates have a UCHealth touch point the second they apply. That is a game-changing statistic.

"60% of our screens are being completed outside of business hours. Where we were playing phone tag, we've significantly improved."

— Ryan Toedtman

Recruiters start every day ahead. This is the workflow change recruiters feel most.

"Our recruiters walk in the door in the morning with a list of completed screens."

— Ryan Toedtman

Instead of stacking screening calls, recruiters review scored, screened candidates and decide who moves forward – and hiring managers see a short list of evaluated candidates rather than raw resumes.

Quality signals hold up. Candidates who receive offers score 5 points higher on Take2's screen than dispositioned candidates – a statistically significant gap that gives recruiters a consistent, auditable signal for prioritizing the funnel.

And the experience delivers – for everyone. Candidate satisfaction sits at 4.7 out of 5, from external applicants and, notably, from internal candidates too – employees exploring their next role at UCHealth get the same immediate, structured touch point, supporting the system's career mobility and retention goals.

Why It Matters

For UCHealth, the gains aren't just an efficiency story – they're an experience story, on both sides of the process.

Candidates now hear from UCHealth the second they apply, complete a respectful, conversational screen on their own schedule, and move to a clinical interview in days.

Recruiters spend their time as strategic consultants – advising hiring managers, building pipelines, building candidate relationships, and finding homes for "silver medalist" candidates who are strong fits for a different role. No candidate left behind.

And UCHealth is widening the aperture: after proving the model with nursing, the team has already expanded to radiology and sterile processing, with more role groups on the roadmap.

"UCHealth is showing up for our candidates. We're showing up on day one, from the second of application, for the candidates that want to improve lives."

— Ryan Toedtman