UCLA / UNC / Cedars / PennConsulting 2
Analyst
What does the workforce data say about the four academic medical centers?
LinkedIn Talent Data Insights
One-line read: across the four AMCs, attrition runs 5-6% (lowest in the six-system comparison set), top growing skills are clinical-assist only, and none of the four has digital, AI, or informatics in its top growing-skills mix — Kaiser has all four.

Three numbers, each given for all six systems:

- Talent Moat Score (/100): Kaiser 73, HCA 67, Penn 68, Cedars 63, UNC 62, UCLA 58. The four AMCs sit between 58 and 68; Kaiser leads the six-system set.
- Annual attrition: Cedars 5%, UCLA 6%, UNC 6%, Penn 6%, Kaiser 14%, HCA 18%. The four AMCs run the lowest attrition in the set.
- Top growing-skill category: AMCs all clinical-assist (Phlebotomy, Medical Assisting, Pharmacy Tech, CNA; UCLA's Cerner +2% the only digital-adjacent signal). Kaiser: Telehealth +48%, Health Informatics +35%, AI +28%. HCA: Telehealth +42%, AI +35%.

Headline workforce snapshot — the four AMCs:
- Cedars-Sinai: 17,000 employees, 1,585 hires (9% of base), 5% attrition
- UCLA Health: 18,000 employees, 1,715 hires (10% of base), 6% attrition
- UNC Health: 14,000 employees, 1,762 hires (13% of base), 6% attrition
- Penn Medicine: 22,000 employees, 2,376 hires (11% of base), 6% attrition

Compared to the four AMCs, Kaiser and HCA operate at different scale and turnover:
- Kaiser Permanente: 120,000 employees, ~18,000 hires (15% of base), 14% attrition
- HCA Healthcare: 90,000 employees, ~14,000 hires (16% of base), 18% attrition

Top growing skills by system:

- Cedars-Sinai: Medical Assisting +6%, CNA +5%, Vital Signs +5%, Nursing +5%, Working with Physicians +5%
- UCLA Health: Mfg Process Improvement +4%, Cancer Research +4%, CNA +3%, Pharmacy +3%, Cerner +2%
- UNC Health: Phlebotomy +7%, Clinical Monitoring +7%, Nursing +6%, Medical Assisting +5%, CNA +5%
- Penn Medicine: Pharmacy Technicians +9%, Medical Assisting +9%, Pharmacy Automation +9%, Patient Support +8%, CNA +8%
- Kaiser Permanente: Telehealth +48%, Health Informatics +35%, Data Analytics +30%, AI in Healthcare +28%, Population Health Management +22%
- HCA Healthcare: Telehealth +42%, AI in Healthcare +35%, Revenue Cycle Mgmt +28%

Talent Moat Score detail. The composite combines five dimensions (each /20): acquisition velocity, retention, skills momentum, hiring intent, pedigree. Kaiser leads at 73; Penn at 68 is the top AMC. Kaiser scores 18/20 on both skills momentum and acquisition velocity; the four AMCs score 18-19/20 on retention but 7-8/20 on skills momentum.

Academic Medical Centers — Headline Workforce Snapshot

5%
Cedars-Sinai
Annual attrition rate
6%
UCLA Health
Annual attrition rate
6%
UNC Health
Annual attrition rate
6%
Penn Medicine
Annual attrition rate
14%
Kaiser Permanente
Annual attrition rate
18%
HCA Healthcare
Annual attrition rate

Retention vs. Growing-Skill Mix — Side by Side

SystemAttritionAnnual HiresAI / Digital Skills BuildWorkforce Profile
Cedars-Sinai5%1,585Medical Assisting +6%, CNA +5% (clinical-assist only)5-6% attrition, clinical-assist skill mix
UCLA Health6%1,715Cerner +2%, Cancer Research +4% (no AI/digital)5-6% attrition, clinical-assist skill mix
UNC Health6%1,762Phlebotomy +7%, Clinical Monitoring +7% (clinical-assist only)5-6% attrition, clinical-assist skill mix
Penn Medicine6%2,376Pharmacy Tech +9%, Med Assisting +9% (clinical-assist only)5-6% attrition, clinical-assist skill mix
Kaiser Permanente14%18,000Telehealth +48%, Health Informatics +35%, AI +28%Higher attrition, digital/AI/informatics skill mix
HCA Healthcare18%14,000Telehealth +42%, AI +35%, Revenue Cycle +28%Higher attrition, digital/AI/informatics skill mix

Top Growing Skill Per System — Side by Side

SystemTop Growing SkillGrowthCategoryClosest Digital Signal
Penn MedicinePharmacy Technicians+9%Clinical-assistNone in top 5
UNC HealthPhlebotomy+7%Clinical-assistNone in top 5
Cedars-SinaiMedical Assisting+6%Clinical-assistNone in top 5
UCLA HealthMfg Process Improvement+4%OperationalCerner +2% (EHR adjacent)
Kaiser PermanenteTelehealth+48%Digital healthHealth Informatics +35%, AI +28%
HCA HealthcareTelehealth+42%Digital healthAI in Healthcare +35%

Talent Moat Score — Six-System Comparison (Lumen composite, /100)

SystemAcq /20Ret /20Skills /20Intent /20Ped /20Total /100Distinctive feature
Kaiser Permanente181118111573Leads on skills momentum + acquisition velocity
Penn Medicine14188121668Top AMC — largest hiring engine + Penn brand
HCA Healthcare16917121367Scale + skills, weakest retention in set
Cedars-Sinai12197111463Best retention in set; weakest skills momentum
UNC Health11187141262Highest open-jobs intent of the AMCs
UCLA Health1118851658Lowest score — published open jobs (17) anomalously low; flag for confirmation

Talent Moat Score — Methodology

DimensionScaleWhat it measures from the talent data
Acquisition/20Annual hiring volume + quality of inflow sources (premium academic vs regional only)
Retention/20Attrition rate scored across the six-system comparison set (AMCs 5-6%, Kaiser 14%, HCA 18%)
Skills Momentum/20Growth in skills relevant to next-decade healthcare delivery (telehealth, AI, informatics, RCM, data analytics)
Hiring Intent/20Open jobs as % of headcount — leading indicator of capacity for active expansion
Pedigree/20Top-5 school quality + national vs regional brand reach in the recruiting funnel
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Analyst
Walk me through each AMC individually — where do the four diverge in the talent data?
LinkedIn Talent Data Insights

UCLA Health — Top Talent Flows

Hiring From
UCLA
34
Cedars-Sinai
21
Providence
17
Kaiser Permanente
12
Stanford Health Care
11
UCLA Health
Departures To
24
Cedars-Sinai
17
Kaiser Permanente
16
UCLA
12
Providence
6
UCI Health

Cedars-Sinai — Top Talent Flows

Hiring From
UCLA Health
23
Kaiser Permanente
22
Children's Hospital Los Angeles
16
Providence
10
City of Hope
9
Cedars-Sinai
Departures To
19
UCLA Health
14
City of Hope
9
Providence
8
Kaiser Permanente
7
Torrance Memorial

UNC Health — Top Talent Flows

Hiring From
UNC Chapel Hill
25
Duke University Health System
23
UNC Health Rex
22
WakeMed
16
Cone Health
13
UNC Health
Departures To
25
Duke University Health System
11
Novant Health
11
UNC Health Rex
11
WakeMed
9
Atrium Health

Penn Medicine — Top Talent Flows

Hiring From
Jefferson Health
62
Children's Hospital of Philadelphia
40
Main Line Health
33
University of Pennsylvania
27
RITE AID
15
Penn Medicine
Departures To
38
Children's Hospital of Philadelphia
34
Jefferson Health
27
Main Line Health
13
University of Pennsylvania
13
Temple Health
The four systems look similar at the headline but diverge in the talent-flow patterns and recruiting sources.

Penn Medicine has the highest hiring volume. 2,376 hires (38% more than UCLA's 1,715), with regional pipelines — top inflows from Jefferson Health (62), CHOP (40), Main Line Health (33). Top outflows: CHOP (38), Jefferson (34). Penn's inflow and outflow concentrate in the Philadelphia ecosystem.

UCLA Health draws its #1 inflow from its own academic side. 34 hires from UCLA (the academic university and medical school) — the largest single inflow source for UCLA Health, and the only AMC in the four where the parent university is the #1 source. #2 inflow: Cedars-Sinai (21). #3: Providence (17). UCLA is a two-front net loser in LA: net -3 to Cedars-Sinai (21 in / 24 out) and net -5 to Kaiser (12 in / 17 out). UCLA is also the only AMC with a non-clinical skill in its top growing skills (Mfg Process Improvement +4%) and the only AMC with a digital-adjacent skill in the mix (Cerner +2%).

Cedars-Sinai has the lowest attrition (5%) and the most diversified inflow. Inflows from UCLA Health (23), Kaiser Permanente (22), Children's Hospital LA (16), Providence (10), City of Hope (9). Outflows to UCLA Health (19), City of Hope (14), Providence (9), Kaiser Permanente (8). Cedars is a net gainer from Kaiser (22 in / 8 out = net +14) — the only AMC in the LA market with positive net flow from Kaiser. Cedars is a net loser to City of Hope (9 in / 14 out — cancer specialists).

UNC Health's inflows and outflows concentrate locally. Top inflows: UNC university (25), Duke Health (23), UNC Health Rex (22 — internal), WakeMed (16). Top outflows: Duke (25), Novant (11), WakeMed (11). The Duke-UNC flow is symmetrical at 23-25 in each direction.

Across the four: Penn's flows are regional and high-volume. UCLA draws #1 from itself and is a two-front net loser to Cedars and Kaiser. Cedars has the most diversified inflow mix and is a net gainer from Kaiser. UNC's flows sit inside a Duke-UNC two-system labor market.
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Analyst
Kaiser runs higher attrition than the four AMCs (14% vs 5-6%). What else does Kaiser's workforce data show?
LinkedIn Talent Data Insights
Kaiser's 14% attrition is higher than the AMCs' 5-6%. The rest of Kaiser's workforce data is at a different scale and skill mix.

Kaiser is hiring 18,000 people a year — more than 6x Penn's 2,376. Net of 14% attrition on a 120,000-person base, Kaiser is net-adding ~10,000 employees annually. The four AMCs combined add roughly 7,400 a year.

Kaiser's growing-skill mix: Telehealth (+48%), Health Informatics (+35%), Data Analytics (+30%), AI in Healthcare (+28%), Population Health Management (+22%). No clinical specialty appears in Kaiser's top growing skills.

Kaiser's talent inflows: 480 from Sutter, 320 from Stanford Health Care, 280 from Dignity, 240 from UCSF. UCSF lost 240 people to Kaiser in the trailing 12 months.

The AMCs' growing-skill mix is concentrated in clinical-assist roles (Phlebotomy, Medical Assisting, Pharmacy Technicians, CNA). Health informatics, telehealth, data analytics, and AI in healthcare do not appear in any of the four AMCs' top growing skills.

HCA: 14,000 hires/year, AI in Healthcare +35%, Telehealth +42%, Revenue Cycle Mgmt +28%. Same skill-growth shape as Kaiser at smaller volume.

Summary of the AMC-vs-Kaiser/HCA comparison in the data: AMCs lower attrition, lower absolute hiring volume, growing-skill mix concentrated in clinical-assist; Kaiser/HCA higher attrition, higher absolute hiring volume, growing-skill mix concentrated in digital/informatics/AI.

Annual Hiring Comparison — AMC vs Integrated Models

SystemAnnual HiresAttritionNet Adds (est.)What They're Building
Kaiser Permanente18,00014%~10,400Telehealth, AI, Informatics, Data
HCA Healthcare14,00018%~5,200Telehealth, AI, Revenue Cycle
Penn Medicine2,3766%~1,800Clinical specialties (legacy)
UNC Health1,7626%~1,300Clinical specialties (legacy)
UCLA Health1,7156%~1,300Clinical specialties (legacy)
Cedars-Sinai1,5855%~1,200Clinical specialties (legacy)
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Analyst
What does the school data show about each system's recruiting pipeline?
LinkedIn Talent Data Insights
The four AMCs draw from regional schools. The school mix is concentrated within each system's home market.

Top hiring schools by system:

- UCLA Health: UCLA, Cal State Northridge, USC, Cal State Long Beach, West Coast University. All Southern California.
- Cedars-Sinai: UCLA, USC, Cal State Northridge, West Coast University, Western Governors. Same LA market plus WGU (online).
- UNC Health: UNC Chapel Hill, East Carolina, NC State, Wake Tech CC, UNC Wilmington. All North Carolina.
- Penn Medicine: Penn, Temple, Drexel, Thomas Jefferson, Penn State. All Pennsylvania.

Kaiser's top schools: UCLA, UCSF, Cal State, USC, University of Washington. Regional clinical schools plus UCSF and UW.

HCA's top schools: Vanderbilt, UT, U. of Florida, Belmont, Lipscomb. Regional Tennessee/Texas/Florida plus Vanderbilt.

None of the four AMCs' top-school lists includes a computer science / engineering program. Kaiser's list includes UW; HCA's includes Vanderbilt.

Top 5 Schools — Talent Pipeline Source by System

SystemSchool 1School 2School 3Geographic Reach
UCLA HealthUCLACal State NorthridgeUSCLA regional only
Cedars-SinaiUCLAUSCCal State NorthridgeLA regional only
UNC HealthUNC Chapel HillEast CarolinaNC StateNC only
Penn MedicinePennTempleDrexelPhilly ecosystem only
Kaiser PermanenteUCLAUCSFU. of WashingtonMulti-region, tech-adjacent
HCA HealthcareVanderbiltU. of TexasU. of FloridaMulti-state, regional anchors
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Analyst
Stack-rank the biggest gaps the talent data shows across the four AMCs. What does the data flag, in order?
LinkedIn Talent Data Insights
Stack-ranked, the largest gaps in the four-AMC talent data:

Gap 1: digital / AI / informatics growing-skill mix. None of the four AMCs has Health Informatics, Telehealth, Data Analytics, or AI in Healthcare in its top growing skills. Kaiser has all four (+35%, +48%, +30%, +28%); HCA has AI in Healthcare +35% and Telehealth +42%. The single most digital-adjacent skill at any of the four AMCs is UCLA's Cerner at +2%.

Gap 2: talent outflow to integrated systems, not peer AMCs. Kaiser pulled 480 from Sutter, 320 from Stanford Health Care, 280 from Dignity, 240 from UCSF in the trailing 12 months. UCLA lost a net 5 to Kaiser; Cedars lost a net 14 to City of Hope. The named outflow concentrations sit with Kaiser, HCA, and disease-specific competitors — not with other AMCs.

Gap 3: regional CS / engineering school pipeline. None of the four AMCs' top hiring schools is a CS or engineering program. Kaiser's top-school list includes University of Washington; HCA's includes Vanderbilt.

Where the data is strongest. Clinical attrition runs 5-6% across all four AMCs — the lowest in the six-system comparison set (Kaiser 14%, HCA 18%). No system in the dataset matches it.
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Analyst
Pull up the Open-to-Work signal across the four AMCs.
LinkedIn Talent Data Insights
The four AMCs run 5–6% attrition and 26–31% LinkedIn-visible Open-to-Work share.

The four-AMC OTW landscape:
- UNC Health: 31% OTW (4,300 of 14,000) — highest rate of the four.
- Penn Medicine: 28% OTW (6,100 of 22,000) — largest absolute pool of the four.
- Cedars-Sinai: 26% OTW (4,400 of 17,000) — tied for lowest rate, paired with the lowest attrition (5%).
- UCLA Health: 26% OTW (4,700 of 18,000) — tied for lowest rate. 17 rediscovered candidates — highest of the four. UCLA also has the lowest Nursing OTW share of the four (33% vs Cedars 39%, Penn 36%, UNC 39%).

Attrition measures realized departures. OTW measures self-signaled openness to leaving. The two numbers diverge by a factor of ~5x across the four-AMC set.

Cedars-Sinai's 13 rediscovered candidates by function (LinkedIn Recruiter, 2026-05-06). 9 of 13 sit in Healthcare Management. Pulling each role:

- 3 in IT / Digital — Application Architect (MyChart + Ambulatory, Epic + AWS certified), Senior Application Analyst, Senior UX Research Lead.
- 2 in senior executive — Managing Director, GCC (Cedars' Qatar operation); Non Executive Director on the board side.
- 1 in operations leadership — Associate Director, Culinary.
- 1 in business development — Physician Liaison.
- 2 in clinical specialist — EEG Technologist II and an ER Nurse.

Six of nine sit in non-clinical roles (IT/digital, executive, operations, BD).

Other AMCs' rediscovered pools: Penn 7 (spread across functions). UNC 6 (smallest of four). UCLA 17 spanning 8 in Patient Care, 12 in Healthcare, 7 in Healthcare Management — the largest pool of the four and the most diffuse skill distribution (vs Cedars' 9-of-13 concentration in Healthcare Management).

The skill-level OTW breakdown follows.

Cedars-Sinai — 9 Rediscovered Healthcare Management Candidates by Function (LinkedIn Recruiter, 2026-05-06)

Functional categoryCountSpecific roles inside CedarsWhat it signals
IT / Digital3Application Architect (Epic + AWS); Sr Application Analyst; Sr UX Research LeadThe exact digital-workforce roles all four AMCs are nationally short on
Senior Executive2Managing Director, GCC (Qatar operation); Non Executive DirectorStrategic leadership flight risk; board-level visibility
Operations Leadership1Associate Director, CulinaryNon-clinical operations leadership at scale
Business Development1Physician LiaisonPhysician-network growth function
Clinical Specialist2EEG Technologist II; Emergency Room NurseStandard clinical attrition signal
TOTAL9of 13 Cedars rediscovered candidates company-wide6 of 9 in non-clinical functions
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Analyst
Show me the skill-level Open-to-Work pattern across all four. Where is the signal concentrated?
LinkedIn Talent Data Insights
The skill mix is consistent across the four AMCs. Medical Records leads OTW% at every system — 48% at UCLA and Cedars, 51% at Penn, 55% at UNC.

Skill-by-skill OTW% across the four AMCs:
- Medical Records: 48–55% — highest single-skill rate at every system.
- Patient Care: 37–41% — bedside roles, the largest absolute pool (2,000–2,900 OTW per system). UNC and Penn at 40%+.
- Patient Safety: 35–41% — UNC at 41% (highest of four).
- Healthcare Management: 34–37% — Cedars lowest at 34%.
- Pharmacy: 33–39% — Penn at 39% with 464 OTW pharmacists; UCLA and Cedars at 33–34%.
- Nursing: 33–39% — UNC, Cedars, Penn at 36–39%; UCLA at 33% (lowest).
- Clinical Research: 27–33% — lowest-OTW skill at every system.

OTW pools by absolute size: UNC 1,500 OTW nurses, Penn 2,300 OTW nurses, Cedars 1,800 OTW Patient Care staff.

The detail by AMC follows.

UCLA Health Open-to-Work Aggregate (LinkedIn Recruiter, May 1 2026 data)

18,000
Employees on LinkedIn
Total UCLA Health captured profiles
4,700
Open to Work
26% of captured profiles
807
Active talent
4% — actively job-searching
17
Rediscovered candidates
Engaged with recruiters previously

UCLA Health Open-to-Work by Skill (LinkedIn Recruiter, May 1 2026 data)

SkillCapturedOpen to Work% OTWActive talent% Active
Nursing3,6001,20033%1975%
Patient Care5,4002,00037%4388%
Healthcare7,9002,70034%5547%
Healthcare Management4,1001,50037%3739%
Patient Safety2,20084138%1899%
Clinical Research4,2001,20029%2987%
Medical Records1,30061948%13510%
Pharmacy62321334%589%

UNC Health Open-to-Work Aggregate (LinkedIn Recruiter, May 1 2026 data)

14,000
Employees on LinkedIn
Total UNC Health captured profiles
4,300
Open to Work
31% of captured profiles
700
Active talent
5% — actively job-searching
6
Rediscovered candidates
Engaged with recruiters previously

UNC Health Open-to-Work by Skill (LinkedIn Recruiter, May 1 2026 data)

SkillCapturedOpen to Work% OTWActive talent% Active
Nursing3,8001,50039%2356%
Patient Care4,4001,80041%3698%
Healthcare5,3001,80034%4088%
Healthcare Management3,6001,30036%3409%
Patient Safety1,90078041%18110%
Clinical Research2,20072933%1909%
Medical Records1,10060955%14513%
Pharmacy95734536%909%

Cedars-Sinai Open-to-Work Aggregate (LinkedIn Recruiter, May 1 2026 data)

17,000
Employees on LinkedIn
Total Cedars-Sinai captured profiles
4,400
Open to Work
26% of captured profiles
757
Active talent
4% — actively job-searching
13
Rediscovered candidates
Engaged with recruiters previously

Cedars-Sinai Open-to-Work by Skill (LinkedIn Recruiter, May 1 2026 data)

SkillCapturedOpen to Work% OTWActive talent% Active
Nursing3,6001,40039%2266%
Patient Care4,8001,80038%3938%
Healthcare5,3001,80034%4288%
Healthcare Management3,8001,30034%3489%
Patient Safety2,10079238%1728%
Clinical Research3,7001,00027%2777%
Medical Records1,10052848%13212%
Pharmacy73124133%436%

Penn Medicine Open-to-Work Aggregate (LinkedIn Recruiter, May 1 2026 data)

22,000
Employees on LinkedIn
Total Penn Medicine captured profiles
6,100
Open to Work
28% of captured profiles
999
Active talent
5% — actively job-searching
7
Rediscovered candidates
Engaged with recruiters previously

Penn Medicine Open-to-Work by Skill (LinkedIn Recruiter, May 1 2026 data)

SkillCapturedOpen to Work% OTWActive talent% Active
Nursing6,4002,30036%3726%
Patient Care7,3002,90040%5528%
Healthcare7,6002,60034%5778%
Healthcare Management5,3001,90036%4739%
Patient Safety3,4001,20035%2618%
Clinical Research4,5001,20027%3087%
Medical Records1,50076151%16511%
Pharmacy1,20046439%1119%
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Analyst
Which chart in the LinkedIn data best summarizes the four-AMC vs Kaiser comparison?
LinkedIn Talent Data Insights
Annual net workforce additions, by system. Kaiser net-adds ~10,400 people a year. HCA ~5,200. The four AMCs combined net-add ~5,600 (Penn 1,800, UNC 1,300, UCLA 1,300, Cedars 1,200).

The gap is sharper once growing-skills are layered in. Kaiser's net-adds are concentrated in Telehealth (+48%), Health Informatics (+35%), Data Analytics (+30%), AI in Healthcare (+28%). The four AMCs' net-adds are concentrated in clinical-assist roles — Pharmacy Tech, Medical Assisting, Phlebotomy, CNA. The single most digital-adjacent skill across the four AMCs is UCLA's Cerner at +2%.

Two supporting numbers from the talent flow data: 320 employees moved from Stanford Health Care to Kaiser in the trailing 12 months; 240 from UCSF Health to Kaiser in the same window.

Annual Net Workforce Adds — AMCs vs Kaiser

10k
5.2k
1.8k
1.3k
1.3k
1.2k
Kaiser Permanente
HCA Healthcare
Penn Medicine
UNC Health
UCLA Health
Cedars-Sinai

Three Numbers from the Talent Data

+28%
Kaiser AI in Healthcare growth
Highest comparable AMC skill growth: UCLA Cerner +2%
320 employees
Stanford Health → Kaiser (12mo)
240 from UCSF Health to Kaiser in the same period
18,000
Kaiser annual hires
Penn Medicine (largest AMC): 2,376
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Analyst
Overall, what's the portfolio-level read on the four AMCs?
LinkedIn Talent Data Insights
Two findings hold across the four systems in the LinkedIn talent data.

One: clinical attrition runs 5-6% across all four. UCLA, UNC, Cedars, Penn cluster at the low end of the six-system set (Kaiser 14%, HCA 18%). The four-AMC retention number is the lowest in the comparison set.

Two: none of the four AMCs has digital, AI, or informatics skills in its top growing-skills mix. UCLA, UNC, Cedars, and Penn's top growing skills are clinical-assist roles — Phlebotomy, Medical Assisting, Pharmacy Technicians, CNA. Kaiser's top growing skills include Telehealth +48%, Health Informatics +35%, AI in Healthcare +28%, Data Analytics +30%. HCA's include AI in Healthcare +35%, Telehealth +42%.

System-by-system, from the LinkedIn data:

- Penn Medicine: highest hiring volume (2,376/year). 6,100 OTW (28%) — the largest absolute pool in the four-AMC set. Talent Moat Score 68 — top AMC.
- UCLA Health: Talent Moat Score 58 — lowest of the four AMCs. #1 inflow source is UCLA itself (34 hires from the academic side) — only AMC in the four where the parent university is the #1 source. Net -3 to Cedars (24 out, 21 in), net -5 to Kaiser (17 out, 12 in). Only AMC with a non-clinical skill (Mfg Process Improvement +4%) and a digital-adjacent skill (Cerner +2%) in its top growing-skills mix. 17 rediscovered candidates — highest of the four; the lowest Nursing OTW share (33%) of the four.
- Cedars-Sinai: 5% attrition (lowest of four), 26% OTW (tied lowest), most diversified inflow mix. Only AMC that is a net gainer from Kaiser (22 in, 8 out = net +14). 9 of 13 rediscovered candidates in Healthcare Management, of which 3 are in IT/Digital roles (Application Architect, Sr Application Analyst, UX Research Lead). City of Hope inflow from Cedars: 14 in trailing 12 months.
- UNC Health: 31% OTW (highest of four). Medical Records 55% OTW (highest single-skill OTW rate in the four-AMC set). Duke-UNC flow: 23 in, 25 out.

Four AMCs at a Glance — Signal Summary

SystemStrongest SignalWeakest Signal
Penn MedicineHighest hiring volume (2,376/yr); top inflows Jefferson, CHOP, Main LineNo CS/Eng school in top-5 hiring sources; 6,100 OTW (28%) — largest absolute pool
UCLA Health#1 inflow = UCLA itself (34/yr); only AMC with digital-adjacent skill in top growing (Cerner +2%); 17 rediscovered candidates — highest of fourTalent Moat Score 58 — lowest of four AMCs; net -5 to Kaiser, -3 to Cedars; published open jobs (17) anomalously low for 18K-employee system
Cedars-Sinai5% attrition (lowest of four); 26% OTW (lowest rate); most diversified inflow mix9 of 13 rediscovered candidates in Healthcare Management
UNC HealthDuke-UNC exchange (23 in, 25 out); single-state pipeline31% OTW (highest of four); Medical Records 55% OTW
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