Transcript
Samantha Bouchard (00:00) 515, they called our names. They.
Brendan Cherry (00:04) Can’t the flight can leave without you. It’s happened to me before even?
Samantha Bouchard (00:09) If, like it’s leaving before the scheduled time? Yeah.
Brendan Cherry (00:18) Yeah, I think so. I don’t know. Actually, that’s a good question because.
Samantha Bouchard (00:23) like boarding wasn’t until five 30 and they called our name as like last call at 515.
Brendan Cherry (00:29) Well, I’m glad you made it. Yeah. Hey, Aubrey. Good morning. Is that Aubrey?
Aubry Baird (00:42) Hello… I was trying to join on my phone, and then now I have two people in the call that are me. Hey guys. Can you guys, are you able to let Megan gurchanan? She’s my VP of HR and she does like payer, credentialing and onboarding and stuff. I think she was trying to join too. Yeah.
Brendan Cherry (01:04) You know, I’m sorry, we had a little last minute switch up. So I just sent a new zoom meeting. Did she get the link the other one got cancelled?
Aubry Baird (01:12) Okay. No. Let me send it to her now. That’s probably what happened and.
Brendan Cherry (01:19) I actually, I was gonna ask, how do you say your last name? Gurchan? And.
Aubry Baird (01:23) gurchan, I think I.
Brendan Cherry (01:25) think, yeah, it’s a unique spelling it.
Aubry Baird (01:29) Is fair. Yeah, I know. I’ve when I first met her, something is missing. I’m.
Brendan Cherry (01:33) sure. She gets it all the time. I.
Aubry Baird (01:35) Know. I wish it was Friday, but it’s not okay. I just messaged her that there’s a new link. So I know I got to talk. Sorry, I’m so used to like teams when we use zooms, it like it always catches me off guard. Like you can’t like join by clicking on the button. You have to like go to your internet and open a browser. So we’re we’ve been so totally.
Brendan Cherry (02:02) Outlook for.
Aubry Baird (02:03) So long now, I.
Brendan Cherry (02:05) I have the same trouble when I get a team’s invite, they don’t make it easy for people switching. They’re trying to get everyone on the same one.
Aubry Baird (02:12) No worries. Okay. And Megan just joined too, so excellent.
Brendan Cherry (02:16) Well, Megan and Aubrey, very nice to meet you both nice.
Aubry Baird (02:21) To meet you. Good morning. Nice to meet you. And,
Brendan Cherry (02:24) now, where are you guys both based? We’re.
Aubry Baird (02:28) both in different places. Megan’s in a different state. I’m in a different state. So, I’m in Pensacola. Florida. We’re going, I am in western North Carolina.
Brendan Cherry (02:38) Western North Carolina. Excellent. Yeah, I was just in Charlotte for a medical conference and I am based in Miami. So it’s been, I’ve been bouncing around this week from Charlotte. We had a big team off site in Austin and I think we all just got back last night or this morning. So, Brandon.
Aubry Baird (02:55) It.
Brendan Cherry (02:57) was called, the, I think the name of, the hosting organization was mgma. It was like operations conference. Our booth, actually, we stocked like the largest pizza anyone’s ever seen. So even if people didn’t want it, they wanted to come by and get a picture. So we stayed pretty active.
Aubry Baird (03:15) Okay. You gotta like drop a picture of it in the chat or something so we can see, yeah.
Brendan Cherry (03:20) I’ll send it as a follow. I couldn’t get it through the revolving door, but I’ll put it in a note to you guys when I send an email after we meet. So in any event, like I say, it’s great to meet both of you. My name is Brendan cherry. I’m based in Miami, and I’ve been with medallion for, you know, about six months or so and previously spent some time in generative AI, and I’ll allow my colleagues to introduce themselves as well. It’d be great to hear a little bit about, you know, your backgrounds also well.
Kirsten Neville (03:48) Aubry and I met, we had a nice conversation last week. I work in business development. So I kind of help her understand like a bigger or kind of the bigger picture, of what her needs are, and we discussed going a little bit deeper today. So, nice to see you again. Aubry. Nice.
Aubry Baird (04:05) To see you too.
Samantha Bouchard (04:06) Yeah. Hi, and I’m Sam, we,
Aubry Baird (04:08) used AI to set up our call, Kirsten, I think we did, yes.
Brendan Cherry (04:12) Exactly.
Kirsten Neville (04:14) Awesome.
Samantha Bouchard (04:15) I’m Sam Bouchard. I’m south of Boston, Massachusetts, and I’m a solution consultant here at medallion. So really Brendan’s technical and product counterpart. So really just here to learn more about you all. And, you know, see where I can contribute to the conversation. It’s nice to meet everybody.
Aubry Baird (04:35) To meet you. So, I’m Aubry, I’m the VP of the behavioral health practice through our management company spectrum medical partners. So I’ll let Megan talk a little bit more about spectrum. She gets to support everything under the spectrum umbrella. So that’s 400 plus providers for behavioral health. We probably have close to 200 providers, whether that’s an LPN, ma, psychiatrist, psychologist, therapist, nurse practitioner, medical assistant. We have a team that does psychiatry psychology, and then behavioral health integration, and about 180 nursing homes in the state of Florida. We have in our roadmap to go out of state. We started six and a half years ago with five providers, 15 nursing homes, and we’ve just exploded over the past couple years. So, I was telling Kirsten that we’ve just outgrown all of our facility credentialing payer, credentialing, excel spreadsheets, and staying up on accreditations and getting backup supports. And it’s just become overwhelming to do a lot of the medical stuff. So excited to kind of see how your software works and how it can maybe help us.
Meghan Grchan (05:53) Yeah. I would say Aubry covered quite a bit of it. Her division is one of the more complex and dynamic here at spectrum. So, I’m Megan gurchin, vice president of administration and integration for spectrum which is the platform company for Aubry’s division, and several others. So as she mentioned, you know, I would say all in, we probably have close to 500 providers.
Aubry Baird (06:19) And.
Meghan Grchan (06:19) that’s physicians and nurse practitioners. So Aubry’s even further right where she’s got lpns and mas and all of those that have facility credentialing needs. So with the growth she’s talked about and we’re private equity owned. And I think that’s important to talk about because that is why we really haven’t looked at a solution outside of ourselves for a while, but we have seen such growth that, we just, you know, we’re at that place. We don’t have a choice anymore. Being as big as we are as a platform. We really need a smarter solution than excels till we all lose our minds. So right now there’s modio for document housing. And modio does have some features in it where we can, where we track, you know, that’s where we do our payer enrollment tracking and we can pull reports off of that, but it’s pretty, I guess, I would classify modio as two dimensional. I don’t know that’s just what sort of strikes me with modio. And so even with that, there is facility credentialing tracking in there, but not overly dynamic, just that two dimensional feel where, you know, you really have to feed it. And so at some point what’s the difference between that and excel sheet, right?
Brendan Cherry (07:31) Yeah. So.
Meghan Grchan (07:32) We are really looking to see what that, you know, what’s out there and what would be a great solution for, you know, spectrum as a whole, whether that’s payer and facility credentialing facility specific. You know, we’re just open to all kinds of things to see what makes the most sense to gain us some real efficiency. So I’m excited to be invited today. Thank you all.
Brendan Cherry (07:55) Right. Well, excellent. Like I say, thank you both for joining and definitely appreciate the background. And just so I understand correctly, so Megan, you’re with spectrum which is the entity that works with if I understand correctly, Aubry’s and you know, multiple others. Yeah. And it seems like if I understood correctly from Kirsten’s notes and forgive me, I’m just kind of coming into this last minute. So didn’t have a chance to review everything, but it sounded if I understood correctly, there’s maybe a particular time crunch on some of the facility enrollments piece. Is that correct? Or there was maybe a deadline that you were looking?
Meghan Grchan (08:29) Towards from like a?
Aubry Baird (08:30) Hiring and staffing model. I think with the other entities, they’re bringing on a lot of doctors. So they do acute medicine, they do specialty medicine, and then they do like post acute. So a lot of times they’re Megan y’all, are working more with like a 30 to 60 even 90 day time frame with onboarding and credentialing based on the.
Meghan Grchan (08:51) Need in the acute space. Aubry, that’s right? I mean, the hospitals do take longer, but I’ll be honest, our division, our company as a whole. So spectrum, yes, parent company platform and we have about 13 different brands under it. Aubry’s brand or entity is psych health associates, or we’ll call it pha quite a bit. So… yeah. So with that, you know, there’s just multiple layers of things. And in the acute side of it, the hospital side really is eclipsing in our business. I guess I would say where we are focused more on post acute. So right now, in the way Aubry and I are speaking, she has her own team doing her facility credentialing. And then I have a team under me on the spectrum side that does a lot of the other entities, most of the other entities. If it’s been in the hospital side in the past, it typically takes about 90 days because of those hospital processes. So that onboarding ramp is a lot longer in the post acute space where my team has moved into and Aubry’s team is used to. Those are a lot quicker turnaround times. They just don’t have all of the, you know, mec committees and processes that the hospitals do, right? Sure. So any little hang ups on that facility credentialing or even payr enrollment side can really delay Aubry’s ability to get them in the door. Whereas with the hospitals, you just, you inherently have that longer timeline. So it’s less important. So I think that’s I think that’s probably the timeline the crunch that we’re talking about, right? Aubry is how can we minimize that onboarding time, lost productivity, every?
Aubry Baird (10:33) Day, I have a nurse practitioner provider that started that is not credentialed and approved in a facility. I think our group does a really good job with medicare and getting that approved. I think we work the managed as best we can. There’s certain things that you have to have in place first before you can get those managed approved. You know, a lot of times I’m bringing on brand new psych and P’S so sometimes there’s a delay in their Dea. I’m not necessarily going to not bring them on because I can get them credentialed with medicare, but it’s going to hold me up in carillon and lucet and maybe some of, the medicaid managed care plans. You know, for me, we recently started behavioral health integration and, you know, it’s a lot of lpns that are doing the phq nines, the bims that gets billed under the nurse practitioner. So I’m just getting, I mean, some of it’s not our process that’s delaying it’s working with the nursing homes and getting somebody in there to review the application to add them into point click care, approve them. But as we’ve grown, you know, my team just cannot keep up with organizing everything, you know, Megan, and my team has to really have good communication and workflow and transparency because I may have to delay somebody’s start date based on facility credentialing approval, even payer credentialing approval, right? Like I don’t want to take a huge loss. So it is, it’s lost revenue and lost productivity. If if we don’t speed it up and have it more consistent, I think. Yeah.
Brendan Cherry (12:09) Sure. I, that’s very helpful. I mean, you know, to give you guys a little bit of background on medallion typically how we work with customers, there’s you know, a lot of, there’s a variety of different like sequencing we can encounter when, we talk to folks depending on, you know, the payers they work with and what their processes require. And, you know, to your point, you can have a great process but there’s you know, another partner that’s sort of out of your control, whether it’s the facilities you’re credentialing or the payers you’re enrolling with. And, you know, despite all the things you may do incredibly well, there’s what’s happening on the other side and, you know, how can you optimize to, you know, how can you optimize for what they’re looking for to help get through these processes quickly? And so, one of the things we like to do is like, you know, really understand the sequencing and you know, like I say, to give you a little background on medallion, there’s a couple core things that we do well, we’re sort of the provider and facility data management platform. Part of how we work with customers is understanding and, you know, informing how we can quickly get all the data needed to then take action via our AI integrations which can include everything from building, doing primary source verifications, doing ncqa or tjc credentialing, then doing various, you know, payer enrollments, understanding what that landscape looks like, using AI and integrations do the same for facilities. And so, you know, with that being said, I’d love to maybe get some understanding and, you know, Samantha feel free to jump in if you have some deeper questions as well. But, you know, Aubry, can you kind of like walk us through what the process looks like today when a new behavioral health provider is onboarded and, or coming onboard, and the steps you take to make sure they’re you know, productive as soon as possible.
Aubry Baird (13:49) Yeah. So generally, I have a 30 day turnaround time. Once I know a new facility wants to work with us, they issue a 30 day termination. So for me, it’s like gas on in 30 days. I have to get everything done. And sometimes that’s with, I have to add new staff, right? Move existing staff. But typically for I’ll just I’ll talk you through a new facility. And then new provider would be a little bit different, right? Because it’s just a different scenario. So new facility, you know, we get the offer, not the offer, we get the baa. We have to get the facility application packet. Sometimes that can be 20. Sometimes they can be 40 pages. We serve a couple really big corporate groups that even though they’re under the same management platform, they all have different credentialing packets. So, one of the things that becomes tedious is searching out, what’s the latest application packet or credentialing packet for the facility. So even, some way to store that instead of just on a T drive, keeping up with that. Typically, if we’re doing psychiatry only, I’m, credentialing four to five providers in a nursing home. If I’m doing psychiatry, psychology, I’m getting probably eight providers credentialed in a facility. If I’m doing bhi, I could be getting 10 people credentialed in a facility. So that’s 400 plus pages that somebody has to fill out for an application if it’s 40 pages times 10 providers. So, the one thing I liked that Kirsten showed me it’s Kirsten. Right? Sorry. Yeah. Okay, good. Is that you guys have AI based on the fields that you indicate that will pull that into the packet. So, you know, instead of somebody spending 20 minutes to fill a packet, looking at modio on one screen, having the PDF on the other document, copying and pasting over date of birth, diploma date. We fill out the applications for the providers. There’s no way the provider is going to do it just in the timeframe that we need. Then there’s those kind of mission critical documents that the facilities require specific to each position. So, you know, what an LPN needs is going to be different than what a therapist needs. What a nurse practitioner needs is going to be different than an MD. So I cannot get an approval or even a facility to accept my application until I’ve sent all of those documents with the application. So, you know, what I’ll say too is we can find out that well somebody didn’t renew it. We don’t have this hardly ever, but let’s just say somebody didn’t renew their als because it expired. Now. I have to go back to that provider and say, hey, I need you to schedule your als or your BLS training. So there’s just those little hiccups that can happen that could affect things like that’s. Not a major event, right? But I think with that data storehouse thing, I think modio does that Megan and I think like the HR team is communicating manually to the provider when those things are expiring or coming up. So, I think we do a good job at that, however, I don’t know sometimes because my company is older. Sometimes some of our stuff is on a T drive but hasn’t gotten into the storehouse system or whatever. And then, I mean, that facility has to process like 10 applications. Once we’ve done the application submitted, the documents needed. And then it’s kind of back and forth somebody weekly, sending an email to that facility staff, asking them for an update. We kind of escalate about like a week before we start that facility. And we may have to say we can’t start unless you approve us. And so that’s probably the most frustrating part is waiting for the facility to approve us.
Meghan Grchan (17:38) It is and like it’s like Aubrey, I didn’t mean to interrupt you, but if we could cut out some of that manual chaos in the beginning of where, you know, and… Aubrey’s process for her team is very similar to mine and not even worth reviewing where there might be variations. So overall.
Aubry Baird (17:58) That’s it. But.
Meghan Grchan (18:00) It is, it’s all that manual at the beginning, like pulling the stuff from here, putting it over there, filling out those applications that’s where we feel like we could obviously gain some real efficiency, we’re not going to be able to control how fast those facilities move, but how fast can we get that stuff to the facility?
Samantha Bouchard (18:17) Yeah. And Megan, and Audrey.
Meghan Grchan (18:20) Samantha is.
Aubry Baird (18:21) Like y’all had like the npdb query and Megan, like they click a button and it runs. So, right now, I have to ask my provider, hey, we need the npdb do it, which is.
Samantha Bouchard (18:34) Like the self query, I just want to clarify one thing because I think as you all know, this term like credentialing is thrown around and it means like something different to every single person. So I just want to make sure I’m clear on when you’re talking about the facility credentialing to me, it’s sounding like a partner application, where then to get privileges is that?
Meghan Grchan (18:55) Privileges?
Samantha Bouchard (18:55) Okay. So it’s the it’s okay? So for each of your partners, they each have individual requirements, partner applications, you’re doing that. And then they’re doing the joint commission credentialing on the other side, running all of those primary source verifications and then granting those privileges at those sites.
Meghan Grchan (19:17) Correct. Okay. That is correct. And I think the challenge is we are in hundreds of facilities. So we’re all over the state of Florida. We continue to grow at such a rapid pace. So, you know, three years ago, it was so easy. Yeah, it’s just like overnight, we’re like my, gosh, it’s hundreds and most of them are snfs or alfs, where we’re getting our providers privileges to be able to go into those facilities and see patients. Okay?
Aubry Baird (19:46) And then you have facilities that want to do a jco accreditation yearly or biannually, yeah, the.
Samantha Bouchard (19:52) Reappointments. Yes. Yep. Okay. Perfect. So that clarifies that for me and one other question. So sometimes for similar clients that we work with that are they might do what they kind of call like a pre app. So they’ll run some of their own primary source verifications at hire just to make sure they’ll kind of like pass on the other side when it goes to tjc. Do you all run any of those like pre app, kind of checks on your providers at hire? We.
Meghan Grchan (20:22) Do a level two aca check, right? Oig, is run within modio, some of that kind of stuff. Okay?
Aubry Baird (20:32) Okay. Cool. We never had a couple with like a DUI or a murder charge that almost started. And then we were like we got the medicaid, medicare denial of payment because, and then we were like, whoa, but at that point, we’re like three weeks in, right? And so, and a lot of times we work through that because they had it cleared or whatever. There’s a whole legal side to stuff, right? We won’t get there. Okay?
Meghan Grchan (20:58) And Samantha, I would, to be clear because that’s two different work streams, right? So like the HR team, which is underneath me but separate of my credentialing team, but we’ve got them working together for obvious reasons. HR is the one doing background checks and that kind of thing. So, Aubrey’s team has already started on the facility stuff right away. Yeah. So while we’re doing it, it’s probably not in the best order. We’re certainly not waiting just because she’s shared that time crunch. We just want to get it out there. So it is like she mentioned we’ve had one this week. We’ve been working on it. And all of a sudden we’re like.
Brendan Cherry (21:32) Not the murder, right? Yeah.
Meghan Grchan (21:34) Honestly?
Aubry Baird (21:36) I only had one stand your ground person.
Brendan Cherry (21:39) Okay. I was wondering if that had come up, but yeah, I guess you never know.
Meghan Grchan (21:45) It’s behavioral health.
Samantha Bouchard (21:49) And then where does the payor enrollment piece come in to this whole? I know you said Audrey, your team’s… really effective when it comes to the medicare and the medicaid team.
Aubry Baird (22:01) Megan is like payor enrollment, thank you, Megan. Yeah.
Meghan Grchan (22:07) So my team does that. She’s actually a one woman show right now doing this for 500 providers. So that piece of it, the facility privileging. I do have someone on my team that does that for certain of our entity brands, but not all of them, right? So that’s where Aubry’s is kind of on her own. We’re looking to consolidate that. At some point, perhaps we couldn’t do it without a software solution though. So anyways, payor credentialing is also kicking off with HR with the signed contract when that comes in and they’ve submitted their onboarding documents and all of their licensing and things and modio, our payor credentialer is going into modio, taking that and starting immediately to enroll in medicare medicaid. And then some of the ancillaries, so she’s working on that at the same time. HR is working on onboarding and the facility privilege team is getting that stuff set up and are all these providers?
Samantha Bouchard (23:04) Oh, sorry. I was just going to say from a tin structure perspective, Megan, like, do you have like, is it just a few tins for spectrum? Like how many tins and like how are you kind of structured as a group overall?
Meghan Grchan (23:19) Good question. We have at least one tin under every entity here. So I would say, you know.
Meghan Grchan (23:29) Awesome.
Samantha Bouchard (23:29) Well, this has all been super helpful. What about your turnaround times? Megan? Do you have an insight into how long, like on average your payer turnaround times are taking?
Meghan Grchan (23:40) I don’t have specific numbers on that, but I will tell you we are rarely waiting on that.
Meghan Grchan (23:47) Connie is, who does that and she’s starting that stuff within a week of a signed contract. And then we’re having that, you know, it’s effective the day she’s requested it. So, you know, we’re meeting Aubry’s needs with that 30 day start. So from contract being signed to their coming in 30 days later, while we might not have some of the ancillaries done because they require medicare medicaid first, right? The bulk, the bulk of it is done.
Samantha Bouchard (24:12) Yeah.
Meghan Grchan (24:13) Yeah one.
Aubry Baird (24:15) Thing I saw and I don’t understand this process as much, but I think Kirsten, you showed it briefly is we ask the provider for their chqh information and then we’re updating it. I think in your system, it does it for you or for the provider. So that’s like a time to me, Megan, that’s like a time thing, right? That’s so important.
Meghan Grchan (24:37) Yeah. Like one of my, the Guy that does facility credentialing for me, right? So he has just recently had to go and see a QH and update all the new malpractice certificates one by one by one. And so obviously, that would be a huge time saver if that was something that could be automated.
Brendan Cherry (24:57) Yeah. So, I think, I know we’re coming up on time. I don’t know if you all have like a, you know, a minute or two because I think it’d be good to, you know, think about what we could do next that would be impactful in terms of kind of like solution mapping. But it sounds like if I understood correctly, there’s essentially three work streams starting at the same time are, you know, sort of kicking off simultaneously. There’s HR doing, you know, sort of background checks, provider onboarding. Megan, I believe you said there was a woman on your team that’s handling all the payer enrollments and it sounds like medicare medicaid, and then commercials, it sounds like she gets those applications out in a week which is great. And then there’s the privileging workflows. And so it seems like all of that can work well on its own. Assuming something doesn’t break somewhere like a failed background check. And then you start all this work. And then the one other thing that’d be interesting to hear is it’s not, you know, you’ve had these processes running for a while, but it sounds like maybe some of the complexities coming from, you know, you guys just growing incredibly quickly. And maybe now if I heard correctly at the start of the call, there’s expansion into other states that you’re not already in today. And so that will, you know, then potentially add a licensing component, which is something we can talk about as well. Yep.
Samantha Bouchard (26:13) Absolutely. But to kind of.
Brendan Cherry (26:15) Tie this all back. So, Aubry, you’ve been talking, you know, caqh, you know, where it seems like medallion can fit on the outset and you know, Sam, feel free to jump in here if, you know, keep me honest or if you have some other ideas. But one of the things that we do that is really unique is we have a very unique relationship with caqh where we have a bi directional sync. So for a lot of our customers, when they have new providers getting onboarded with just a few bits of information from the provider, we can pull their information into our provider data management piece. And then there may be other data sources that completes that profile that we can pick up from like a resume scan like an OCR. But essentially, our first goal is to get as much data on the provider as possible in this and then just present the provider with, you know, a very easy UI to fill in some gaps that we may not be able to pull anywhere. And when we get those gaps filled, whatever is not in caqh, we can update. And then, you know, continually, you know, update that information as information changes. So back and forth. That makes it very, you know, nice from the provider perspective, they don’t have to keep sending the same information to a bunch of different places. We get as much as we can. We present one, you know, UI to them to fill in the gaps. And then on that we can start kicking off, you know, for a lot of our customers, it could be credentialing processes, whether it’s ncqa tjc as well as a variety of, you know, payer enrollment processes. It sounds like you guys are getting those applications out quite well or very quickly. It’d be interesting to see how quickly they get approved because I’m not sure if that was something that was discussed, but a lot of times we’re able to reduce the turnaround times on the payer enrollment piece because we do such a mass volume of these that we tend to have relationships with a lot of the payers and part of our AI system is, you know, AI does very well with taking data from one source and moving it to another. We also have a knowledge base sort of built into our system as to how to best follow up with these payers, whether it’s you know, bi weekly check in for one, maybe it’s monthly with another. Maybe some of these move a lot quicker, but we have some analysis we can run where we could see like what potentially the turnaround time decrease looks like. So everything I’m talking about now is getting the provider onboarded. Getting that data correct, running those primary source verifications. We do that incredibly quickly. Typically, that provider piece is done in about a day. We can then build credentialing packets. We then do the pay enrollment forms. And Sam, I can maybe let you jump in and talk a little, you know, feel free to add anything there and talk about the privileging piece as well. Yeah.
Samantha Bouchard (28:50) I think it was, I just wanted to chime in on the database of because I think that was really important from the hospital, the partner applications side as well. So one of the things I heard you say is that right now those applications can change. It’s hard to maintain. We would during implementation, get your entire partner list of all of your snfs, everybody that you’re working with. We would track that exact process and that would be something that medallion would take over. And then we would also, you know, use our AI and technology to do that form mapping that you mentioned as well. So I think that technology that Brendan’s talking about specifically for, you know, payer enrollment also applies to the partner application side and would really meet your needs kind of in both areas which I think is, which is, I think would be a value for you all to see.
Brendan Cherry (29:50) Yeah. And I guess just to kind of the last thing I would say is because we, you know, are doing all these processes from the PE perspective. What tends to be really nice for them is you can take the team you have today that may be starting to get stressed with the volume and the growth, but this technology will empower them to be able to do a lot more a lot effectively rewrap all of this with real time reporting and monitoring. So you can always, you know, be up to date on where these processes stand. And as an operational partner, we also hold ourselves to like slas around the turnaround times for things we can control like getting, you know, payer enrollment forms out, building credentialing packets and so on. So that’s the spiel that, you know, tried to kind of tie it into the things that are going to.
Aubry Baird (30:36) Be relevant. She’s like so much smarter than me at like software, my.
Meghan Grchan (30:39) Husband’s mad.
Aubry Baird (30:40) At me. He’s like you haven’t updated your apple watch. He’s like you haven’t turned off your phone, restarted it. That’s so funny. I think with some of the things that you’re saying with automation, I think we were just wondering is that something like with AI, is that with like staff and your, is there a company that’s doing that for us? Like do we have different? Obviously, I’m sure. There’s different cost, right? For how much support we need through your company, whether it’s the software or people that are feeding that information. Megan, did I ask.
Meghan Grchan (31:09) that, right? Yeah. Basically, is this there’s people behind it or is this an interface for us to use that’s like a tool?
Brendan Cherry (31:17) Yeah, great question. It’s we have this technology. Obviously that I’ve just described. We also have, we also partner with folks. So there’s people like there’s some things that AI can’t do. There’s always going to be a human in the loop. So, you know, Sam, if there’s any more you want to add to that, but yeah, it’s a combination of AI and us being an operational partner with you.
Brendan Cherry (31:37) Okay. And then I think there was some mention of pricing, you know, that’s something we have to figure out. I kind of described the world of maybe things that we could help with. Our pricing is very a la carte and dynamic based on what you need. So.
Aubry Baird (31:52) We did a meeting with medtrainer and he actually was pretty excitable to send me their pricing and stuff too. And there was two different options. Like one is like they take over 100 percent like credentialing and that application. And then they have like here’s the software. You guys are the ones who are putting in the data. So that’s just a company that we’ve talked to. So I don’t know if that’s compared.
Aubry Baird (32:16) It sounds like it’s comparable to your program, your software. And then one of my new behavioral health partners, they’re developing their own software more specific to like post acute, but it’s like recruiting and HR and onboarding and stuff. So just so you know, and maybe that helps you know, you position what you guys do versus those other companies.
Brendan Cherry (32:38) Yeah, I think, you know, as far as our pricing, it’s sort of like utility and it’s very a la carte depending on like the actions that you want. And so, I think, you know, as far as giving you some understanding of what the pricing would be, it’d be helpful probably to have another session where we maybe dive a little bit deeper, give you a demo, make sure we understand these work streams accurately, and we’ll follow up and kind of give a first pass at, you know, what we think things look like and I think we could probably go, you know, a lot deeper on a follow up. So, while I have you here actually, is there maybe a good time next week where the both of you are available and is there, I don’t I think there was someone named Jim that was initially on this. Is there anyone else that you would want to see the service?
Aubry Baird (33:23) I think Jim is going to be out of the country, right? For a little bit, Megan or something?
Meghan Grchan (33:27) Yeah, he is. I wouldn’t worry about Jim, so.
Brendan Cherry (33:30) Yeah, you probably.
Meghan Grchan (33:30) Want.
Brendan Cherry (33:31) to.
Meghan Grchan (33:34) Aubrey and I, we don’t need Jim. I mean, he is our chief technology officer.
Brendan Cherry (33:37) I won’t tell him. You said that we love him. I assume he doesn’t want to see a demo while he’s on a foreign vacation, correct.
Meghan Grchan (33:44) And, you know, certainly not something. He tends to get involved at the contracting level, right? And so, of course, he might have some questions about, you know, how things might integrate, but, I think, you know, Aubrey and I can handle a good portion of that with the demo. At least. Okay, Aubrey, I’ll defer to you. I know your schedule is crazy. I would say, I’m pretty open Monday… Tuesday, Wednesday like mornings.
Aubry Baird (34:12) Yeah, I’m good. Monday is orientation. So I sometimes have a lighter day. So, I’m in Central Time. So Central Time, I’m good 10 30 to one P. M Central Time, Megan, if you’ve got anything 11 30 to two P. M available wide.
Meghan Grchan (34:31) Open in that window that works for me if that works.
Brendan Cherry (34:34) On Monday? Huh, 11 30 to two P. M. Yeah, sure. I’ll on Monday, I’ll send an invite. So you’ll see me and Sam again in just a few days.
Meghan Grchan (34:46) Awesome.
Samantha Bouchard (34:47) Yeah. And just one thing I wanted to add Megan.
Samantha Bouchard (34:50) So right now you guys are using modio, you’re doing the self service function. Sounds like medtrainer kind of gave you that full service option as well as the self service option. Yeah, medallion is end to end. So we do not offer a self service option. We have, you know, the combination of the tech that Brennan mentioned as well as our operational experts. When we say operational experts, these people are like the people that the wonderful person you have on your team, Megan, they’re doing licensing credentialing enrollment, you know, for 10 plus years, right? So you have those experts at your disposal and then we also have engagement managers that support you as well for like your operational journey and they all have backgrounds in the space as well. So I think all this will come together for you a little bit more as you kind of move into the demo and such. But, you know, just as you’re evaluating, you guys have done the self serve model with modio, you’re kind of growing, either we add more people or we scale with technology. Which way are you guys leaning at this point? Are you leaning towards the full end to end management model right now?
Aubry Baird (35:58) I have five people that are helping me with facility credentialing. I brought on a full time credentialer, I mean, her salary is not significant in the scheme of the potential opportunity for revenue and getting these people having encounters. But the fact that I have to have multiple people touching this and assigning, I mean, technically, I don’t know if they can do more than 25 applications a week, you know, right? Just in the follow up on all of those. So, I mean, if this could show, not that I want to downsource my workforce, but I can make it more efficient. I can allocate those people in different ways and we’re able to get people quicker Samantha.
Meghan Grchan (36:39) I would say we’re open to anything right now. Okay. You know, really early and even, you know, talking to medtrainer, so I think we’re open to anything. And if the Roi makes sense, we’re going to go with it. So we are not married to anything. I see value in both sides. It’s just going to come down to what the Roi is for us at the end of the day, sure. So I’m very excited to see the demo and find that it’s not a self serve option because that might be what makes sense for us and where we’re going. Sure it.
Brendan Cherry (37:14) Makes sense. So that’s definitely something we like to do with our customers is kind of explore what that looks like. So, yeah, I have like, you know.
Aubry Baird (37:20) 20 applications right now for facility credentialing right now 120?
Samantha Bouchard (37:25) Yeah, 120 times how?
Brendan Cherry (37:27) Many pages.
Samantha Bouchard (37:28) I don’t even want to know at.
Aubry Baird (37:30) least 20 pages per application. Yeah.
Samantha Bouchard (37:33) And that’s the challenge, right? Is like you’re getting on these new partners, you have this huge volume, but it’s not like you could scale up your team that quickly.
Aubry Baird (37:42) They have one facility that doesn’t want to work with this nurse. And I’ve got to get this nurse credentialed here. And so it’s just and to me honestly with automation, I think one of the hardest things operational is just the task delegation, right? Because I can’t say one entity is more important than the other, right? They should all have the same escalation, but there are going to be unique things where, okay, this facility is losing this group in five days, right? So, obviously, you’ve got to prioritize that privileging differently, you know, versus the one starting in two weeks. So, yeah, yep.
Meghan Grchan (38:20) Change agility is critical in our business here. So, yeah.
Samantha Bouchard (38:25) Yeah, and a lot of people come to us in a very similar situation like scale with people. Can you?
Aubry Baird (38:29) Share any of your clients that you work with that maybe are similar or have some similarities to our organization at all?
Brendan Cherry (38:38) Yeah, I’m happy to send. Yeah, sorry, Sam. I was just going to say, I’m happy to send that in a follow up so I can send some examples of things that are similar or clients that are similar.
Brendan Cherry (38:48) Awesome. Excellent. So I have one to two on Monday eastern that seems to work for everyone. Yep. Excellent. Awesome. So I’ll send an invite shortly and we’ll follow up in short order as well. If you have any questions or anything else you want to be sure we cover that come up between now. And then, you know, certainly feel free to let us know.
Aubry Baird (39:09) Awesome. Thanks, guys. Appreciate it. Thank you.
Samantha Bouchard (39:12) Nice to meet you. Yeah, nice to meet you both. Okay? Bye?