Demand for specialized allied health professionals continues to rise, particularly in imaging, surgical technology, respiratory therapy, and rehabilitation services. Compensation pressure reflects both skill scarcity and increased service demand. However, wage growth alone does not guarantee retention. Career progression pathways and leadership support remain essential components of workforce stability. Market intelligence allows organizations to remain competitive withou

Exit interviews tend to tell a very consistent story. While compensation is often mentioned, the most common drivers of departure are workload sustainability, leadership support, scheduling rigidity, and lack of growth opportunities. In many cases, clinicians leave managers and systems—not roles. The real value of exit data is not in documenting why someone left, but in identifying patterns early enough to prevent repeat turnover. When organizations analyze trends across depa