Just the facts

Ready to save money, reduce staff turnover, improve patient satisfaction, deepen employee engagement, increase quality of care, lower hospital readmissions, and avoid medical incidents? Take the first step today.

Arena partners

Client organizations

Adventist HealthCare, LifeBridge Health, Loma Linda UMC, and MultiCare all trust their hiring to Arena.

Turnover reduction

Reduction in turnover

We’ve successfully reduced employee turnover by a median of 38% across every job category.

Success rate

Success rate

Every one of Arena’s hundreds of clients have seen an improvement in employee turnover.

Our Guarantee

We know that health care providers are increasingly bearing the financial risk for the care they provide, guaranteeing a high-value, high-quality product. At Arena, we're willing to do the same. If our initial implementation doesn't provide meaningful reductions in turnover, we'll bear the cost at no risk to the client.

Arena guarantee

Building momentum

Since beginning to scale in 2015, Arena has rapidly expanded across the country into over 400 health care facilities, ranging from acute care hospitals to long-term care facilities and academic medical centers.

Arena annually processes millions of job applications, with clients including Mount Sinai Health System, Sunrise Senior Living, Adventist HealthCare, MultiCare, and Loma Linda University Medical Center.

Results you can bank on

Arena generates significant savings in acute-care and long-term care organizations alike.

Acute care

Acute-care Hospital

While an acute care hospital with approximately 2,500 employees was operating with below average employee turnover, the leadership team wanted to improve hire quality and reduce turnover further. They piloted Arena for 175 Patient Care Associates (PCAs) to measure its impact.

Before Arena was implemented, 60-day turnover was 22% and afterward it dropped to 11%. The reduction was statistically significant against both a control group and historic data.

During the pilot, Arena generated cash savings of over $100,000 per year from PCAs alone.

Read the Case Study

Long-term care

Long-term Care

A long term care facility and associated geriatric hospital with approximately 1,000 employees was seeing an increase in demand and expanding their facilities. They piloted Arena for 136 Geriatric Nursing Assistants (GNAs) to improve hire quality and reduce turnover.

Before implementing Arena, 90-day turnover was 23% and afterward it dropped to 12%. The reduction in turnover was statistically significant both against both a control group and historic data.

During the pilot, Arena generated cash savings of over $80,000 per year from GNAs alone.

Read the Case Study

“What appealed to me is that Arena aggregates our own data with other data in their database. I love the concept, even though I don’t understand all the math.”

Carlyle Walton
CEO of Metroplex Health

Breaking down the cost

Nurse cost

The Advisory Board estimates the cost of non-physician employee replacement at 1.5 times salary ($90K). Our clients are typically more conservative and calculate marginal cash savings in these components:

  1. Additional overtime or premium labor during recruiting, onboarding, and training

  2. Agency and advertising costs for recruiting new hire

  3. Cost of onboarding program for new employee

  4. Payroll costs for new employee during training

Hospitals and healthcare institutions face high turnover among their employee populations. Moreover, the responsibility for a solution to this problem often rests with Human Resources while the impact of the problem is felt across the organization.

Using even the most conservative method of calculating turnover costs, Arena’s costs are typically approximately 10% of the easily measurable cash savings generated by reducing turnover, which makes the ROI a no-brainer.

Compliance

Whenever Arena’s deployments have been validated for EEOC and OFCCP purposes, Arena’s clients have never failed the four-fifths threshold for any protected class (though of course if Arena ever were to fail this threshold it would by definition meet the second threshold).

This fact is important for more than compliance—it is proof that Arena is removing bias from the hiring process. As a result, Arena enables you to create a higher performing organizations with lower employee turnover and more diverse workforces.

Get started now

Ready to save money, reduce staff turnover, improve patient satisfaction, deepen employee engagement, increase quality of care, lower hospital readmissions, and avoid medical incidents?