Seattle-based Pivot Health launched out of beta today with the mission of using technology to help healthcare providers find jobs — and to help healthcare organizations find qualified clinicians.

“On average it takes more than four months for a clinician to change jobs or for a hospital to find talent — and that is the longest time to fill for pretty much any industry,” founder Simon Frey told MobiHealthNews. “Those inefficiencies are costing healthcare organizations in terms of the quality of care they’re able to deliver as well as impacting reimbursements and increasing the administrative costs of hiring.”

Pivot Health is working to address that problem with a digital platform. Job-seekers can use the platform for free to find opportunities and apply for multiple positions with a single application. They also get free access to career advancement tools like salary negotiation tips and data, a resumé analyzer, and talent coaching.

Hospitals and other care providers looking to fill vacancies are the ones who pay for the service, but they take just a 15 percent placement fee, compared to a 35 to 40 percent fee from incumbent healthcare recruiters. Automation lets Pivot undercut market rates.

“[We’re] leveraging technology to facilitate that initial introduction or talent sourcing, as well as the screening process,” Frey said. “Typical staffing forces hire big teams to do screenings manually. We’re able to digitize the entire flow and keep the team as talent coaches to bring value add — providing feedback on a resume, instead of coordinating getting nurse A to point B.”

For this initial launch, the company s focusing on the West Coast geographically and on registered nurses, nurse practitioners, and physician assistants. But eventually they plan to expand to cover the whole country and to help doctors and other caregivers as well.

Pivot Health is also looking for ways to continue innovating the product. Two aspects Frey sees as key are the use of big data and the user experience for job seekers.

“In the past talent acquisition has been seen as such a soft thing and intuition-based approach. We think that data can play a big role in improving hiring outcomes and some of the associated things you would put alongside that like attrition, tenure, or performance. The other factor that excites us is creating a much better job seeking experience. … The current candidate level experience is really poor. If I’m applying for a job, I’m filling out lots of duplicated applications. I’m probably still using a fax machine for some of those. It’s just created this really negative experience and we’re passionate about transforming that.”

Finally Pivot is looking for ways to improve diversity hiring in the medical field through its platform.

“It’s a systematic problem and it’s hard to address, but we are doing things like partnering with affinity groups like the Hispanic Nursing Association to give their members exclusive access to benefits we provide to help them advance their careers,” Frey said. “And we’re looking to address pay gap issues which are also very pronounced in healthcare, both by ethnicity and by gender.”