Over the last several years, I’ve had hundreds of conversations with healthcare IT leaders, consultants, and hiring managers. One theme comes up repeatedly: the work keeps getting more specialized, but the process for finding the right expertise hasn’t always kept pace.
Healthcare organizations today are balancing AI initiatives, cybersecurity priorities, Epic optimization, cloud migrations, interoperability projects, revenue cycle transformation, and continued pressure to do more with fewer resources. Many of those initiatives require experience that simply doesn’t exist on every internal team.
The skills healthcare organizations need are becoming broader and more specialized at the same time.
The need for outside expertise isn’t going away. If anything, it’s becoming more important.
What is changing is what healthcare organizations expect from the partners helping them find and manage that expertise.
How is the healthcare IT workforce model changing?
Healthcare organizations are moving toward more flexible workforce models that combine strong internal teams with specialized external expertise. Rather than relying exclusively on permanent hiring or a traditional staffing process, organizations increasingly want the ability to access talent directly, work with an experienced partner, or use a combination of both depending on the project.
That flexibility matters because not every workforce need looks the same.
An Epic optimization project may require a highly specialized consultant for a defined period of time. A data or AI initiative may need expertise that is still difficult to hire permanently. A major transformation may require interim leadership or additional capacity for several months.
The workforce model has to be able to adapt with the work.
Healthcare organizations want more options
For a long time, there was a fairly standard way to engage external talent. A need surfaced, a staffing or consulting partner ran the search, resumes were reviewed, someone was selected, and the process started over again the next time a need came up.
There’s still a place for that model. In fact, one thing we’ve learned very clearly is how much healthcare organizations value the people and relationships behind it.
But expectations have expanded.
Leaders want faster access to highly specialized talent. They want more visibility into who is available, what experience they have, and what they cost. They want the ability to reconnect with consultants they already know and trust rather than starting from scratch every time a new initiative emerges.
And they want flexibility in how they get there.
Some teams want to search, evaluate, and engage talent directly. Others would rather work with someone who understands their organization and can handle that process for them. Depending on the project, the same organization may want both.
The future of healthcare workforce management isn’t about forcing everyone into a self-service platform. It’s about giving organizations better technology, better access to talent, and experienced people to lean on when they want the help.
Why RoundTable made sense for Revuud
That perspective is a big part of what led Revuud to acquire RoundTable Strategic Solutions.
RoundTable has spent years building trusted relationships with healthcare organizations and experienced professionals across healthcare IT, revenue cycle, interim leadership, coding and billing, and other specialized areas.
Those relationships matter.
Their team knows their clients. They understand their environments. They know how to find the right person when a need is urgent or particularly specialized.
Revuud brings something complementary: a modern workforce platform, a broader network of specialized talent, Scout, our AI-powered assistant, and greater visibility into the process of finding, engaging, onboarding, and managing external expertise.
Bringing those strengths together gives us the opportunity to serve healthcare organizations in a much more flexible way.
That’s the model we’re building toward.
Technology should make the relationship better, not replace it
There’s been a lot of conversation across industries about technology replacing traditional service models.
I don’t think that’s the most interesting part of what’s happening here.
Technology is incredibly good at removing friction. It can make talent easier to discover, improve matching, create more transparency around rates and experience, streamline onboarding, and give organizations better visibility into their external workforce.
But healthcare is still a relationship-driven industry.
Sometimes a hiring manager wants to log in, see available talent, and move quickly. Other times, they want to call someone who already understands their organization and say, “Here’s what we’re dealing with. Can you help us find the right person?”
Healthcare organizations shouldn’t have to choose between good technology and good service.
For existing RoundTable clients, that means the people and relationships they trust aren’t going away. They now have Revuud’s technology, broader talent network, and workforce capabilities behind those relationships.
For consultants, bringing the two organizations together creates a larger network, greater visibility, and more opportunities to connect with healthcare organizations that need their expertise.
What comes next for the healthcare IT workforce
Healthcare IT will continue changing quickly. New technologies will emerge, priorities will shift, and the skills organizations need will continue becoming more specialized.
The organizations best positioned to respond will be the ones that can access trusted expertise quickly without having to rebuild the process every time a new need emerges.
That requires more than a database of resumes.
It requires strong relationships, a trusted network of talent, useful technology, and the flexibility to bring those pieces together in whatever way works best for the organization.
That’s where I see Revuud going.
The acquisition of RoundTable isn’t about replacing what worked. It’s about strengthening it with better technology, broader access to talent, and more flexibility in how healthcare organizations get the expertise they need.
We’re still early in this shift, but I’m excited about what we can build from here.
Whether you need specialized talent or you’re ready for your next healthcare opportunity, Revuud can help.
Choose the path that fits what you need today.
Dan Schubert
Dan Schubert is CEO & Co-Founder of Revuud, where he works with healthcare organizations and consultants to improve how specialized expertise is discovered, engaged, and managed. His perspective is shaped by ongoing conversations with healthcare leaders, hiring teams, and consultants navigating an increasingly complex workforce environment.
Connect with Dan on LinkedIn
