AVD Workforce Connect

AVD Workforce Connect Empowering Professionals to Succeed

At AVD Workforce LLC, we are a women-owned staffing firm with a combined 30 years of HR and staffing experience.

At AVD Workforce Connect LLC., is a Life Sciences & Healthcare staffing firm based in Indiana, specializing in direct hire, contract, and contract-to-hire placements across the U.S. Our mission is to positively impact the world by empowering professionals to grow and succeed in their careers. We are passionate about helping others achieve their full potential and strive to be a trusted partner in

their professional journey

Vision: To become a leader in healthcare staffing solutions while exemplifying dedication to fair and equitable compensation, exceptional service, and strategic growth. Mission: To connect top-tier talent with pioneering companies within Healthcare while fostering mutually beneficial relationships that drive innovation and success. We aim to build a company culture centered around fairness, equity, and growth for all our workers and contractors. Across the US, we are actively connecting with professionals in the following areas:

🔹 Clinical Roles
🔹 Behavioral & Mental Health
🔹 Corporate & Administrative Healthcare
🔹 Healthcare IT & Analytics
🔹 Leadership & Executive Search

HR and Staffing Services

Employee Onboarding

We offer comprehensive onboarding services that help your new hires feel welcome and prepared for their new roles. From paperwork to orientation, we've got you covered. HR Compliance

We stay up-to-date on the latest HR regulations and make sure your business stays compliant. We offer HR audits, policy development, and more. Employee Training

We provide customized training programs for your employees, from soft skills to technical skills. Investing in your employees helps your business grow. Staffing Services

Permanent Placement: Identifying and recruiting candidates for full-time positions with our client companies. Contract Staffing: Providing skilled professionals for specific projects or contracts, ensuring flexibility and expertise. Temporary Staffing: Offering temporary staffing solutions to meet short-term or seasonal needs. Temp-to-Perm Placement: Allowing clients to hire temporary workers permanently after a trial period.

Private practice physical therapy owners in 2026 are not just facing a hiring challenge.They are facing a profitability,...
04/28/2026

Private practice physical therapy owners in 2026 are not just facing a hiring challenge.

They are facing a profitability, retention, and operations challenge.

Across outpatient clinics and private practices nationwide, three issues continue to impact growth the most:

1.) Staffing shortages are slowing growth:

Qualified PTs, PTAs, and support staff remain difficult to secure fast enough to meet patient demand.

🔸What is working: Practices that move faster with streamlined interviews, competitive compensation, and clear role expectations are often better positioned to secure candidates before competitors.

2.) Burnout is impacting retention:

Administrative burden, productivity expectations, and documentation demands are increasing turnover.

🔸What is working: Reducing administrative friction, improving onboarding, and offering clearer long-term career paths can help improve retention.

3.) Reimbursement pressure is tightening margins:

Medicare and commercial payer changes continue to create financial pressure.

🔸What is working: Aligning staffing models with patient volume, reimbursement realities, and operational goals can help protect margins.

At AVD Workforce Connect, our co-founders personally lead every search and client engagement to help outpatient clinics and private practices nationwide hire with more clarity, speed, and confidence.

We are a women- and minority-owned workforce solutions firm headquartered in Indianapolis, Indiana, the Crossroads of America.

We support both clinical and non-clinical hiring, from licensed providers and support staff to front office, billing, operations, and leadership roles.

What is your biggest challenge right now?

Hiring speed?

Retention?

Profitability?

Comment below or message us for a free 30-minute consultation.

https://avdworkforceconnect.com/

Follow AVD Workforce Connect for workforce strategy insights for healthcare business owners nationwide.

In 2026, most healthcare and life sciences organizations are not struggling to hire. They are struggling to build the wo...
04/22/2026

In 2026, most healthcare and life sciences organizations are not struggling to hire. They are struggling to build the workforce needed to operate and grow.

At AVD Workforce Connect LLC, we work directly with organizations across the U.S. on workforce challenges tied to growth, operations, and long-term stability.

Over the past year, we’ve seen two consistent patterns.

Healthcare

• Ongoing clinical staffing gaps, especially in nursing
• Burnout-driven turnover impacting stability
• Growing demand across outpatient care settings, including ASCs
• Hiring processes that are too slow for patient demand

Result: reduced capacity, leadership strain, and delayed revenue.

Life Sciences (MedTech, Biotech, Diagnostics)

• Demand for cross-functional talent across regulatory, technical, and operations
• Increased pressure on quality and regulatory teams
• Workforce instability in manufacturing and lab environments
• Commercial teams adapting to shifting care delivery models

Result: delayed timelines, strained teams, and slower growth.

Across both sectors, the issue is not awareness. The gap is ex*****on.

Many hiring strategies are still built around rigid roles, while the market is shifting toward:

• Skills-based hiring
• Faster decision-making
• Retention-focused strategies
• Alignment between staffing and business goals

What we’re seeing work:

• Proactive talent pipelines before roles open
• Equal focus on retention and hiring
• Hiring for capability, not just titles
• Workforce strategy aligned to real business needs

Since launching in October 2024, we’ve had the opportunity to support organizations across the U.S., and we’re grateful for the relationships we’ve built.

If you’re building or scaling in today’s market, we’d value the opportunity to connect.

One thing we’re seeing across pre-commercial biotech teams right now:Clinical timelines aren’t slipping because of the s...
04/17/2026

One thing we’re seeing across pre-commercial biotech teams right now:

Clinical timelines aren’t slipping because of the science.

They’re slipping because of ex*****on.

Across COO and operations teams, the pattern is consistent:

• Trials are progressing

• Data is coming in

• Programs are moving forward

But internally…

Teams are stretched thin.

Key roles are still open.

Oversight becomes harder to maintain.

And that’s where things start to fall out of sync.

Not all at once.

But gradually.

A delayed decision here.

A missed follow-up there.

A role that should have been filled months ago.

Until timelines begin to move.

This is where the pressure shows up.

Because at this stage, ex*****on drives everything: milestones, funding, and forward momentum.

The teams that are staying on track are not necessarily larger.

They’re more intentional about how and when they build.

AVD Workforce Connect LLC is a U.S.-based healthcare and life sciences staffing and HR consulting firm. Located: Indianapolis, IN.

We partner with pre-commercial biotech companies across the U.S. to support:

🔸Direct hire

🔸Contract and contract-to-hire

🔸Workforce strategy aligned to clinical and operational milestones

If your team is starting to feel that gap between progress and ex*****on, we’re happy to share what we’re seeing across the market.

Free 30-minute workforce strategy consultation

đź“© avdworkforceconnect@gmail.com

MedTech hiring challenges in 2026 are no longer about headcount.They are about capability alignment.Across the industry,...
04/17/2026

MedTech hiring challenges in 2026 are no longer about headcount.

They are about capability alignment.

Across the industry, companies are being pushed to scale in four areas at once:

🔸AI and data integration

🔸Regulatory and quality ex*****on under increasing scrutiny

🔸Manufacturing stability amid ongoing labor constraints

🔸Commercial teams built for a rapidly expanding outpatient and ASC environment

This shift is well documented across current industry research. The gap is not awareness. The gap is ex*****on.

What we are seeing in practice is this.

Hiring strategies are still built around static job titles, while the business is operating in a dynamic, skills-driven environment.

The result is predictable:

▪️Delayed product timelines

▪️Overextended regulatory and quality teams

▪️Inconsistent manufacturing throughput

▪️Underperforming commercial expansion

The organizations navigating this transition more effectively are taking a different approach:

▫️They are hiring for critical skill combinations, not just roles.

▫️They are strengthening regulatory and quality functions before pressure points emerge.

▫️They are investing in internal mobility and targeted upskilling to protect continuity.

▫️They are aligning commercial hiring with how care delivery is actually shifting today.

This is not a recruiting adjustment.

It is a workforce strategy decision tied directly to growth, ex*****on, and long-term stability.

At AVD Workforce Connect, we partner with healthcare and life sciences organizations across the U.S., headquartered in Indianapolis, IN, to develop workforce strategies aligned with today’s market realities.

We build workforce strategies that reflect how the market is actually evolving, not how it operated five years ago.

We welcome the opportunity to connect. Message us to schedule a 30-minute discussion to explore how we can support your staffing goals.

For MedTech leaders building in today’s environment, the question is straightforward:

🔸 What talent gap is putting the most pressure on your business right now?

If you’ve had a role open for 60+ days in your practice, you’re feeling it everywhere.Not just in hiring, but in your da...
03/26/2026

If you’ve had a role open for 60+ days in your practice, you’re feeling it everywhere.

Not just in hiring, but in your day-to-day operations.

I keep hearing the same thing from private healthcare owners:

“We’re not getting qualified candidates, and when we do, we lose them.”

This is impacting your business:

đź”´ Your team is stretched thin

đź”´ Patient access slows down

đź”´ Revenue opportunities are missed

And the longer a role stays open, the harder it becomes to recover.

This isn’t just you.

Industry data shows ongoing shortages, fewer applicants, and hard-to-fill roles across healthcare.

Here’s what’s actually working right now in healthcare, and how we support it:

Market-aligned compensation:

🔸We benchmark roles by location and specialty to stay competitive

Referral-driven + proactive sourcing:

🔸We tap into networks and passive candidates beyond job boards

Faster, streamlined hiring workflows:

🔸We reduce interview steps and speed up decision-making

Flexible hiring strategy:

🔸We expand candidate pools by identifying trainable vs over-filtered roles

Targeted workforce insight:

🔸We identify staffing gaps and align hiring priorities

Alternative staffing solutions:

🔸We support contract, temp-to-perm, and role restructuring when needed

Bottom line:

This isn’t just a staffing shortage.

It’s a speed and positioning problem.

AVD Workforce Connect LLC is headquartered in Indianapolis, IN. Our leadership team brings 30+ years of combined recruiting and HR experience across the U.S. We operate as a healthcare and life sciences HR consulting and staffing firm.

We help you fill hard-to-hire roles faster and build more reliable hiring pipelines.

đź“© avdworkforceconnect@gmail.com
Free 30-minute workforce strategy consultation

Many biotech startups believe salary is the main reason employees leave.Recent life sciences workforce data suggests the...
03/18/2026

Many biotech startups believe salary is the main reason employees leave.

Recent life sciences workforce data suggests the bigger drivers are career growth, compensation transparency, and workplace flexibility.

64% of employed biopharma professionals plan to actively search for a new job.

Recent surveys show the top reasons biotech professionals explore new roles:

đź“ŚCareer growth opportunities (67%)
đź“ŚHigher compensation (53%)
đź“ŚWorkplace flexibility or remote options (32%)

Many companies assume compensation is the primary driver. Research shows that career progression and work structure are equally important for retention.

The encouraging news is that these challenges are solvable. Even startup and small biotech companies can implement practical solutions.

🔸 Career growth:

Top candidates want to understand where their careers can go. Companies can improve retention by offering clear promotion pathways, opportunities to lead research programs, and exposure to pipeline or regulatory strategy discussions.

🔸Compensation:

Startups may not always match large pharmaceutical salaries. However, compensation includes more than base pay. Strong offers often include equity, milestone bonuses tied to clinical progress, and transparent salary ranges in job postings.

🔸Workplace flexibility:

Many laboratory roles require on-site work. However, flexibility can still exist through flexible start times, occasional remote days for writing or data analysis, and protected research time with fewer meetings.

🔸Key takeaway:

Smaller biotech companies often win talent by offering advantages that larger organizations cannot easily provide. These include faster career growth, meaningful ownership in the company, and greater flexibility in how work gets done.

At AVD Workforce Connect LLC, we help small and mid-size healthcare and life sciences organizations stabilize staffing and reduce reactive hiring cycles.

With 30+ years of combined HR and recruitment expertise across the United States, we deliver direct-hire, contract, and contract-to-hire solutions.

(Based out of Indianapolis, IN)

đź“© Free 30-minute workforce strategy consultation

avdworkforceconnect@gmail.com

What strategies have worked for your organization to retain biotech talent?

Sources:

BioSpace Life Sciences Career Survey

https://www.biospace.com/career-advice/8-things-job-candidates-say-or-dont-say-that-turn-hiring-managers-off

BioSpace Workforce Trends Report

https://www.biospace.com/job-trends/employers-warm-up-to-remote-workers-again-biospace-report

BioSpace Employment Outlook Report

https://www.biospace.com/job-trends/increasingly-competitive-job-market-worries-frustrates-biopharma-professionals

Randstad Life Sciences Salary Guide

https://www.randstadusa.com/employers/salary-guide/life-sciences/

If your denial rate has not moved, but your cash flow has slowed, what changed? Hospital and practice leaders in 2026 ar...
03/10/2026

If your denial rate has not moved, but your cash flow has slowed, what changed?

Hospital and practice leaders in 2026 are not losing margin because of volume.

They are losing margin because of denial friction and revenue cycle instability.

Industry reporting shows initial claim denials have risen year over year. Denials and appeals remain one of the biggest revenue leaks across practices.

This is not just a billing issue.
It is a staffing design issue.

Revenue cycle performance is directly tied to workforce structure. When revenue teams are understaffed, lack clear role ownership, or have no denial accountability, claims get reworked, follow-up slows, and cash stalls.

Reworking a denied claim can cost $25 or more in labor alone. Multiply that across hundreds or thousands of denials per year, and staffing gaps quickly turn into margin erosion.

This is how staffing instability quietly becomes financial instability.

What disciplined operators are doing in 2026:
🔹 Running 60-day denial root cause audits
🔹 Tracking denial rate, clean claim rate, and A/R aging monthly
🔹 Assigning one clear denial owner
🔹 Separating intake from billing responsibility
🔹 Building redundancy for critical revenue functions

Revenue cycle staffing is a financial infrastructure. It determines how quickly care converts to cash.

With more than 30 years of combined recruitment expertise, our leadership team partners with healthcare organizations to strengthen revenue-critical hiring and stabilize operations.

Every client engagement is directly overseen by our two co-founders to ensure continuity, compliance, and accountability.

As a women- and minority-owned firm, AVD Workforce Connect LLC delivers nationwide direct hire, contract, and contract-to-hire solutions that flex with your operational needs.

If denial inventory is growing or cash acceleration is slowing, workforce structure may be part of the story.

đź“Ś Message us for a 30-minute revenue workforce strategy session:
avdworkforceconnect@gmail.com

Sources:
HFMA – Understanding Claims Denial Friction

🔸https://www.hfma.org/reference/understand-claims-denial-friction/

HFMA – How to Optimize the Revenue Cycle Workforce in 2026

🔸https://www.hfma.org/ai/how-to-optimize-the-revenue-cycle-workforce-in-2026/

MGMA – Detecting and Fixing Leaks Across the Revenue Cycle

🔸 www.mgma.com/mgma-stat/detecting-and-fixing-leaks-across-the-revenue-cycle

In 2026, nursing vacancies aren’t HR problems. They’re revenue problems.If you operate a startup clinic, private practic...
02/26/2026

In 2026, nursing vacancies aren’t HR problems. They’re revenue problems.

If you operate a startup clinic, private practice, ASC, behavioral health center, or specialty lab, you are likely experiencing:
🔹Longer time-to-fill for RNs and LPNs
🔹Rising wage pressure
🔹Burnout-driven turnover
🔹Operational strain when just ONE nurse leaves
🔹This is not temporary

The U.S. Health Resources & Services Administration projects persistent nursing workforce gaps in many states due to retirements, burnout, and increased demand. National nursing organizations continue to report structural shortages affecting care access and delivery.

Large health systems can absorb staffing disruption.
Small healthcare businesses cannot.

For smaller organizations, one vacancy can reduce patient capacity, delay revenue cycles, increase owner workload, and impact compliance and quality metrics.

Here is what small healthcare owners can implement immediately:
🔹Build candidate relationships before a role opens
🔹Conduct quarterly stay interviews to reduce surprise resignations
🔹Keep your hiring process under 14 days from interview to offer
🔹Benchmark compensation annually against your local market
🔹Maintain a small PRN or contingency staffing pipeline
🔹Proactive workforce planning is now a business stability strategy.

At AVD Workforce Connect LLC, we help healthcare businesses operationalize these strategies with structured recruiting systems and proactive nursing pipelines. (Based out of Indianapolis, IN)

30+ years of combined HR and recruitment expertise across the U.S., we deliver direct-hire, contract, and contract-to-hire solutions.

Free 30-minute workforce strategy consultation
đź“© avdworkforceconnect@gmail.com

Sources:
HRSA National Health Workforce Projections
https://bhw.hrsa.gov/data-research/projecting-health-workforce-supply-demand

American Association of Colleges of Nursing – Nursing Shortage Fact Sheet
https://www.aacnnursing.org/news-data/fact-sheets/nursing-shortage

Mercer – Healthcare Employees Remain Under Pressure
https://www.mercer.com/en-us/insights/talent-and-transformation/attracting-and-retaining-talent/healthcare-employees-remain-under-pressure-2026-inside-employees-minds/

🔬 Biotech’s #1 staffing challenge heading into 2026As we move toward 2026, biotech startups and small life sciences com...
12/19/2025

🔬 Biotech’s #1 staffing challenge heading into 2026

As we move toward 2026, biotech startups and small life sciences companies across the U.S. are facing the same constraint:
❌ Access to specialized, industry-ready talent.

Recent 2025 data shows persistent shortages in highly specialized roles tied to biomanufacturing, advanced modalities, and technical operations. For smaller biotech teams, even one unfilled role can delay timelines, strain teams, and increase risk.

That is why many organizations are shifting away from reactive hiring and toward talent pipeline and retention-focused strategies. New workforce training and biomanufacturing initiatives launched in 2025 reflect this industry-wide response.

How AVD Workforce Connect LLC supports biotech teams:
AVD Workforce Connect LLC is a women- and minority-owned healthcare and life sciences staffing firm, based in Indiana and supporting clients nationwide. With 30+ years of combined national sourcing experience, our leadership team remains directly involved in every search.

We support biotech and life sciences organizations with direct hire, contract, and contract-to-hire solutions, helping teams hire faster while staying compliant and competitive.

What makes AVD Workforce Connect different:
âś… We focus on long-term workforce stability, not short-term fixes. That means targeted sourcing for specialized roles, realistic market guidance, and retention-minded hiring support designed for growing biotech teams.

If staffing gaps are slowing your progress as you plan for 2026, let’s talk.

Free 30-minute consultation:
đź“© avdworkforceconnect@gmail.com

Strengthening teams. Accelerating care.
Happy Holidays!

Sources:
https://www.jobsohio.com/newsroom/news-press/biomanufacturing-workforce-initiative?utm_source

https://bioconnectde.org/news/bioconnect-de-biomanufacturing-training-program-celebrates-first-graduating-class/?utm_source

https://cdn.cytivalifesciences.com/api/public/content/HfzkmyqaSNSfYvvAVjLudQ-pdf?utm


Specialty practices are facing significant staffing pressure in 2025, and the strain is expected to grow as we move into...
12/09/2025

Specialty practices are facing significant staffing pressure in 2025, and the strain is expected to grow as we move into 2026. đź©ş

Leaders in cardiology, gastroenterology, orthopedics, and other specialties are already seeing the impact on patient access, team stability, and operations.

What The Newest National Data Shows:

🔹 The United States continues to face severe shortages of physicians, nurses, and allied health professionals. These shortages directly limit capacity in specialty clinics.

🔹With more than half of healthcare workers planning to change jobs by 2026, turnover is rising, and long-term stability is increasingly at risk.

🔹Many organizations are moving away from high-cost travel labor because the model is no longer financially sustainable.

🔹HR, credentialing, and compliance workloads continue to rise, placing added pressure on practices without large administrative teams.

These issues delay scheduling, increase burnout, reduce revenue, and restrict a clinic’s ability to meet patient demand. Every month, a clinical role not filled results in real operational and financial losses.

Many practices are shifting strategies as 2026 approaches. Leaders are moving toward long-term workforce solutions instead of short-term, high-cost staffing models.

How AVD Workforce Connect Supports Specialty Practices:

AVD Workforce Connect is a national woman and minority-owned healthcare staffing firm. We support specialty practices across the United States with direct hire, contract, and contract-to-hire solutions. With more than 30 years of combined recruitment experience, our leadership team oversees every client account directly. This ensures continuity, compliance, and quality throughout the hiring process. (Headquarters: Indianapolis, IN)

What Makes AVD Workforce Connect Different:
We focus on long-term workforce stability rather than high-cost temporary labor. We help specialty practices build sustainable teams by improving retention, reducing hiring delays, and strengthening compliance workflows.

We Help Specialty Practices:
• Fill difficult roles faster
• Improve team stability
• Strengthen compliance workflows
• Reduce dependency on costly travel labor
• Build scalable and sustainable teams

If staffing delays are affecting patient care or slowing down your clinic’s growth, reach out. We can help you reduce hiring friction and build a stronger workforce strategy.

Free 30-minute consultation:
Email avdworkforceconnect@gmail.com

Strengthening teams. Accelerating care.

Follow us on LinkedIn:
https://www.linkedin.com/company/avd-wor



Sources:
https://www.healthaffairs.org/do/10.1377/hpb20250611.400666/

https://www.aha.org/aha-center-health-innovation-market-scan/2025-11-04-why-hospitals-are-building-their-own-nursing-pipelines

https://www.reuters.com/business/healthcare-pharmaceuticals/over-half-us-healthcare-workers-plan-switch-jobs-by-next-year-survey-finds-2025-09-15/

https://nihcm.org/publications/addressing-health-care-workforce-shortages

3 Common Recruiting Challenges in Healthcare and How AVD Workforce Connect LLC HelpsHealthcare employers across the U.S....
11/08/2025

3 Common Recruiting Challenges in Healthcare and How AVD Workforce Connect LLC Helps

Healthcare employers across the U.S. are facing one of the toughest hiring landscapes in years. With 1.8 million open healthcare jobs (BLS 2025), finding and keeping qualified talent has never been more difficult.

At AVD Workforce Connect, we help hospitals, clinics, and behavioral health practices nationwide overcome these challenges through faster hiring systems, stronger retention planning, and smoother onboarding.

1. Long Hiring Timelines
The challenge: Many organizations lose top candidates to faster-moving competitors.
Data: The average time-to-fill exceeds 40 days, according to the Bureau of Labor Statistics (2025).
How AVD helps: We streamline workflows, pre-screen qualified candidates, and track key metrics to shorten hiring cycles.

2. Retention Gaps and Turnover
The challenge: Many healthcare employers hire successfully but struggle to keep staff.
Data: About 55 percent of healthcare workers plan to change jobs by 2026 (Reuters, 2025).
How AVD helps: We conduct retention audits, benchmark compensation, and help clients design mentorship and growth programs that improve retention.

3. Credentialing and Compliance Delays
The challenge: Credentialing backlogs can delay start dates and affect compliance.
Data: Credentialing delays average 30 to 45 days nationwide (HHS Office of Inspector General, 2025).
How AVD helps: We manage credentialing workflows, track renewals, and support compliance processes to ensure faster onboarding.

The AVD Approach:
AVD Workforce Connect LLC is a national, woman- and minority-owned staffing firm focused on healthcare talent solutions. Based in Indiana, we partner with organizations across the country, including hospitals, community clinics, and behavioral health practices.

Our nationwide staffing models are flexible to your needs through direct hire, contract, and contract-to-hire options. With over 30 years of combined recruitment experience, our leadership team connects mission-driven healthcare organizations with professionals who strengthen patient care and improve operations.

Free 30-minute consultation:
DM us or email avdworkforceconnect@gmail.com to discuss your current hiring challenges and receive a custom staffing roadmap.

Deeper Read:
https://www.bls.gov/jlt/

https://www.reuters.com/business/healthcare-pharmaceuticals/over-half-us-healthcare-workers-plan-switch-jobs-by-next-year-survey-finds-2025-09-15/?utm_source

https://www.shrm.org/topics-tools/topics/talent-acquisition

https://oig.hhs.gov/

🔬 Strengthening the Lab Workforce in 2025Across U.S. diagnostics and clinical labs, 3 major staffing challenges continue...
10/31/2025

🔬 Strengthening the Lab Workforce in 2025

Across U.S. diagnostics and clinical labs, 3 major staffing challenges continue to impact operations and growth:

đź”´Limited talent pipeline. Fewer new lab professionals are entering the field, and more experienced staff are retiring.

đź”´ Retention and burnout. Heavy workloads and limited advancement lead to higher turnover and job dissatisfaction.

đź”´ Skill gaps in modern lab tech. Automation, molecular diagnostics, and data analytics are evolving faster than the workforce can keep up.

AVD Workforce Connect is a woman- and minority-owned staffing firm based in Indianapolis, IN, with 30+ years of combined HR and recruitment experience across diagnostics, biotech, and life sciences.

We Provide Across the US:
âś… Direct-hire, contract, and contract-to-hire solutions.
âś… Targeted sourcing for bench, QA/RA, and hybrid tech roles.
âś… Retention-focused strategies with compensation benchmarking and growth planning.

Free 30-minute consultation:
DM us or email avdworkforceconnect@gmail.com to discuss your current hiring challenges and receive a custom staffing roadmap.

What issue is hitting your lab right now? Recruitment, retention, or tech-skill shortages? Let’s connect and find solutions together.

Deeper Read:

https://clpmag.com/diagnostic-technologies/experts-see-17-laboratory-trends-dominating-2025/?utm

https://www.selectscience.net/article/what-s-behind-today-s-clinical-laboratory-staffing-shortage?utm

https://americanmedtech.org/blog/blog-post/building-tomorrows-lab-workforce

Address

8520 Allison Pointe Boulevard Suite 223
Indianapolis, IN
46250

Opening Hours

Monday 9am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

Website

Alerts

Be the first to know and let us send you an email when AVD Workforce Connect posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Practice

Send a message to AVD Workforce Connect:

Shortcuts

Featured

Share

Category