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Case Study

 

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Comprehensive Pharmacy Solutions (CPS) is a leading provider of pharmacy inpatient, outpatient, and telepharmacy management services. When managing hospital pharmacy operations, CPS must maintain a highly specialized workforce that meets both clinical standards and the specific needs of the facility.

The Challenge: The Evansville Talent Gap

In the Evansville, Indiana market, CPS faced a significant obstacle in fulfilling their hospital management contract. Despite their internal efforts, they struggled with two main hurdles:

Specialized Skill Requirements

Pharmacy technicians require a specific blend of certification and experience that is often scarce in localized markets.

Compensation Disconnect

Internal recruiting teams lacked the real-time market data to align compensation and benefits with local candidate expectations.

Internal Resource Strain

The difficulty of sourcing these niche roles began to pull internal focus away from core hospital pharmacy operations.

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Our Solution

CPS required more than a resume source; they needed a partner with deep "boots on the ground" expertise in the Indiana healthcare market. They chose us because of our ability to navigate niche clinical roles and our willingness to provide the hard market data necessary to attract and retain talent in a competitive landscape.

We implemented a Targeted Clinical Recruitment Strategy that combined localized sourcing with strategic consulting.

1. Specialized Clinical Sourcing:

Pharmacy technicians require a specific blend of certification and experience that is often scarce in localized markets.

2. Market Intelligence Consulting:
Managing the complex administrative tasks required for statewide deployment, including background checks and DCS-specific onboarding.

3. Tailored Onboarding: 
Ensuring all technicians were vetted and ready to integrate seamlessly into a high-stakes hospital pharmacy environment.

4. Long-Term Workforce Planning:

Moving beyond a one-time placement to become a sustained talent pipeline for CPS for nearly a decade.

Conclusion: A Legacy of Stability and Strategic Alignment

The eight-year collaboration between RepuCare and CPS serves as a blueprint for how a strategic partnership can transcend traditional vendor-client boundaries. In the high-stakes arena of hospital pharmacy management, where specialized talent and service continuity are non-negotiable, RepuCare provided more than just personnel; we delivered the market intelligence and operational infrastructure required for long-term success.

By evolving from a specialized staffing provider into a comprehensive talent partner, RepuCare effectively de-risked CPS’s Indiana operations. This stability allowed CPS to focus on its core mission of pharmacy excellence while remaining confident that its staffing obligations were being met with qualified, market-aligned professionals. Ultimately, the partnership demonstrates that when operational excellence is paired with deep local expertise, the result is a resilient program capable of navigating the complexities of the healthcare talent market for nearly a decade.

 

Market Intelligence & Results

Hiring Obstacle

The RepuCare Intervention

Long-Term Result
Niche Skill Gap

Specialized clinical sourcing and vetting

Critical roles filled with high-quality talent
Uncompetitive Pay

Localized compensation and benefits data

Higher offer acceptance and better retention
Recruiting Fatigue

Full-cycle management of the hiring process

CPS focus returned to core pharmacy operations
Talent Turnover

Focus on "right-fit" long-term

8+ year partnership built on workforce stability

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