Hirevu™ + Alinea Medical Spa
Building patient experience starts with hiring the right first point of contact, even in one of the most competitive hiring markets.
Hirevu helped Alinea Medical Spa identify the right candidate from over 2,400 applicants.
Review From the Owner
“We’re very happy with the hire and grateful for the support throughout the recruitment process. The new team member has been a great addition to our clinic.”
The selected candidate remains with the clinic and continues to perform well in the role.
About Alinea Medical Spa
Alinea Medical Spa is a New York City–based MedSpa operating across two locations with a small, close-knit team. Patient experience is central to how the clinic runs, and that focus extends beyond treatments to every interaction patients have with the staff.
In a fast-moving MedSpa environment, even a single role can influence patient experience and internal efficiency. The front desk receptionist is central to this, managing patient communication, appointments, and workflow across locations. Finding someone who could perform consistently under pressure was critical to maintaining the clinic’s standards.
Why Alinea Medical Spa Partnered with Hirevu
Hiring quickly was important, but hiring the right person mattered more. The front desk receptionist role required bilingual communication, relevant industry experience, and the ability to perform consistently in a fast-paced clinic environment. Finding all three in a single candidate is challenging, particularly in the NYC job market.
Rather than spending weeks sorting through resumes and conducting unstructured interviews, the team wanted a more reliable way to identify candidates who met their strict requirements. They partnered with Hirevu to manage high application volume, apply consistent screening standards, and ensure that only qualified, well-matched candidates reached the final decision stage.
The Hirevu™ Strategy
To balance candidate quality with the high volume typical of the NYC market, we used a structured screening approach that combined AI-assisted filtering with hands-on recruiter evaluation.
Creating the Job Posting and Screening Application
We created a clear, role-specific job description and a carefully structured application form enhanced by AI screening. This allowed us to filter candidates at scale while maintaining accuracy and consistency.
The application form was designed to capture must-have criteria upfront, while AI-assisted screening helped us quickly identify qualified candidates and automatically disqualify those who did not meet baseline requirements.
This approach enabled us to efficiently exclude applicants who:
- Were not bilingual in English and Spanish
- Lacked experience in a MedSpa, plastic surgery clinic, or similar aesthetics environment
- Were not willing or able to work across two NYC locations
By using structured application questions alongside AI-supported screening, we reduced manual review and limited interviews to candidates who met the role’s core requirements.
Designing the Screening Interview Process
Screening interviews were built around the clinic’s operational requirements rather than generic interview questions. Each screening interview was held online and led by a recruiter to keep the process consistent.
The goal was to assess qualifications while also giving candidates a clear picture of the role, including expectations, pace, and day-to-day responsibilities.
Selecting the Right Job Platforms
Based on location-specific research, we published and sponsored the role on Indeed and LinkedIn, which proved to be the most effective platforms for NYC-based roles in this category.
Managing High Application Volume
- We received 2,400+ applications, which aligned with expectations for the NYC market
- We shortlisted 50 candidates
- 35 structured screening interviews were conducted
- Each candidate was evaluated using a standardized scorecard to ensure consistency and objective comparison
Candidate Evaluation and Client Review
We shortlisted and ranked 32 qualified candidates, and for each, we delivered a detailed report that included:
- Resume
- 15-minute screening interview video recording
- Scorecard results
- Recruiter notes and recommendations
Based on these materials, the client selected a small number of top candidates and conducted the final interviews independently.
This approach allowed the client to retain full control over the final hiring decision while making confident, well-informed choices without being overwhelmed by the volume of applications.
Additionally, the client now has access to a strong and relevant pool of candidates for future hiring.
Final Thoughts
Hiring for patient-facing roles requires more than speed. It requires consistency, clear standards, and a process that supports good decision-making under pressure. This was especially true in a market as competitive as New York City.
By following a structured hiring process and maintaining control over the final selection, the clinic was able to make a confident decision.
The selected candidate remains with the clinic and continues to perform well, validating the approach taken throughout the engagement.
