Recruiting in healthcare carries a unique weight. Every hire influences patient care, clinical outcomes, and the stability of medical teams across the country. Few understand this responsibility more clearly than Michael Lascomb, a Senior Physician Recruiter whose work centers on accuracy, relationship-driven strategy, and a steady commitment to ethical practices. His approach has shaped physician recruitment for telehealth and in-person care, helping organizations build clinical teams that operate with both skill and consistency.
As the healthcare labor market continues to shift, his methods offer a clear example of what it means to recruit with purpose. Rather than treating hiring as a volume exercise, he treats it as a long game built around respect, preparation, and trust.
This professional path began in an unexpected place. Lascomb studied chemistry in college before choosing to pursue work that required more interpersonal connection. Over the years, that choice developed into a career rooted in sourcing, interviewing, credentialing support, and managing complex hiring pipelines that serve both employers and candidates. His experience spans physician recruitment, home healthcare staffing, and a wide range of telehealth positions, including psychiatry and neurology roles that require strong clinical judgment and experience.
Today he leads physician recruitment at a tele neurology company, supporting teams whose work touches hospitals and patients nationwide.
A Methodical Approach to Evaluating Talent
Finding the right clinicians requires careful listening. Every candidate carries a different set of strengths, motivations, and expectations. Lascomb’s recruiting philosophy centers on understanding those details early and thoroughly.
He relies on a clear process. Clinical skills come first, but communication style, adaptability, and consistency are equally important. Telehealth positions, in particular, require professionals who can work independently while remaining aligned with clinical guidelines and organizational processes. Candidates must be comfortable with virtual platforms, able to establish rapport through screens, and prepared to work across diverse patient populations.
To evaluate these qualities, Lascomb incorporates behavioral questions that reveal how candidates manage change, handle unexpected situations, or respond during periods of high demand. He also watches for traits that represent sound judgment. Many clinical environments, particularly remote neurology and psychiatry roles, rely heavily on timely decision making.
His goal is to determine whether someone will succeed long term rather than simply fill an immediate gap. This systematic approach has helped him maintain consistent placement results, even in fields where the talent supply remains limited.
Recruiting With Integrity and Clear Expectations
Ethical recruiting is not always discussed in depth, but it plays a crucial role in healthcare. Candidates rely on accurate information about schedules, expectations, compensation, and credentialing requirements. Employers depend on honest assessments of candidate fit. Lascomb avoids pressure tactics. He focuses on transparency, accurate job descriptions, and candid conversations about what each role demands.
This consistency builds trust. Many clinicians he has placed return to him for future opportunities or refer colleagues because they know their questions will be answered clearly. Long term partnerships with employers grow in the same way. He remains consistent about communication, follow through, and accuracy during every step of the hiring process.
The result is an approach that emphasizes fairness and high standards rather than speed alone.
Understanding a Changing Healthcare Landscape
The healthcare workforce is moving through one of the most complex periods in recent memory. Staffing shortages, shifting models of care, and the rise of remote clinical work have reshaped recruiting strategies across the industry. Fields such as vascular neurology continue to face shortages, with demand far outpacing the availability of trained specialists.
This environment requires recruiters to broaden their networks and understand the pressures clinicians face. Lascomb studies healthcare trends through conferences, professional meetings, and ongoing discussions with providers and leadership teams. Staying informed helps him anticipate hiring needs and better understand what candidates are seeking in their next role.
He has seen firsthand how telehealth has expanded access, particularly for hospitals in regions where neurological specialists may be scarce. As telehealth becomes more integrated with traditional care, recruiters must evaluate new skill sets. Remote physicians must be comfortable using digital tools, reading real time data, and collaborating with on site teams.
These details influence not only how candidates are sourced but also how roles are structured, described, and supported.
The Precision of a Concierge Recruitment Style
Lascomb refers to his recruiting style as concierge based, meaning candidates receive the same care and attention that clients expect from high quality service environments. It is a practical model built around responsiveness and clarity.
Candidates are guided through each step of the hiring cycle. Questions are answered directly. Timelines are communicated early. Feedback is shared whenever possible so that candidates understand where they stand and what to expect next.
This approach respects the time and effort clinicians invest in every application. It also supports organizations by ensuring candidates feel informed and prepared. Healthcare recruiting requires balancing multiple priorities, but his process avoids unnecessary complexity. It centers on making the experience positive and dependable for everyone involved.
Using Technology Without Losing the Human Element
Technology has reshaped nearly every aspect of modern recruiting. Virtual interviews, digital credentialing platforms, and sourcing tools help speed the process and streamline communication. These tools allow recruiters to work efficiently, but the human connection remains essential.
Lascomb uses digital systems to manage repetitive tasks so he can spend more time speaking directly with candidates and clients. Automation handles scheduling or reminders, while interpersonal conversations address the deeper questions that influence long term success.
He believes technology should support better human interaction rather than replace it. When used correctly, it creates more time for meaningful conversations and reduces friction during the hiring process.
Building Strong Client Relationships Through Consistency
Recruitment does not end with a signed contract. For Michael Lascomb, long term relationships matter as much as successful placements. He maintains contact with candidates after they start their roles, checking in on their progress and offering support as they adjust to new environments.
These follow ups help build rapport that extends beyond a single job search. Employers benefit from this consistency as well. They gain a recruiting partner who understands their culture, long term needs, and clinical priorities.
This relationship centered approach supports healthier teams. It also helps reduce turnover by ensuring that new hires are not only qualified but also aligned with organizational values.
Bringing a Team Mindset Into Healthcare Recruiting
Before entering the recruiting field, Lascomb spent years as a collegiate baseball player. The experience shaped the way he approaches professional challenges. He brings a team focused mindset to every search, often acting as a bridge between candidates, hiring managers, and clinical leaders.
This perspective helps maintain balance across competing needs. Recruiters must consider organizational goals, patient care needs, and candidate expectations simultaneously. His ability to navigate these factors makes him a reliable partner for both employers and clinicians.
Outside of work, he continues to coach and stays active in community sports. These activities keep him connected to mentoring, communication, and leadership skills that support his recruiting practice.
A Steady Role in a Rapidly Developing Field
Telehealth has changed how physicians deliver care. As this field continues to evolve, staffing needs will grow more complex. Clinicians will be asked to work across multiple states, manage varied patient populations, and collaborate with remote teams. Recruiting must adjust accordingly.
Lascomb expects the next few years to bring tighter alignment between virtual and in person care. Remote patient monitoring, digital documentation tools, and integrated platforms will likely shape hiring needs. Recruiters will need to evaluate candidates not only for traditional clinical expertise but also for comfort with digital tools and data, giving organizations the flexibility they need to serve patients effectively.
This shift reinforces the importance of precision in recruiting. Hiring the right clinicians ensures telehealth programs operate smoothly and deliver care that meets quality standards.
A Career Defined by Skill and Steady Leadership
Throughout his career, Michael Lascomb has relied on a practical, structured, and ethically grounded approach to recruiting. His work reflects the needs of a changing healthcare system while maintaining a consistent commitment to fairness and accuracy. By focusing on trust, clear communication, and strong professional relationships, he supports clinical teams that serve patients nationwide.
He continues to serve as a leader in physician recruitment, helping organizations build teams equipped to meet the demands of modern healthcare. Michael Lascomb remains guided by a belief that strong hiring practices create stronger care environments, one candidate at a time.
A Clear Path Forward for Healthcare Recruiting
The healthcare field continues to change, but the need for thoughtful recruiting remains constant. Michael Lascomb demonstrates how clear communication, ethical practices, and precise evaluation can build lasting results for both clinicians and organizations. His work highlights the impact that careful recruiting can have across entire care systems.
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