The short answer: a hospital workforce platform should work with six categories of existing systems: the human resources information system (HRIS), scheduling and timekeeping, payroll, credentialing and background screening, learning and onboarding, and single sign-on (SSO). It should sit on top of what the health system already runs, not replace it.
Which integrations should a health system require?
| Category | What the platform needs from it | Question to ask the vendor |
|---|---|---|
| HRIS | Who is employed, in what role, at which location | Do you overlay our HRIS or require a second roster? |
| Scheduling and timekeeping | Open shifts and the rules that already apply | Where do our overtime rules live once you are in place? |
| Payroll | How employed (W-2) and independent (1099) clinicians each get paid | Who pays independent clinicians, separate from our payroll? |
| Credentialing and screening | License verification and background checks before a shift | Is verification complete before the first shift? |
| Learning and onboarding | Training assigned by department and profession | Can requirements be set by organization, department, and profession? |
| SSO | Access through the identity provider IT already manages | Is SSO with our identity provider live today? |
What should a health system ask vendors about integrations?
- Which integrations are live today? Get a written list of integrations in production, labeled live, pilot, or planned.
- Does the platform replace any system we own? For HRIS, scheduling, and payroll the right answer is usually no.
- What happens when one is not live? Ask what manual steps your team would carry in the meantime.
- Who owns each record? Confirm which system remains the record for employment, schedules, pay, and credentials.
For the full buying process, see how to evaluate healthcare workforce platforms.
Which integrations does MedicalMatch have live today?
- ClearStar for background screening within CredentialHub: state and federal checks, Office of Inspector General (OIG) exclusion, and employment and education verification.
- Lippincott for standardized clinical onboarding training by organization, department, and profession.
- Everee for 1099 payroll for independent clinicians working through the Marketplace.
InternalPool overlays existing HRIS and scheduling systems without replacing them, and overtime filtering stays in the health system’s scheduling system. For any system not listed, ask MedicalMatch for its current status.
Frequently asked questions
What integrations does a hospital workforce platform need to work with existing HR and payroll systems?
It needs to work with the HRIS, scheduling and timekeeping, payroll, credentialing and background screening, learning and onboarding, and single sign-on. It should overlay those systems rather than replace them.
Does a workforce platform replace the HRIS or payroll system?
It should not. Those systems remain the systems of record, and the workforce platform unifies the workflow around them.
How do I tell a live integration from a roadmap integration?
Ask the vendor to label every listed integration as live, in pilot, or planned, and whether live ones are in production with current customers. For planned ones, ask for a target date.
What integrations does MedicalMatch have?
MedicalMatch’s live integrations are ClearStar for background screening, Lippincott for standardized clinical onboarding training, and Everee for 1099 payroll for Marketplace clinicians. InternalPool overlays existing HRIS and scheduling systems without replacing them.
See it in action
MedicalMatch is a workforce operating system with an embedded external marketplace. InternalPool overlays your existing HRIS and scheduling systems, and Marketplace adds compliance-verified independent clinicians, credentialed to your standard, when internal capacity runs out.