E192 | How Clasp Is Transforming Healthcare Recruitment and Retention

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Hello and welcome back to the Advancing
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Healthcare Innovation Show. I am your
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host, Michael Stamatinos, and if you're
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new to us, welcome. We are so excited to
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have you here because we are having just
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some really incredible conversations
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with amazing leaders that are
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painstakingly reshaping the future of
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healthcare. And we're pretty passionate
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about a few different areas. We're
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passionate about access. We're
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passionate about leadership and
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innovation and innovation adoption. And
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if you haven't had the opportunity to
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kind of tune in, if this is your first
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time tuning in, let me just sort of take
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a very quick step back and give you a a
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little bit more on what we're trying to
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get done here. So, the ethos of the show
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is talking to real leaders, bringing
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real stories of innovation and
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leadership to life, not stuff that
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you're just sort of reading headlines,
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but real people that are in the trenches
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getting great work done and sharing
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little wins as well as sharing some of
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those learnings. because as you know
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when you're innovating you're not always
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winning all the time. So we want to
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learn from those things and ultimately
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share those with our community and those
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will inevitably uh be shared throughout
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the rest of the world. So if you haven't
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had an opportunity to check out any of
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the historical interviews wherever you
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are, however you're consuming this, if
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you're watching this, if you're
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listening to this, please do me a solid.
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wherever you are, just hit the subscribe
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button now so that any of the new
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interviews come directly to you. So, I'm
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actually super excited about this next
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guest because they were referred uh
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directly got pulled over. Funny story, I
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was at a Becker's conference and got
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pulled over by David. He's like, "You
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have you have to meet someone." So, um
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I'm super excited about this. But before
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I dig into that, I want to I want to
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share a number with you for just a
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moment. Uh and the number is 3 million.
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That's how many clinical roles um are
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actually sitting empty right now in this
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country. And then I want to share with
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you another number. 1.7 trillion.
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Not billion. Trillion. A trillion is a
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billion
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is a billion billion is a trillion. That
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is the student loan debt carried by the
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people who actually want to fill those
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roles. So two numbers, two crises. And
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the thing that I think that makes it so
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hard, you know, for me to solve is that
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I mean they're they're like feeding each
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other. And the truth is is that this
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debt, it shapes where clinicians choose
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to go to work. It shapes how long they
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stay. And health systems obviously are
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desperate to fill these seats and
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they're just throwing money at the
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problem. sign on bonuses, you know, big
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checks that are being laid out and and
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the same people end up leaving and then
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the same roles open back up and it's
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just this perpetual vicious cycle and
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healthcare has been paying people to
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join and then they act surprised when
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when they leave. So today's guest, you
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know, grew up in a family of physicians
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and she watched staffing gaps, you know,
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basically wear down care teams. um she's
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attended Harvard Business School and
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this is where she started sort of asking
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a different question. What if what if
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you committed to a clinician before they
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actually ever graduated like the way the
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military does with the ROC? And she
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explained this to me when we met and
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she'll dig into it more. But what if
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that financial support was tied to
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staying instead of just showing up?
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That's that question is what became the
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company clasp which is led by Tess
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Michaels the founder and CEO. So her
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model is called loan linking hiring.
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It's beautiful. She's going to go into
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it but it basically employers commit to
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clinicians before graduation and then
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student loan repayment happens over
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time. You know that's tied to tenure. So
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they have uh incredible roster of
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customers. uh her CV is just ridiculous.
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You know, Forbes, 30 under 30, you name
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it, it's there. And it is absolutely
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delightful to have her come on to the
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show to share her story. So, Tess, great
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to see you. Welcome to the show.
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>> Thank you so much, Michael. And it is
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great to see you again.
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>> Yeah, of course. Of course. So, I want
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to start somewhere different. You know,
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you grew up in a family of physicians.
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Um, take me back to what that felt like
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as a kiddo. U, not necessarily from a
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career lesson standpoint, but really
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what was it like at the dinner table,
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you know, uh, parents having to feel
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phone calls in the middle of the night?
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Like what did you uh absorb from that
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without knowing you were absorbing it?
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>> Yeah. So, um, yeah, I've been, uh, you
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know, in and around healthcare my entire
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life. And it is, it's fun, it's special,
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it's different. Um, having so many, uh,
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clinicians in the family. I mean, family
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gatherings means if anyone gets injured,
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you're good to go. As a kid growing up,
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what it means is I had no excuse to try
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and skip school um because I was feeling
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under the weather. And so, um, look, but
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it it really um, taught me a lot. I I
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will say as a side note, I mean, my mom
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had me when she was in residency and she
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joked that back in the day, 24-hour
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shifts are a very real thing. Um, and
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so, you know, I definitely feel like
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from the womb onward got to experience
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just how hard um, healthcare clinicians
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work in America and just how important
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the role is. And um I myself thought one
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day I would practice and was weeks away
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from um taking my MCAT to go into the
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field and you know took a a right turn
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and instead ended up exactly where I am
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today. So
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>> pretty fascinating because I know you
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did a few cool tours of duty. You're in
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finance, you know, in the private equity
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space. Um that obviously was essentially
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your trajectory and then and you walked
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away from that to to start a company. I
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guess uh who who in your life thought
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that you were out of your mind?
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>> Uh how much time do we have? No, just
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just
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um look, I mean I I really had the bug
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to build early on. And so um I actually
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built my um first business when I was
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19. I was in college and I uh took a
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leap of faith and said, "Hey, I really
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believe that uh companies can invest in
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their talent differently through all
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sorts of ways, especially investing
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through corporate social
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responsibility." Now, frankly, I learned
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a lot of what to do and what not to do
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during the first set of sharp learning
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curves, but the most important lesson
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was, God, I got to spend every single
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waking moment getting as close as I
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possibly can to understanding how our
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end user moves and shakes, what makes
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them tick, and um you know, so with my
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first goound, I spent so long just
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focused on product in a vacuum and not
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enough um really in the trenches. Yeah.
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>> And you know um as you mentioned started
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my career in finance as a healthcare
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banker at Goldman and then worked in
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private equity. And I got to say like
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you know there are few careers you can
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start your life in that I think are
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better almost like training grounds.
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It's like a total boot camp experience.
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>> It's a total tour duty.
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>> Yeah. Not only do you learn every
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shortcut that possibly exists on Excel,
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but you also, you know, um, really get
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to just like have massive pattern
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recognition. You're like, what makes for
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a good business? Like, what are the
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signals that, you know, just even
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number-wise, metrics wise, give you an
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inkling? Um, but
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>> I think all of that really carried me uh
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into clasp and um helped make this
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business take off a lot a lot more
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quickly. So
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>> that's uh that's super interesting when
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you talk about pattern recognition. Are
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there certain patterns that you were
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able to recognize especially with this
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particular problem? Like how did how did
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this problem surface for you? Um was
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this obviously being a number of
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clinicians in your family was this
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something that was talked about? Like
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did you guys talk about money and like
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student loans and debt? Like what was
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that like?
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>> Oh totally. I mean, look, I founded
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Clasp as I was headed for grad school
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and I was looking at the sticker price
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going like, is it worth it to go back to
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school? And what I realized in that
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moment is there are some industries like
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business where you can you can consider
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is it worth it or not worth it? But in
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healthcare, it's not a choice. It's do
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you want the job or not? Because in
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order to do the job, you have to get
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through this training. you have to get
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licensed and then um after those prerexs
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you can you can gain entry, right? And
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um I hear about these stories all the
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time. I mean my husband um is a
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physician and he took out a significant
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amount of student debt. He grew up in a
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very small town um and didn't have a lot
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of financial support. And he tells me
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all the time, he's like,
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>> "Look, um you know, the reality is you
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have to take a huge leap of faith as a
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student. A bet on yourself to say, I'm
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going to put in the time to enroll in
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school and get through school. I'm going
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to take out hundreds of thousands of
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dollars of student loan support, and
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then I'm going to hope and pray that a
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great job is waiting for me on the other
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end. and then I'm going to spend another
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decade or more of my life working to pay
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down all of those costs that I'd taken
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on. And so the the order of operations
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is just completely out of whack, right?
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We have to
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>> like this like bottom bell curve and
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it's like wait, we got to break that
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plane. But once we break that, we'll do
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all right. But it's like pretty deep.
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>> We got to flip that entire equation
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around and say, wait a second,
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>> why do we have millions of people that
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we are short in healthcare? It's because
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it is so challenging to put the full
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onus on the individual and be like,
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"Hey, of course you should take this,
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you know, bet on yourself." And so
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instead, if we can bring employers into
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the equation earlier, give individuals
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that commitment of not only a job, but
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hey, there's going to be an employer who
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sees you, who cares about you, who's
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going to help repay those loans.
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Suddenly, you've knocked out the two
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biggest uncertainties of someone's life
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at the very point that it matters most.
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and then the system can actually work,
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right? So,
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>> most people they see like they see a
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staffing problem, you know, the
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workforce crisis is a staffing problem,
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but like I'm just amazed that you you
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saw you saw something different,
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>> you know, did it did it bother you that
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you saw something that other people
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couldn't see in your life? I see it
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clear as day. Like, what what don't you
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guys see here?
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>> Yeah. So, look, I think, you know, the
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reality is like the parties are just
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siloed, right? Like employers aren't
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always getting to talk to students as
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they're thinking about enrolling in
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school or when they're in school about
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what's stressing them out the most,
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right? They're thinking about what
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happens once they're employed and how do
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you keep them engaged and retained at
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that point. And from a school's
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perspective, they're doing as much as
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they can to help you with access to
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education and getting into the job, but
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not necessarily how do I make sure that
00:11:18.640 --> 00:11:20.630
people who graduated from here are
00:11:20.640 --> 00:11:21.910
staying in the job.
00:11:21.920 --> 00:11:24.630
>> And so I think the view we had is
00:11:24.640 --> 00:11:27.030
there's three big parts of this
00:11:27.040 --> 00:11:28.310
equation, right? Yeah.
00:11:28.320 --> 00:11:32.389
>> Part one is how do you think about the
00:11:32.399 --> 00:11:35.670
broad barriers to entry which include
00:11:35.680 --> 00:11:37.590
the financial challenges that someone
00:11:37.600 --> 00:11:41.030
has to deal with. Second is the fact
00:11:41.040 --> 00:11:43.990
that there are real talent shortages and
00:11:44.000 --> 00:11:46.069
so you got to help employers better
00:11:46.079 --> 00:11:48.630
recruit and sometimes your local markets
00:11:48.640 --> 00:11:52.870
may not have enough density of talent
00:11:52.880 --> 00:11:54.870
and so like you just you got to get
00:11:54.880 --> 00:11:56.949
creative with the how which you know we
00:11:56.959 --> 00:11:59.110
we have all sorts of ways we do that.
00:11:59.120 --> 00:12:02.069
And then the last piece is okay you got
00:12:02.079 --> 00:12:04.550
someone through school you hired them
00:12:04.560 --> 00:12:07.509
but in healthcare turnover is just
00:12:07.519 --> 00:12:11.509
brutal. I mean they show that for new
00:12:11.519 --> 00:12:13.670
grad nurses
00:12:13.680 --> 00:12:17.030
50% of them leave their first job in the
00:12:17.040 --> 00:12:19.670
first two years of employment. I mean
00:12:19.680 --> 00:12:23.269
that cycle is so painful and that's
00:12:23.279 --> 00:12:24.470
exactly what we want. It's
00:12:24.480 --> 00:12:26.230
>> like a revolving door.
00:12:26.240 --> 00:12:27.750
>> Spend all this time and energy training
00:12:27.760 --> 00:12:29.030
people up and then it's like all right
00:12:29.040 --> 00:12:30.870
goodbye see you later and you got to do
00:12:30.880 --> 00:12:31.990
it all over again.
00:12:32.000 --> 00:12:32.389
>> Exactly.
00:12:32.399 --> 00:12:35.590
>> It's terrible terrible thing to do.
00:12:35.600 --> 00:12:37.670
So you so you see this you see these
00:12:37.680 --> 00:12:40.870
dynamics you recognize these patterns
00:12:40.880 --> 00:12:42.870
you're considering B school you're like
00:12:42.880 --> 00:12:44.870
I'm going into B school and I'm starting
00:12:44.880 --> 00:12:48.710
this company like take take me through
00:12:48.720 --> 00:12:50.230
that did you have people that were
00:12:50.240 --> 00:12:51.829
trying to talk you out of it people
00:12:51.839 --> 00:12:54.629
talking you into it what was the the
00:12:54.639 --> 00:12:56.629
dynamic around you at the time
00:12:56.639 --> 00:12:58.870
>> so first of all I did a lot of not just
00:12:58.880 --> 00:13:00.790
soulsearching but actually talking to
00:13:00.800 --> 00:13:02.949
all sorts of people uh from every walk
00:13:02.959 --> 00:13:04.629
of life to figure out is this painoint
00:13:04.639 --> 00:13:07.430
point as real as I think it is. And so I
00:13:07.440 --> 00:13:09.430
was, you know, um, spending time talking
00:13:09.440 --> 00:13:11.430
to students on campuses. I was talking
00:13:11.440 --> 00:13:12.949
to Uber drivers. I was talking to
00:13:12.959 --> 00:13:14.150
friends at bars. I was trying to figure
00:13:14.160 --> 00:13:16.870
out like, hey, what's what's the real
00:13:16.880 --> 00:13:19.590
driver here? And honestly, for better or
00:13:19.600 --> 00:13:21.670
worse, this is a pretty universal pain
00:13:21.680 --> 00:13:23.430
point. I mean, for a lot of the clinical
00:13:23.440 --> 00:13:26.230
roles we support, like nurse anesthesia
00:13:26.240 --> 00:13:30.150
or physical therapists, upward of 90% of
00:13:30.160 --> 00:13:32.629
individuals have student loans for these
00:13:32.639 --> 00:13:35.509
roles, right? So um so the so the
00:13:35.519 --> 00:13:37.990
reality was like I was like okay
00:13:38.000 --> 00:13:40.870
>> this is a felt pain like students know
00:13:40.880 --> 00:13:42.870
it exists. Now on the employer side,
00:13:42.880 --> 00:13:45.030
what I have to know is do they need to
00:13:45.040 --> 00:13:47.350
hire this talent critically urgently? Is
00:13:47.360 --> 00:13:49.430
it really important which of course yes
00:13:49.440 --> 00:13:51.990
that proved out and second is are the
00:13:52.000 --> 00:13:55.190
retention challenges as bad as what we
00:13:55.200 --> 00:13:57.509
sometimes hear and is that universal
00:13:57.519 --> 00:14:00.470
right and that definitely played out and
00:14:00.480 --> 00:14:04.790
so this really brought us to um building
00:14:04.800 --> 00:14:05.990
you know what you mentioned in the
00:14:06.000 --> 00:14:08.949
beginning the ROC model for healthcare.
00:14:08.959 --> 00:14:11.350
>> Yeah. And it's just been super
00:14:11.360 --> 00:14:13.910
fascinating seeing how it's completely
00:14:13.920 --> 00:14:18.069
changed how wide the clinical cal you
00:14:18.079 --> 00:14:19.829
know candidate pools are for healthare
00:14:19.839 --> 00:14:22.150
systems which I can talk through and how
00:14:22.160 --> 00:14:24.629
low turnover can really go. So
00:14:24.639 --> 00:14:26.389
>> let's let's let's let's dig in. I mean
00:14:26.399 --> 00:14:28.470
this your episode do take it where you
00:14:28.480 --> 00:14:29.350
want to dig in.
00:14:29.360 --> 00:14:31.990
>> Yeah. So um yes. So giving you a little
00:14:32.000 --> 00:14:33.750
bit of a flavor for how this works. So
00:14:33.760 --> 00:14:34.949
as you mentioned we work with health
00:14:34.959 --> 00:14:36.710
care systems all over the country. Our
00:14:36.720 --> 00:14:38.790
partners include groups like Boston
00:14:38.800 --> 00:14:40.790
Children's and Novant, Northwestern
00:14:40.800 --> 00:14:43.590
Medicine, Ohio Health, and we
00:14:43.600 --> 00:14:45.910
essentially help them meet hard to hire
00:14:45.920 --> 00:14:48.310
clinical talent like respiratory
00:14:48.320 --> 00:14:51.269
therapists, nurse anesthetists, um, rad
00:14:51.279 --> 00:14:55.509
techs, nurses, etc. through some very
00:14:55.519 --> 00:14:57.269
creative channels. So, we're plugged
00:14:57.279 --> 00:14:59.269
into universities all across the nation.
00:14:59.279 --> 00:15:00.949
So they're not just limited to their
00:15:00.959 --> 00:15:03.590
local markets, but we also have I mean
00:15:03.600 --> 00:15:06.310
curated networks of Tik Tok influencers,
00:15:06.320 --> 00:15:08.310
which I know sounds funny, but these are
00:15:08.320 --> 00:15:11.509
clinicians who have, you know, 100,000
00:15:11.519 --> 00:15:12.949
plus followers and
00:15:12.959 --> 00:15:13.670
>> yeah,
00:15:13.680 --> 00:15:16.629
>> and this generation loves it, right? So
00:15:16.639 --> 00:15:18.790
we build these national movements. We
00:15:18.800 --> 00:15:21.990
let these employers get exposure outside
00:15:22.000 --> 00:15:24.949
of just their their traditional channels
00:15:24.959 --> 00:15:27.269
and suddenly we have applicants from all
00:15:27.279 --> 00:15:29.269
over the country. So to date, Clasp has
00:15:29.279 --> 00:15:31.509
had applicants from 48 states in the
00:15:31.519 --> 00:15:35.030
country and our average employer has had
00:15:35.040 --> 00:15:37.750
applicants from 10 plus states per
00:15:37.760 --> 00:15:41.350
location. So a lot of uh widening there.
00:15:41.360 --> 00:15:42.150
So that's part
00:15:42.160 --> 00:15:44.790
>> Yeah, that's super. You know what's
00:15:44.800 --> 00:15:46.870
amazing to me? First of all, those stats
00:15:46.880 --> 00:15:50.069
are tremendous and obviously the logos
00:15:50.079 --> 00:15:51.670
are, you know, sort of first first
00:15:51.680 --> 00:15:55.350
movers. Um I just feel like historically
00:15:55.360 --> 00:15:58.550
healthcare has been very
00:15:58.560 --> 00:16:01.430
uh focused on well let's just let's just
00:16:01.440 --> 00:16:03.829
give a sign on bonus and I see this a
00:16:03.839 --> 00:16:05.910
lot. It's like hey 10 to 20k sign on
00:16:05.920 --> 00:16:07.749
bonus for like a therapist and look
00:16:07.759 --> 00:16:10.790
smart people design them and they they
00:16:10.800 --> 00:16:13.110
keep funding them
00:16:13.120 --> 00:16:15.030
but here's the thing like why do smart
00:16:15.040 --> 00:16:16.629
people keep betting on something that
00:16:16.639 --> 00:16:18.790
like clearly is not working.
00:16:18.800 --> 00:16:20.389
>> Yes
00:16:20.399 --> 00:16:22.470
working. I couldn't agree more. I mean,
00:16:22.480 --> 00:16:25.189
if anything, the sign on bonus has
00:16:25.199 --> 00:16:27.269
completely killed the incentive for
00:16:27.279 --> 00:16:29.269
retention in healthcare, right? People
00:16:29.279 --> 00:16:32.230
shift from health care system to health
00:16:32.240 --> 00:16:33.749
care system.
00:16:33.759 --> 00:16:36.389
>> And I recently did a talk all about the
00:16:36.399 --> 00:16:38.389
concept of like we got to stop paying
00:16:38.399 --> 00:16:41.030
nurses to leave because the reality is
00:16:41.040 --> 00:16:43.910
this is exactly what it's doing is it's
00:16:43.920 --> 00:16:46.710
>> it's not enforcing people wanting to
00:16:46.720 --> 00:16:49.509
drive teamwork. It's forcing frankly
00:16:49.519 --> 00:16:50.870
turnover because it's saying, "Hey, I'm
00:16:50.880 --> 00:16:53.110
going to chase the next shiny dollar."
00:16:53.120 --> 00:16:56.069
And by the way, starting this year, a
00:16:56.079 --> 00:16:57.509
number of states have started to
00:16:57.519 --> 00:17:00.550
eliminate the ability to do Clubbacks.
00:17:00.560 --> 00:17:02.870
So, the one retention hook that
00:17:02.880 --> 00:17:05.510
hospitals had for doing a sign on bonus
00:17:05.520 --> 00:17:07.829
is now getting taken away from it as
00:17:07.839 --> 00:17:11.110
well. Um, and so, yeah, so we got to
00:17:11.120 --> 00:17:12.630
find an alternative. And that's where we
00:17:12.640 --> 00:17:14.870
come in. and we say, "Okay, let's
00:17:14.880 --> 00:17:16.470
reallocate the dollars you're using to
00:17:16.480 --> 00:17:19.270
sign on bonuses and let's reallocate the
00:17:19.280 --> 00:17:21.350
dollars you're using for all of that
00:17:21.360 --> 00:17:24.230
unnecessary attrition
00:17:24.240 --> 00:17:27.429
via contract labor toward student loan
00:17:27.439 --> 00:17:29.350
repayment." And if we do that, then
00:17:29.360 --> 00:17:32.230
every single penny of yours is tied to
00:17:32.240 --> 00:17:34.549
retention. It's paid on a monthly basis
00:17:34.559 --> 00:17:37.909
only once someone starts employment. And
00:17:37.919 --> 00:17:40.150
not only have you now found more
00:17:40.160 --> 00:17:42.950
clinicians, but we can gify it. Like we
00:17:42.960 --> 00:17:45.110
can literally make them feel more loyal
00:17:45.120 --> 00:17:47.590
to you. And if we do that,
00:17:47.600 --> 00:17:51.190
>> Yes. So, yeah. I mean, look, half of the
00:17:51.200 --> 00:17:53.590
battle is psychology with life.
00:17:53.600 --> 00:17:55.750
>> Um, I always joke with my team. I'm
00:17:55.760 --> 00:17:58.150
like, people have short-term memories.
00:17:58.160 --> 00:18:00.710
So, odds are that if you paid them a
00:18:00.720 --> 00:18:02.630
sign on bonus, they forgot about it real
00:18:02.640 --> 00:18:05.750
fast after. In our model,
00:18:05.760 --> 00:18:08.789
>> we, you know, are helping employers
00:18:08.799 --> 00:18:10.310
design their student loan repayment
00:18:10.320 --> 00:18:12.230
programs. It doesn't have to be 100% of
00:18:12.240 --> 00:18:14.230
the loan someone's taken out. So, we
00:18:14.240 --> 00:18:16.630
first design it based on their needs.
00:18:16.640 --> 00:18:19.110
>> Uh figuring out what units or shifts or
00:18:19.120 --> 00:18:21.909
locations or roles should we offer it to
00:18:21.919 --> 00:18:25.350
>> and then once someone is employed every
00:18:25.360 --> 00:18:26.950
single month, we're sending them a bill
00:18:26.960 --> 00:18:27.990
and we're saying, "This is what you
00:18:28.000 --> 00:18:29.510
would have owed your employer not had
00:18:29.520 --> 00:18:30.390
your back.
00:18:30.400 --> 00:18:31.750
>> It would have taken you 10 years to pay
00:18:31.760 --> 00:18:33.029
this down. Now, it's taking you three
00:18:33.039 --> 00:18:35.669
years." We gify that with thermometers.
00:18:35.679 --> 00:18:37.430
We give them financial wellness tools
00:18:37.440 --> 00:18:39.510
like budget tools that say, "Hint hint,
00:18:39.520 --> 00:18:41.350
you got more in your budget now."
00:18:41.360 --> 00:18:43.990
>> We collect video testimonials. So over
00:18:44.000 --> 00:18:45.669
and over again, you're almost like
00:18:45.679 --> 00:18:47.669
psychologically nudging people toward
00:18:47.679 --> 00:18:50.789
that loyalty.
00:18:50.799 --> 00:18:52.630
>> Do you have any stories of folks that
00:18:52.640 --> 00:18:54.630
have, you know, come in with a certain
00:18:54.640 --> 00:18:57.750
number of certain amount of debt and
00:18:57.760 --> 00:18:59.350
have gone debtree? ones that you're able
00:18:59.360 --> 00:19:01.750
to like publicly share just like
00:19:01.760 --> 00:19:02.630
>> make it
00:19:02.640 --> 00:19:04.950
>> make it concrete for me so that
00:19:04.960 --> 00:19:06.870
>> if it's a nurse or a doctor I just would
00:19:06.880 --> 00:19:07.590
love to
00:19:07.600 --> 00:19:09.029
>> I'd love to hear one
00:19:09.039 --> 00:19:11.350
>> so um yeah many of these stories I
00:19:11.360 --> 00:19:12.870
always tell our team it doesn't matter
00:19:12.880 --> 00:19:16.310
how many individuals we support um you
00:19:16.320 --> 00:19:17.990
know even if there's thousands of
00:19:18.000 --> 00:19:20.630
individuals it's always they're they're
00:19:20.640 --> 00:19:22.950
never a number it's always a person um
00:19:22.960 --> 00:19:24.630
and we collect a lot of these stories so
00:19:24.640 --> 00:19:27.270
I have a a couple that I could share so
00:19:27.280 --> 00:19:28.630
first
00:19:28.640 --> 00:19:30.870
You know there's this individual Matthew
00:19:30.880 --> 00:19:33.510
who was one of the first students that
00:19:33.520 --> 00:19:36.950
we supported and I remember from the
00:19:36.960 --> 00:19:39.510
early days there I had heard stories
00:19:39.520 --> 00:19:42.630
about how he kept delaying school. Um he
00:19:42.640 --> 00:19:45.430
was a optician so uh wanted to become an
00:19:45.440 --> 00:19:46.470
optometrist
00:19:46.480 --> 00:19:49.830
>> but he just could not take the the bet
00:19:49.840 --> 00:19:52.630
there. He was like, "Look, it costs a
00:19:52.640 --> 00:19:55.029
lot. Um, I don't know if I can just jump
00:19:55.039 --> 00:19:58.310
ship, right? Um, and leave a paying job
00:19:58.320 --> 00:20:00.310
to go to school full-time and not earn
00:20:00.320 --> 00:20:01.590
when I have all of these things I need
00:20:01.600 --> 00:20:02.950
to do for my life."
00:20:02.960 --> 00:20:05.190
>> And so, what we ended up doing is
00:20:05.200 --> 00:20:06.870
showing him employers that were willing
00:20:06.880 --> 00:20:10.870
to help repay two years of his education
00:20:10.880 --> 00:20:12.630
over the first few years of him his
00:20:12.640 --> 00:20:15.430
employment. And he, first of all,
00:20:15.440 --> 00:20:16.870
powered through school, highly
00:20:16.880 --> 00:20:18.870
motivated. uh yeah
00:20:18.880 --> 00:20:20.870
>> ended up being able to join private
00:20:20.880 --> 00:20:22.789
practice which was not a career path he
00:20:22.799 --> 00:20:25.590
thought was possible before this
00:20:25.600 --> 00:20:27.190
usually need to be in a better financial
00:20:27.200 --> 00:20:30.230
position to take that um change
00:20:30.240 --> 00:20:32.310
>> he started his career there he was able
00:20:32.320 --> 00:20:34.390
to then grow his family and I remember
00:20:34.400 --> 00:20:36.549
during his video testimonial he had just
00:20:36.559 --> 00:20:40.470
had a young baby girl who um he you know
00:20:40.480 --> 00:20:42.789
kind of shared like I got to start my
00:20:42.799 --> 00:20:45.029
life earlier I got to join my dream
00:20:45.039 --> 00:20:47.110
career and I now have all of this
00:20:47.120 --> 00:20:49.990
financial support. Um, and look, I mean,
00:20:50.000 --> 00:20:51.510
we've got employers all over the
00:20:51.520 --> 00:20:53.430
country, but we have some employers, for
00:20:53.440 --> 00:20:55.029
example, for nurse anesthesia that are
00:20:55.039 --> 00:20:57.510
supporting $180,000
00:20:57.520 --> 00:21:00.230
of student loan support per person. I
00:21:00.240 --> 00:21:01.990
mean, that's totally life-changing,
00:21:02.000 --> 00:21:03.110
right? And so,
00:21:03.120 --> 00:21:04.149
>> yeah. Yeah.
00:21:04.159 --> 00:21:04.870
>> Yeah.
00:21:04.880 --> 00:21:06.870
>> I mean, I think I read a stat somewhere
00:21:06.880 --> 00:21:09.029
was like $130 million in employer
00:21:09.039 --> 00:21:09.909
commitments.
00:21:09.919 --> 00:21:12.149
>> Yes. Yes. How do you how do you how do
00:21:12.159 --> 00:21:15.590
you get a CFO
00:21:15.600 --> 00:21:18.870
u at a major health system to write a
00:21:18.880 --> 00:21:22.310
check before a clinician has even
00:21:22.320 --> 00:21:23.430
graduated like
00:21:23.440 --> 00:21:24.789
>> Yeah. So let me
00:21:24.799 --> 00:21:26.390
>> what's that sales conversation?
00:21:26.400 --> 00:21:28.230
>> Yeah. So let me be very very clear. They
00:21:28.240 --> 00:21:30.310
are not writing the check before the
00:21:30.320 --> 00:21:32.549
individual has graduated. What we're
00:21:32.559 --> 00:21:35.350
doing is we're saying, "Hey, you are
00:21:35.360 --> 00:21:37.350
going to get to get an early commitment
00:21:37.360 --> 00:21:38.950
around hiring this individual while
00:21:38.960 --> 00:21:40.630
they're in school. We're going to help
00:21:40.640 --> 00:21:42.390
them get access to federal student
00:21:42.400 --> 00:21:44.549
loans, private student loans like Sally
00:21:44.559 --> 00:21:47.110
Mayor, Sofi, or by the way, they can't
00:21:47.120 --> 00:21:49.669
get funding for school. We at Clasp have
00:21:49.679 --> 00:21:53.510
raised $75 million of impact capital and
00:21:53.520 --> 00:21:55.350
we can help fund the patient. So, we're
00:21:55.360 --> 00:21:56.870
going to make sure that person graduates
00:21:56.880 --> 00:21:59.590
school and gets through the program, but
00:21:59.600 --> 00:22:00.870
that individual is going to have a
00:22:00.880 --> 00:22:02.710
signed commitment that says once you
00:22:02.720 --> 00:22:04.630
graduate, pass your lensure exams, and
00:22:04.640 --> 00:22:07.029
start employment over the first, call it
00:22:07.039 --> 00:22:09.669
three years of your career, the employer
00:22:09.679 --> 00:22:11.590
is going to pay down portion of your
00:22:11.600 --> 00:22:14.070
student loans. So, from a CFO's
00:22:14.080 --> 00:22:16.470
perspective, they think, wait a second,
00:22:16.480 --> 00:22:19.350
>> I just eliminated my signon bonuses. I
00:22:19.360 --> 00:22:21.830
reduced my locom or traveler or contract
00:22:21.840 --> 00:22:24.710
labor spend. I reduced my overall
00:22:24.720 --> 00:22:27.510
turnover and I'm now paying towards
00:22:27.520 --> 00:22:29.830
student loan repayment, but a portion of
00:22:29.840 --> 00:22:32.549
those dollars are tax advantaged. So,
00:22:32.559 --> 00:22:35.350
you've checked all the boxes of I'm not
00:22:35.360 --> 00:22:37.350
actually spending more dollars. I'm
00:22:37.360 --> 00:22:40.149
saving or repurposing dollars,
00:22:40.159 --> 00:22:42.070
>> but the individual
00:22:42.080 --> 00:22:44.789
>> is getting a lot more than they were
00:22:44.799 --> 00:22:47.510
receiving before. So, it's finally
00:22:47.520 --> 00:22:48.470
funneled
00:22:48.480 --> 00:22:50.390
>> to the individual that matters the most
00:22:50.400 --> 00:22:52.230
for the workforce, which is that stable
00:22:52.240 --> 00:22:53.830
full-time employee.
00:22:53.840 --> 00:22:55.590
>> Well, well, I mean, the hospital is
00:22:55.600 --> 00:22:57.430
actually earning, especially if it's a
00:22:57.440 --> 00:22:59.510
if it's a physician or, you know, a
00:22:59.520 --> 00:23:02.230
mid-level because they're if they're
00:23:02.240 --> 00:23:04.310
billing with RVUs, whatnot. I mean,
00:23:04.320 --> 00:23:06.549
they're so they are they are generating
00:23:06.559 --> 00:23:08.310
>> 100%. I mean, I'll I'll give you an
00:23:08.320 --> 00:23:11.350
example. So, uh, as I mentioned, my, uh,
00:23:11.360 --> 00:23:13.430
my husband's a surgeon, and he recently
00:23:13.440 --> 00:23:15.830
lost, um, you know, a nurse and
00:23:15.840 --> 00:23:18.230
aesthetist that worked with them. And,
00:23:18.240 --> 00:23:19.750
you know, he he told me, he's like,
00:23:19.760 --> 00:23:21.990
"Look, surprise losses are scary because
00:23:22.000 --> 00:23:24.390
if they don't have backup plans in
00:23:24.400 --> 00:23:27.029
place, what happens, right? Surgeries
00:23:27.039 --> 00:23:29.909
get cancelled, patients get delayed, and
00:23:29.919 --> 00:23:32.149
physicians obviously get impacted from a
00:23:32.159 --> 00:23:33.750
productivity perspective. But the most
00:23:33.760 --> 00:23:35.990
important again is the the patient side.
00:23:36.000 --> 00:23:37.270
And that is
00:23:37.280 --> 00:23:39.029
>> just a tough pill to swallow for the
00:23:39.039 --> 00:23:40.710
whole system. And that's exactly how we
00:23:40.720 --> 00:23:42.710
think about it. Like health care is not
00:23:42.720 --> 00:23:44.950
just about nurses or just about doctors.
00:23:44.960 --> 00:23:46.390
It's like you got to have your surge
00:23:46.400 --> 00:23:47.990
techs and your rad techs and your nurse
00:23:48.000 --> 00:23:50.149
anesthetists all in place to make the
00:23:50.159 --> 00:23:52.149
machine run, right?
00:23:52.159 --> 00:23:54.870
>> Yeah. That's brilliant. Who was who was
00:23:54.880 --> 00:23:57.510
the first health system that trusted you
00:23:57.520 --> 00:23:59.990
enough to kind of run through this and
00:24:00.000 --> 00:24:01.669
like what did what did that conversation
00:24:01.679 --> 00:24:05.669
look like? Yeah. So, interestingly, our
00:24:05.679 --> 00:24:08.950
very first partner um even before we
00:24:08.960 --> 00:24:10.470
brought healthcare systems in place was
00:24:10.480 --> 00:24:13.269
Warby Parker and they said, "Hey,
00:24:13.279 --> 00:24:16.310
>> interesting. Got students and you've got
00:24:16.320 --> 00:24:18.470
dollars and we've got jobs and we've got
00:24:18.480 --> 00:24:20.470
a way to repay those dollars. What do
00:24:20.480 --> 00:24:22.390
you think?" So, I met with their seuite
00:24:22.400 --> 00:24:26.149
um and it was so special. This was years
00:24:26.159 --> 00:24:28.789
ago. We ended up seeing the program go
00:24:28.799 --> 00:24:31.110
gang busters. They had 3x the number of
00:24:31.120 --> 00:24:32.870
optometrists apply. Wow.
00:24:32.880 --> 00:24:36.789
>> versus seats they had available. And um
00:24:36.799 --> 00:24:40.310
on top of that we ended up seeing like
00:24:40.320 --> 00:24:42.230
you know many of their large peers
00:24:42.240 --> 00:24:45.350
immediately um you know followed suit
00:24:45.360 --> 00:24:48.149
and we had you know again not only just
00:24:48.159 --> 00:24:49.669
3x the number of optometrists but we
00:24:49.679 --> 00:24:51.430
placed them in 10 different states and
00:24:51.440 --> 00:24:53.269
the program continued to grow year after
00:24:53.279 --> 00:24:55.510
year and we thought in that moment wow
00:24:55.520 --> 00:24:59.029
hold on um this is so interesting in the
00:24:59.039 --> 00:25:02.149
subsector but let's look at the broader
00:25:02.159 --> 00:25:03.990
landscape of healthcare and then we
00:25:04.000 --> 00:25:06.070
started partnering ing with large health
00:25:06.080 --> 00:25:07.830
care systems like the ones I mentioned,
00:25:07.840 --> 00:25:10.070
Boston Children's and Novant and
00:25:10.080 --> 00:25:12.230
Northwestern. And in that moment, we
00:25:12.240 --> 00:25:16.149
realized that this model is such a great
00:25:16.159 --> 00:25:20.310
fit for healthcare generally. Um, and so
00:25:20.320 --> 00:25:22.630
last year, we 4xed the number of
00:25:22.640 --> 00:25:25.190
healthcare employers that we supported
00:25:25.200 --> 00:25:27.350
and then this year we just raised
00:25:27.360 --> 00:25:30.470
funding to step on the gas for that. So
00:25:30.480 --> 00:25:32.149
>> that's
00:25:32.159 --> 00:25:33.669
because you've been at this for a while.
00:25:33.679 --> 00:25:35.029
I think when we spoke you were like
00:25:35.039 --> 00:25:36.789
you've been at it for like eight years.
00:25:36.799 --> 00:25:38.070
>> Yes. Yes.
00:25:38.080 --> 00:25:41.190
>> It's quite a it's quite a run.
00:25:41.200 --> 00:25:43.590
>> Yeah. I mean it is just like one of
00:25:43.600 --> 00:25:47.269
those things where you realize that the
00:25:47.279 --> 00:25:49.430
the fact is most good things in life are
00:25:49.440 --> 00:25:51.750
the long game. This is definitely the
00:25:51.760 --> 00:25:54.230
long game. And I joke that startup years
00:25:54.240 --> 00:25:56.149
are like dog years. Every year feels
00:25:56.159 --> 00:25:59.269
like seven years. But um but I got to
00:25:59.279 --> 00:26:02.390
say this has like been the most special
00:26:02.400 --> 00:26:05.830
uh work to be doing and so I'm you know
00:26:05.840 --> 00:26:08.070
pretty pretty about it.
00:26:08.080 --> 00:26:08.710
>> Yeah.
00:26:08.720 --> 00:26:10.870
>> I I'm tempted. I want to I want to ask
00:26:10.880 --> 00:26:12.230
you something. Maybe you've never been
00:26:12.240 --> 00:26:14.870
asked it before in an interview. Um
00:26:14.880 --> 00:26:17.110
>> surprise me.
00:26:17.120 --> 00:26:19.350
I don't know what like when was the
00:26:19.360 --> 00:26:21.669
hardest week you had building this
00:26:21.679 --> 00:26:23.110
company
00:26:23.120 --> 00:26:26.070
>> because you've been outwardly I mean it
00:26:26.080 --> 00:26:29.750
just seems like one can read headlines
00:26:29.760 --> 00:26:31.350
and press releases like dude every
00:26:31.360 --> 00:26:33.029
everything's great everything's great
00:26:33.039 --> 00:26:35.990
but deep down I mean been around enough
00:26:36.000 --> 00:26:37.669
founders to know that it's not always
00:26:37.679 --> 00:26:40.310
great. I'm just curious what was
00:26:40.320 --> 00:26:43.990
>> what was the hardest week you've had uh
00:26:44.000 --> 00:26:48.390
building this company? Yeah. Um, first
00:26:48.400 --> 00:26:52.149
of all, it's it is a roller coaster
00:26:52.159 --> 00:26:53.669
period full stop, right? So, I think
00:26:53.679 --> 00:26:56.870
there's there's a number of uh moments
00:26:56.880 --> 00:27:00.070
where you look back and you're like,
00:27:00.080 --> 00:27:02.630
wow, we got through that, right? Which
00:27:02.640 --> 00:27:05.590
at the time felt nutty and wild. And I
00:27:05.600 --> 00:27:06.950
always tell my team, I'm like, part of
00:27:06.960 --> 00:27:09.029
the fun of being in a startup is there's
00:27:09.039 --> 00:27:12.470
a lot of ambiguity. Um, and part of the
00:27:12.480 --> 00:27:14.149
challenge of being in a startup, right,
00:27:14.159 --> 00:27:16.549
is that there's a lot of ambiguity. Um,
00:27:16.559 --> 00:27:18.470
but I would say, you know, the reality
00:27:18.480 --> 00:27:20.310
is on the customer side of the house,
00:27:20.320 --> 00:27:23.029
we've been very fortunate, right? We
00:27:23.039 --> 00:27:26.310
have not had partners um, churn. We have
00:27:26.320 --> 00:27:28.149
had a lot of partners, as I mentioned,
00:27:28.159 --> 00:27:29.510
as recently as this week, who have
00:27:29.520 --> 00:27:31.909
expanded their partnerships with us, and
00:27:31.919 --> 00:27:34.230
that gives me a lot of um, you know,
00:27:34.240 --> 00:27:36.630
joy. But I'd say the areas that have
00:27:36.640 --> 00:27:39.190
been most challenging are one just the
00:27:39.200 --> 00:27:43.510
people's side, right? Like you grow so
00:27:43.520 --> 00:27:46.789
close and uh with every single team
00:27:46.799 --> 00:27:48.549
member and I'm very fortunate that our
00:27:48.559 --> 00:27:49.830
executive team
00:27:49.840 --> 00:27:51.510
>> a lot of them have been with me for many
00:27:51.520 --> 00:27:53.190
years, right? My COO has been with me
00:27:53.200 --> 00:27:56.070
for six years, my CTO's been with me for
00:27:56.080 --> 00:27:58.950
um five years, my uh you know our
00:27:58.960 --> 00:28:02.310
operations lead for five years, etc. Um
00:28:02.320 --> 00:28:04.389
but there are chapters in a startup,
00:28:04.399 --> 00:28:06.870
right? Folks who were amazing from 1 to
00:28:06.880 --> 00:28:08.789
10, folks who were great from 10 to 50
00:28:08.799 --> 00:28:12.950
to from 50 to 100. And um there are hard
00:28:12.960 --> 00:28:15.029
weeks. I'm not going to say it's just
00:28:15.039 --> 00:28:18.310
one week. Hard moments where that is
00:28:18.320 --> 00:28:21.110
probably the area where you know that
00:28:21.120 --> 00:28:22.549
you have a lot to do and a lot to build
00:28:22.559 --> 00:28:24.230
toward, but like
00:28:24.240 --> 00:28:25.909
>> there's still just the heartbeat that
00:28:25.919 --> 00:28:27.990
comes with, you know, like who helps you
00:28:28.000 --> 00:28:28.950
get there
00:28:28.960 --> 00:28:31.190
>> versus who you need going forward. And
00:28:31.200 --> 00:28:33.269
those have been some of the toughest
00:28:33.279 --> 00:28:36.230
calls but the most necessary um
00:28:36.240 --> 00:28:40.470
>> parts of the equation hands down. Um for
00:28:40.480 --> 00:28:41.990
sure
00:28:42.000 --> 00:28:45.110
and uh outside of that I would say like
00:28:45.120 --> 00:28:47.590
the rest of it just feels like it is it
00:28:47.600 --> 00:28:49.510
is normal ter you know it's just it is
00:28:49.520 --> 00:28:51.830
like part of part of the motion right
00:28:51.840 --> 00:28:53.990
you roll with the punches you keep going
00:28:54.000 --> 00:28:54.549
but
00:28:54.559 --> 00:28:57.190
>> yeah yeah and what I remember is when we
00:28:57.200 --> 00:28:59.909
first uh connected uh I think we had
00:28:59.919 --> 00:29:01.430
both realized that both of our parents
00:29:01.440 --> 00:29:03.190
are are immigrants
00:29:03.200 --> 00:29:05.990
>> and I would suspect that you know
00:29:06.000 --> 00:29:09.110
education is a is a big part of the
00:29:09.120 --> 00:29:10.389
reason why you're able to kind of build
00:29:10.399 --> 00:29:11.990
they were able to build a life here and
00:29:12.000 --> 00:29:13.350
you I know you've said that kind of
00:29:13.360 --> 00:29:14.789
publicly.
00:29:14.799 --> 00:29:17.669
>> Um but I guess what does it feel like to
00:29:17.679 --> 00:29:18.950
build a company
00:29:18.960 --> 00:29:21.430
>> that's about educational funding while
00:29:21.440 --> 00:29:23.350
also kind of carrying that story? Does
00:29:23.360 --> 00:29:26.549
it feel personal for you every day or
00:29:26.559 --> 00:29:29.350
>> as it has become something else?
00:29:29.360 --> 00:29:33.430
>> Yeah. Um look I you know um from two
00:29:33.440 --> 00:29:36.470
vantage points I'd say like with my uh
00:29:36.480 --> 00:29:38.230
you know broader family with my parents
00:29:38.240 --> 00:29:40.549
etc. It's special because it's always
00:29:40.559 --> 00:29:41.830
been told to me there was nothing more
00:29:41.840 --> 00:29:43.590
important than education. It was the one
00:29:43.600 --> 00:29:46.149
area that my parents um always invested
00:29:46.159 --> 00:29:48.870
in the most with us growing up and you
00:29:48.880 --> 00:29:51.510
know like every car ride was like going
00:29:51.520 --> 00:29:53.669
through Brainiac flashcards and you know
00:29:53.679 --> 00:29:56.070
like asking me random math
00:29:56.080 --> 00:29:57.830
multiplications on the spot and you know
00:29:57.840 --> 00:29:59.590
like I had totally nerdy parents. I'm a
00:29:59.600 --> 00:30:01.909
nerd, too. It is what it is. But, you
00:30:01.919 --> 00:30:02.549
know,
00:30:02.559 --> 00:30:03.990
>> all good.
00:30:04.000 --> 00:30:06.549
>> But, I think, you know, that um was
00:30:06.559 --> 00:30:09.510
always being to me. And I got to see my
00:30:09.520 --> 00:30:11.430
parents who, you know, when they
00:30:11.440 --> 00:30:13.909
immigrated here, both continued to go
00:30:13.919 --> 00:30:15.510
for more advanced degrees while they
00:30:15.520 --> 00:30:19.029
were in the states. And that takes a lot
00:30:19.039 --> 00:30:21.510
because you can't get access to federal
00:30:21.520 --> 00:30:24.789
loans, you know, easily as as a um
00:30:24.799 --> 00:30:26.789
immigrant in the US, right? And so I
00:30:26.799 --> 00:30:30.070
think um you know I I had already heard
00:30:30.080 --> 00:30:31.590
about what they had to give up to get
00:30:31.600 --> 00:30:35.029
there and then coming into a household
00:30:35.039 --> 00:30:37.669
where I have a spouse who every day I
00:30:37.679 --> 00:30:39.830
mean our you know you think about
00:30:39.840 --> 00:30:41.510
largest bills in life and for most
00:30:41.520 --> 00:30:43.110
Americans you know including our
00:30:43.120 --> 00:30:44.470
household those rent and your student
00:30:44.480 --> 00:30:47.029
loan payments right
00:30:47.039 --> 00:30:49.269
>> four figures every single month makes
00:30:49.279 --> 00:30:52.310
you really think about it and um
00:30:52.320 --> 00:30:55.750
>> and so I think that you know uh lens has
00:30:55.760 --> 00:30:58.710
really helped me craft my why every day
00:30:58.720 --> 00:31:01.269
where I'm like, God, there's no sector
00:31:01.279 --> 00:31:05.190
that I think, you know, uh, not only
00:31:05.200 --> 00:31:07.110
needs this more, but that like gives me
00:31:07.120 --> 00:31:09.430
more joy to be a part of and there's no
00:31:09.440 --> 00:31:11.669
problem within the sector that I'm like
00:31:11.679 --> 00:31:13.510
like if not us, then who? I tell my team
00:31:13.520 --> 00:31:15.110
that all the time and I really believe
00:31:15.120 --> 00:31:16.710
it. Right. So,
00:31:16.720 --> 00:31:18.549
>> yeah.
00:31:18.559 --> 00:31:21.029
>> What what I just sort of realized is I
00:31:21.039 --> 00:31:22.230
don't even I don't even want to call it
00:31:22.240 --> 00:31:24.149
infrastructure. It's not. It's more like
00:31:24.159 --> 00:31:26.070
this is an ecosystem. It's a living
00:31:26.080 --> 00:31:28.149
breathing thing that you're building for
00:31:28.159 --> 00:31:31.350
a generation of clinicians. So, and my
00:31:31.360 --> 00:31:32.950
hope is that many of them will will hear
00:31:32.960 --> 00:31:35.590
this conversation. What do you what do
00:31:35.600 --> 00:31:37.990
you want to say to them directly? Um,
00:31:38.000 --> 00:31:39.909
you know, to the to the 23-year-old
00:31:39.919 --> 00:31:41.750
nurse who's, you know, sitting in his or
00:31:41.760 --> 00:31:43.269
her apartment
00:31:43.279 --> 00:31:45.590
>> with, you know, 90 90 grand.
00:31:45.600 --> 00:31:45.990
>> Yeah.
00:31:46.000 --> 00:31:47.909
>> In debt and has got a shift at, you
00:31:47.919 --> 00:31:49.590
know, 6:00 in the morning.
00:31:49.600 --> 00:31:51.909
>> Yeah. Um,
00:31:51.919 --> 00:31:55.110
you know, so much of what Clasp has been
00:31:55.120 --> 00:31:57.669
built around is helping individuals feel
00:31:57.679 --> 00:31:59.750
more seen. I think that healthcare has
00:31:59.760 --> 00:32:01.909
become more transactional
00:32:01.919 --> 00:32:04.549
>> because of the urgency with every hire.
00:32:04.559 --> 00:32:05.990
That's why the main tools are things
00:32:06.000 --> 00:32:08.149
like sign on bonuses. It doesn't show
00:32:08.159 --> 00:32:10.230
>> care or long-term investment. It's, hey,
00:32:10.240 --> 00:32:12.310
I really need talent today.
00:32:12.320 --> 00:32:15.110
>> And when I think about Clasp, it's like
00:32:15.120 --> 00:32:17.350
Clasp is in your corner. And when I say
00:32:17.360 --> 00:32:20.310
that, what it means is it's hard to go
00:32:20.320 --> 00:32:21.990
out to bat for yourself and be like,
00:32:22.000 --> 00:32:24.470
"Hey, I want to get up really early. I
00:32:24.480 --> 00:32:26.389
want to be able to work this long shift.
00:32:26.399 --> 00:32:28.070
I want to serve my patients, right? But
00:32:28.080 --> 00:32:29.669
I don't want to come home stressed and
00:32:29.679 --> 00:32:31.750
have to, you know, count every penny for
00:32:31.760 --> 00:32:33.909
the next big bill that I have to pay."
00:32:33.919 --> 00:32:35.190
And so
00:32:35.200 --> 00:32:38.789
>> if we can use our platform to go and
00:32:38.799 --> 00:32:41.509
look at all the wasted dollars that are
00:32:41.519 --> 00:32:43.350
being thrown into the wrong directions
00:32:43.360 --> 00:32:44.950
in the wrong places and the wrong
00:32:44.960 --> 00:32:46.230
pockets
00:32:46.240 --> 00:32:50.230
>> and reallocate that to the right place
00:32:50.240 --> 00:32:51.110
>> which is
00:32:51.120 --> 00:32:53.669
>> to the actual clinician who is helping
00:32:53.679 --> 00:32:56.630
that patient on a day-to-day basis who
00:32:56.640 --> 00:32:59.830
is our long-term workforce. That's real
00:32:59.840 --> 00:33:00.950
impact
00:33:00.960 --> 00:33:04.549
>> and I just want you know um any
00:33:04.559 --> 00:33:08.389
clinician to know that yeah it's a tough
00:33:08.399 --> 00:33:10.549
it is a really tough job. I have so much
00:33:10.559 --> 00:33:14.789
respect um for it and while you know I'm
00:33:14.799 --> 00:33:16.950
I can't practice the ways that we can
00:33:16.960 --> 00:33:19.110
help her saying what else can we take
00:33:19.120 --> 00:33:21.190
off your plate while you keep your plate
00:33:21.200 --> 00:33:24.070
pretty full right
00:33:24.080 --> 00:33:26.950
>> before I forget where can people go to
00:33:26.960 --> 00:33:29.350
follow your journey your team's journey
00:33:29.360 --> 00:33:31.750
um give us like a commercial so that we
00:33:31.760 --> 00:33:33.830
can you know help this out
00:33:33.840 --> 00:33:37.590
>> yeah absolutely u so please please come
00:33:37.600 --> 00:33:40.950
check out clasp cla asp.com.
00:33:40.960 --> 00:33:43.669
Uh go to our website, take a peek around
00:33:43.679 --> 00:33:45.750
if you're a health care system or
00:33:45.760 --> 00:33:49.029
healthcare employer um or a a student or
00:33:49.039 --> 00:33:51.190
even a a current practicing clinician
00:33:51.200 --> 00:33:53.110
who's like, I need some support with my
00:33:53.120 --> 00:33:55.830
student loans. Um and if you have any
00:33:55.840 --> 00:33:58.389
questions for me directly, you can send
00:33:58.399 --> 00:34:03.430
me an email. It's just test tsclasp.com.
00:34:03.440 --> 00:34:04.870
But I would love to hear from you. Love
00:34:04.880 --> 00:34:06.710
to hear what else we're missing or
00:34:06.720 --> 00:34:09.190
should be thinking about. and um and we
00:34:09.200 --> 00:34:11.430
can go from there.
00:34:11.440 --> 00:34:14.310
>> You've been great, Tess. Um I think that
00:34:14.320 --> 00:34:16.470
uh not I think no, I know you are like
00:34:16.480 --> 00:34:18.310
wise beyond your years. I just feel like
00:34:18.320 --> 00:34:20.470
you're like an old soul. Uh and I say
00:34:20.480 --> 00:34:22.310
that in like the nicest kindest possible
00:34:22.320 --> 00:34:24.790
way. So, just thank you for sharing a
00:34:24.800 --> 00:34:26.629
bit of your journey and obviously you're
00:34:26.639 --> 00:34:28.950
you're in a a newer chapter and there's
00:34:28.960 --> 00:34:31.030
going to be other chapters and my hope
00:34:31.040 --> 00:34:32.790
is that you continue to grow and and
00:34:32.800 --> 00:34:34.550
drive impact and
00:34:34.560 --> 00:34:36.710
>> continue to just sharing your why with
00:34:36.720 --> 00:34:38.310
your team as they continue to grow. So,
00:34:38.320 --> 00:34:39.669
that's that's incredible. And for those
00:34:39.679 --> 00:34:41.669
of you if you've been listening to this
00:34:41.679 --> 00:34:43.829
and you found it to be particularly
00:34:43.839 --> 00:34:46.310
enlightening, entertaining, my
00:34:46.320 --> 00:34:48.310
encouragement to you is is would you
00:34:48.320 --> 00:34:50.389
mind sharing it? would you mind sharing
00:34:50.399 --> 00:34:53.030
it with someone or commenting on it,
00:34:53.040 --> 00:34:54.790
letting us know what resonated with you?
00:34:54.800 --> 00:34:56.470
That's always uh helpful. That gives us
00:34:56.480 --> 00:34:57.829
a little bit of a signal. So, just
00:34:57.839 --> 00:35:00.230
remember this is this is not just a
00:35:00.240 --> 00:35:02.310
content machine. This isn't a community.
00:35:02.320 --> 00:35:04.230
It's a living breathing thing. So, if
00:35:04.240 --> 00:35:05.589
there is a topic that you would like for
00:35:05.599 --> 00:35:07.670
us to explore or maybe there's a leader
00:35:07.680 --> 00:35:09.190
that you want to have come on to the
00:35:09.200 --> 00:35:11.109
show, yeah, drop us a note. We do read
00:35:11.119 --> 00:35:13.510
them. So, thank you for listening, Tess.
00:35:13.520 --> 00:35:15.270
So good to see you again. Keep building
00:35:15.280 --> 00:35:17.270
with purpose and we will see you next
00:35:17.280 --> 00:35:19.510
time on the Advancing Healthcare
00:35:19.520 --> 00:35:22.720
Innovation Show.