Following her inclusion on Staffing Industry Analysts’ (SIA) 2026 Staffing 100 North America list, Medical Solutions CEO Rebecca Rogers Tijerino shares what this recognition means, and what healthcare leaders should prioritize as workforce challenges continue to evolve.
Q: Rebecca, congratulations on being named to SIA’s Staffing 100. What does this recognition represent to you?
A: Rebecca
Thank you. It’s incredibly humbling to be listed amongst industry peers for whom I have incredible respect. I’ve always considered the Staffing 100 recognition as a reflection on the great company I serve rather than of my individual contribution.
The recognition reflects the commitment our Medical Solutions team has to showing up for healthcare organizations and clinicians in a meaningful way. The challenges facing healthcare workforces aren’t theoretical. They’re felt every day in hospitals, clinics, and communities across the country.
So, I see this less as an individual honor and more as a reminder that the work we’re doing together is creating incredible value for our customers; health systems and clinicians alike.
Q: From your perspective, why should hospital and health system leaders care about industry recognition like this?
A: Rebecca
Healthcare leaders are carrying an enormous amount of responsibility right now. Every workforce decision impacts patient care, team well-being, and financial stability. Industry recognition isn’t the goal, but it can be a useful signal. It can help leaders understand which partners are paying attention to the bigger picture, not just filling today’s gaps, but thinking ahead about sustainability, care delivery, and workforce resilience.
At the end of the day, what matters most is trust. Leaders need partners who understand the realities they’re facing and are committed to navigating what’s next alongside them.
Q: Looking ahead to 2026, what do you see as the most pressing workforce challenges for healthcare organizations?
A: Rebecca
The challenges themselves aren’t new, but the pressure around them continues to grow. We’re still facing clinician shortages, especially in specialized and high-acuity areas. Fatigue and burnout remain real concerns that affect retention and continuity of care. And financial constraints are forcing leaders to examine every investment more closely than ever.
What’s changed is how interconnected all of this has become. Staffing decisions now directly influence culture, quality, cost, and outcomes. Workforce strategy can’t live in isolation; it has to reflect the full reality of care delivery.
Q: How should healthcare leaders be rethinking workforce solutions in response?
A: Rebecca
I think the shift is from viewing workforce solutions as a service to viewing them as a partnership. Healthcare is too complex, and the stakes are too high, for staffing to be transactional. Filling shifts will always matter, but leaders need partners who take the time to understand their organization, their clinicians, and the realities of how care is delivered day to day.
The strongest workforce strategies are built collaboratively. They’re informed by shared data, honest conversations, and a long-term view of what stability really looks like. That includes planning ahead, supporting clinician engagement, and adapting as conditions change, not just reacting when challenges arise.
Q: How does Medical Solutions help translate that strategy into real-world results for health systems?
A: Rebecca
We focus on partnership. That starts with listening and understanding what each organization is truly facing, not just operationally, but culturally and financially.
That shows up through proactive planning, strong compliance and credentialing practices, flexible staffing models, clinical management, business insights driven by our enormous scale and advisory support that helps leaders make informed, proactive decisions.
Our purpose is to connect care. Everything we do is meant to support healthcare organizations in creating stability so their teams can focus on what matters most, caring for patients.
Q: What role does leadership play in workforce sustainability?
A: Rebecca
Leadership shapes the environment where workforce strategies either succeed or struggle.
Sustainable solutions require leaders who are willing to think long-term, collaborate openly, and invest in approaches that support both people and performance. It’s not about having all the answers; it’s about asking the right questions and being open to new ways of working.
That mindset is something we strive to bring to every partnership at Medical Solutions.
Q: What would you want healthcare executives to take away from your SIA Staffing 100 recognition?
A: Rebecca
I’d want them to see it as reassurance, not about me, but about the team and the approach behind the work.
Reassurance that they’re partnering with an organization that’s committed to understanding the complexity of healthcare staffing and staying focused on what truly supports care delivery.
Ultimately, this recognition reflects a shared effort. One rooted in partnership, accountability, and a genuine commitment to helping healthcare organizations build workforce solutions they can rely upon to evolve with their future.
Looking Ahead: Workforce Strategy as a Competitive Advantage
As healthcare organizations prepare for 2026, workforce strategy will remain one of the most critical drivers of care quality, operational efficiency, and financial performance.
Rebecca Rogers Tijerino’s inclusion on the 2026 SIA Staffing 100 North America list serves as external validation of a leadership approach centered on foresight, partnership, and long-term value for healthcare organizations.
For hospitals and health systems, it reinforces an essential truth: the right workforce partner doesn’t just help you manage today’s challenges, it helps you build confidence in what comes next.
Connect with Medical Solutions to learn more about how we support healthcare leaders in designing resilient, future-ready workforce strategies.
