Chart Check Up
Leveraging clinical perspectives for the middle revenue cycle – insights that drive impact. Offering support to keep current on clinical knowledge, coding updates, and industry trends.
Chart Check Up
Breaking into CDI: Navigating role transition from clinical care to documentation clarity
CDI Recruitment & Career Pathways
Laura Deiner – Director for Clinical Documentation Integrity, CommonSpirit
- Gives us her thoughts on:
- Recruitment Focus
- Hiring Process
- Onboarding
- Career Ladder
- Keys for Candidates
- Certification
Jen Davis – Recruiter, Acuity
- Joins us to talk through:
- Ideal Candidate Profile:
- Career Pathway
- Hiring Challenges
- Advancement
- Extra “Green Flags”
Overall Takeaways:
- CDI careers demand a unique blend of bedside clinical expertise, coding skills, and analytical ability.
- Employers value adaptability, communication, and willingness to learn over prior CDI experience.
- Remote work expands candidate pools but intensifies competition.
- Certifications boost credibility but are often gained after entering the field.
Today, I'm happy to welcome Laura Deiner to the program. She's the Director for Clinical Document Integrity for Common Spirit, and she is joining us to offer some expertise on the recruitment process and the hiring process and sort of an inside track at what hospital systems might be looking for. And so with that, really appreciate your being on the podcast. Thank you for joining us, Laura.
SPEAKER_01:Well, thank you for having me. I'm excited to be here.
SPEAKER_00:Just sort of broad sense, would you introduce yourself to our audience, give them a little bit of your background?
SPEAKER_01:So I have been a nurse for 30 years and spent about 18 years of my nursing career on a step-down multi-trauma unit at an organization, a facility here in Denver. I live outside Denver. And then I got into CDI, gosh, about... 12 years ago and really loved CDI, got into it and thought, wow, what an interesting perspective of nursing. And it's definitely been interesting to see how it's evolved over the years. I have worked with Common Spirit Mountain Division for eight years now, and I've been in the CDI world about 10 to 11 years. Oh,
SPEAKER_00:wow. Okay. So good experience there.
SPEAKER_01:Yes, sir.
SPEAKER_00:So when we're thinking of sort of the core components that someone trying to approach the industry would follow, if you had maybe a couple of ideas for on-ramps that are the best way to approach it, or is there a starting point you look for? So
SPEAKER_01:we fortunately have a really great recruiting department within our organization. And so they will first look at the resumes coming in and then send them my way. The biggest thing we look for is current clinical experience, so someone who's at the bedside and has been at the bedside for at least five years. We have found over the years that CDI has really evolved and changed, and you really have to have a strong clinical background to do a good job. So that's the biggest thing we look for when reviewing candidates' resumes. I would say, now, nursing, as you know, has so many different areas. So when I say clinical bedside experience, we like ICU, CCU, med-surg, oncology. We've found that nurses that have kind of gone towards case management tend to not have the clinical experience, although they have experience, you know, doing the case management piece. One thing with our organization, what we have found that has really proven to help us find strong candidates is we have a clinical competency exam that we offer. Yes, sir, that we offer before we even interview. Once we look at the resumes and we see that you have a strong clinical background, then we will set up a Zoom proctored clinical competency exam. Wow. Yes, and it has proven to really be effective. At first, I was kind of like, eh, I don't know about this, but it really does bring out the strong candidates. When those candidates take the exam and pass at 70%, then we go ahead and move on to our interview process.
SPEAKER_00:Okay, and so that's sort of a... sort of like a standardized test almost that would be...
SPEAKER_01:Yes,
SPEAKER_00:with our vendor, with
SPEAKER_01:our software, CDI software vendor. And we've done that for seven plus years. We've been doing that. And so I incorporate help with my CDI-2. We have a career ladder within our department. And so our CDI-2s will help proctor that exam over Zoom. So you don't have to be in person. It takes a couple hours and... The candidates finish the exam, and again, if they pass, then we move on to the second piece, which is the interview process.
SPEAKER_00:And that's just going to handle general clinical details that just show a depth of background?
SPEAKER_01:Yes, it's all clinical questions. There's nothing on CDI at all. It's just all clinical background, nursing questions, anatomy, physiology, those kind of questions.
SPEAKER_00:I'd love to get your perspective on sort of the, you had mentioned that you have a career ladder and sort of track or pathway. Could you describe that in a little bit?
SPEAKER_01:Sure. So everyone starts off as a CDI one, and then we have developed a CDI two. Let me just explain our leadership team and then I can kind of plop in the CDI two pieces into it. So within our leadership team, we have what are called leads. So we have three leads and each one of the leads has about 10 CDIs underneath them. And then within that lead and CDI team, we have what's called a CDI2. So it's basically someone on the team who has wanted to do some extra things. So they help the leads out with some analytical reporting. They're kind of the go-to person if someone on the team has a question during the day and basically anything that the lead needs them to help with. And again, they help with proctoring the exam. We have two educators on our leadership team and they are in charge of our onboarding. Which is fantastic to have two people that are the expertise there. And I will tell you, I can't say enough great things about our two educators. They've really developed a strong, strong onboarding process for us. And what I wanted to say is, I know we were talking about how to find a CDI and if you're a CDI going into it, what... you know, what we look for. And I'll tell you, we don't necessarily look for somebody that has experience, although we do appreciate somebody that does have experience. We will look at them. And CDI, as you can imagine, is different across the systems across the country. So I would say 85 to 90% of our CDI team has been onboarded with no experience. Wow. So they come to us brand new and, you know, make it through the interview process. And then we start with the onboarding process and they've had no experience. And And I have to brag, our team does a really great job within that because we have our educators, we have, you know, proctors that meet with each team member. I check in with the team or the new, I'm sorry, I check in with the candidate frequently with our onboarding. We have a very, I like to say low key onboarding because, you know, The thing with CDI and nursing is we don't learn CDI in nursing school. Like it's completely different. And it's not necessarily like you're taking, oh, I'm going to go from a cardiac unit to a medical unit. We feel like it's a career change. So you're basically going from being an expert to a novice. So you have to remind people when we hire them that, you know, they're going to be starting at the very bottom and learning and give yourself grace and it's okay to not know anything and we really adapt that at the beginning just so people give themselves a chance to do this job.
SPEAKER_00:Such a great point that the more I have come to know about this career track and this path, it's such an interesting blend of intense physical science knowledge in this basis of having a clinical background, but then to have it meld with this sort of almost like legal environment where you are layering in this whole extra set of knowledges that you have to bring to the table. It's great to hear you say that Especially the part about have grace. That's it, absolutely, to not beat yourself up too much.
SPEAKER_01:Exactly, exactly. That
SPEAKER_00:was so good, especially to hear about the onboarding without previous experience, because the more I've looked at it, it just seems so intense and tough to get over that first hurdle of gaining experience.
SPEAKER_01:And I'll tell you, within our interview process, and this is for people that are looking for a job as a CDI, really research what CDI is as much as you can ahead of time. We have an interview template that we ask our questions from. And one of the first questions we ask people is, why do you want a job in CDI? And what do you know about it? And honestly, we've had a lot of people that have no idea what they're interviewing for. And it's kind of crazy to me. It's like, well, you're interviewing for a job. So I would just say to people out there, if you are interested in this position and you get the chance to interview somewhere, please do yourself some service and really review it. Now, that doesn't mean you're gonna know everything about CDI because it's complicated, but at least have some background on what you're interviewing for and not just that it's a remote job because our organization, it is remote. I know some other organizations across the systems, across the country, That's an interesting
SPEAKER_00:point then, because you're also then going against a job market of the whole nation once you adopt that remark. That's an interesting idea. I'm sorry to interrupt you
SPEAKER_01:there. No, it's okay. All these thoughts are coming to my head. I'm going off. So let's see, the rest of our leadership team would be, we have, this is the newest position, but it's been like a few years now, is a CDI quality liaison. And so that's somebody who helps us deal with hacks and PSIs and anything quality related. She's kind of the intermediate between the quality department, coding and CDI. She also has what we call a CDI2 working with her. So that makes up our leadership team. Our CDI department right now is 35 people. Wow. Just so you know, that's where we sit. So anyway, so within the latter, you know, when these positions come up, I know you had asked, like, do we like to hire internally? And I would say yes, absolutely. I love to see people grow within the systems and our department. So we absolutely love when people within our department want to move up and apply for those positions.
SPEAKER_00:Well, that's great news. It's even just to have heard you say that there is a ladder and a track and that it is ingrained into your process in that way, which is a great attribute to have that we don't see everywhere. It's certainly great. Okay. As part of gaining certificates, do you have an outlook or an insight into where to begin or what the best foot forward would be?
UNKNOWN:Yes.
SPEAKER_01:Well, so it's interesting with CDI. So you to to get a certification through Actis, which is our national organization for CDI, you have to be working two years full time and then you can take the exam to get that certification. You have to be a nurse for two years working in CDI full time. you know, obviously people that are new in the field would not come with that certification, but we do encourage people to take it and to take the exam and to become certified. And then there's CEUs that you do. We don't at our organization offer anything in particular when you have it, but we just give you a pat on the back. I think it's, I think it's important. It is, like I said, you have to be here for two years. And it's a, it's a really good test. It's, it's yeah. Hard. So when you pass it, I mean, it's a big deal. So I know other organizations, some of them do require you to have your CCDS. And of course, then you would have to have experience. But we do not require it. But we like it when people do come to us if they have experience and they do have the CCDS.
SPEAKER_00:So it's a bonus, but it's not a requirement.
SPEAKER_01:Correct.
SPEAKER_00:Okay. Yes.
SPEAKER_01:That was a short answer for a long answer.
SPEAKER_00:No, no, no, not at all. The whole point here is to capture your perspective and your expertise about it and smaller, longer answers.
SPEAKER_01:Sure. Well, and I would say I do think it's important. Do I think that if you don't have it, you're not going to be a good CDI? No, I think you can be a great CDI and not have that certificate.
SPEAKER_00:So as we move through sort of the onboarding process, you had brought up that you had an education team that you were really proud of. Are there some special elements or some special parts to that?
SPEAKER_01:Well, I would want to start with, if you don't mind, so our interview process, we have what we call like an interview guide. So we have the same guide that we use for every single interview to keep it fair and We've developed this over the years. Like I said, we're 100% remote, so all of our interviewing is also done via Zoom. That's been an interesting experience. As of today, everybody seems to be able to get on Zoom pretty easy. Initially, that was kind of hard. We had to make sure we could get our interviewees online. Absolutely. And on Zoom and nurses coming from the bedside might not have that experience. You know, we walk them through and help them get on if they can't get on, but that has not been a problem lately. And on the interview, we will have myself, And one of the leads and then one of the educators and then the interviewee. So there's four of us on there. And we always start off, I like for my team to introduce ourselves and tell the interview a little bit about ourselves and, you know, why we like CDI. And then we go to the interviewee, have them tell us about themselves. Again, that question, why are you interested in CDI and what do you know about it? And then we do have questions that we go through and we kind of take turns asking our fun questions. And then what we like to do is we like to kind of go through like what a day in CDI looks like, what the role of a CDI is. We go through onboarding, what that consists of time-wise. We do give our new associates, they get all the equipment. that they need for the job. So we go over that. I explain kind of our org chart and our leader roles. And then we talk about schedules, PTO holidays and those kinds of things. So it's pretty in depth and we usually get to the end and we ask our folks if they have any questions and we usually have answered most of them just because we've done this for so long. But we really try to get to know the interviewee as well as you can by asking just as many questions questions as you can. You know, it's just a different world for a CDI than a bedside nurse in regards to sitting at a desk all day when nurses are used to running around. So we make sure that, you know, folks are okay with being partially isolated at home. How do they feel about that? How do they feel, like I talked to you about becoming from a expert to a novice. Do they like to, and are they comfortable talking to physicians on the phone? Because that's part of the job, doing that as well. And it's a little bit different when you're talking CDI as a new CDI to a doctor than talking clinical when you're at the bedside. But we want people that are going to be strong and confident and brave and be able to do those things. So that's That's the interview template that we have. And then when our folks start our organization, they'll have one day of like organizational hospital orientation. And then we jump right into it. And both of our educators are in charge of onboarding and they start off with just the foundation basics of CDI. walk through that. Our CDI software offers a didactic that goes through all the body systems in the DRG and the new associate will go through that on their own and then meet up with the educators a couple of times during the day that first week to discuss any questions on that. And then they literally just jump right in and start reviewing cases. They do that a couple of weeks and then they get hooked up with a proctor. So each team has a couple of people that we have that like to proctor and work with new people. We found that it's important to have people that do like to do that. I thought it was interesting. I just assumed everybody liked to do that and not everybody does, if that makes any sense. So we really want to pick people that can teach and feel comfortable teaching and want to work with new people. So most of our team does. Every once in a while, you find someone who doesn't love it. And basically, we just start reviewing cases kind of hands-on within the system. The new employee is never really left alone too much, I'd say, probably for the first six weeks or they always have somebody at the side. And then even after that, we're always available. Like I told you, we work remote. So we tend to use messaging a lot. So messaging back and forth, or I am a big Zoom on camera gal. So the team will get on like you and I are on Zoom and have conversations. Lots of checking in with the new associate, making sure that they're comfortable and trying to answer any questions. Again, reminding them to give themselves some grace. And each onboarding kind of differentiates or is differing in the time in regards to, some people might pick it up a little faster than others, but I'd say within like 10 to 12 weeks, pretty much going to be on their own. And then we do tell people, give yourself a good year until you really feel comfortable. And again, we never just throw people out there where there's always somebody there to help answer questions, to check in. Each team does huddles where the teams get together in the morning and discuss things. And the new associates always involved in that at the beginning. I feel like people do really well and they have the opportunity to kind of go at their own pace and and feel okay about it
SPEAKER_00:it's such an interesting process to explore because as you as you exactly said that you go from expertise in a clinical bedside setting and then often making both the transition to a whole new knowledge set with cdi but then also often working remote where you don't have those with that water cooler or the uh the The charge desk or that focused physical location to meet around. Right. Yes. You guys have conquered a lot of those challenges across even the last just even five years where we've really moved from a less remote, friendly society to now having a larger role.
SPEAKER_01:Yeah, it's been very, very interesting to see how it's kind of changed over the years, but I'm also very big on connection, and I think that's really important, especially for a new person to feel like they're part of the team. We do... weekly department huddles where we kind of get together and we just, I'll ask a question of the month, like, what's your favorite movie? And then we'll get on and share and share pictures and stuff like that. So, you know, even though we're remote, just trying to remain cohesive and to make people feel like they're part of something, even though they're sitting at home.
SPEAKER_00:Is there anything else about onboarding that strikes you as a good topic to talk about?
SPEAKER_01:One thing I would... This isn't on onboarding, but I'm reading my notes. I don't know if we can go back. How I talked to you about knowing about CDI, another thing that I would suggest for people is to make sure your resume is tailored towards a CDI job. So I've seen in the past just resumes that are outdated or say I'm looking for a job doing something else. So that would be another thing that I would suggest because we see so many resumes come in that... you really want to make sure that your resume is like detailed up to date towards a CDI position, you know, tailor it around that. So I went backwards a little bit, but that is one thing that I thought I would mention because there are, we do get a lot of candidates. And so when someone's looking at it, if they see that the person's really interested in CDI, it helps.
SPEAKER_00:That's a great point to stand out in a good way, not a bad
SPEAKER_01:way. Yes. Yes. I made a list of like, characteristics that I thought were strong and what we look for. And I talked about the solid clinical expertise, recent bedside experience, good communication skills, and like being assertive. As I said, sometimes you have to call the doctors and being able to be adaptable and flexible, learning, confident, attention to detail, all those fun things, self-motivated, and team-oriented, friendly. outgoing personality now that's not you know you don't have to have an outgoing personality but it does help i mean we like to have fun when we're working we spend a lot of time at our job so it's like you know to be able to get along with other people and to enjoy your job is to me is important
SPEAKER_00:i don't want to take too much of your time either but it has been Great to have you on the program, Laura. Thank you very much for joining us. We really appreciate both your time and your expertise.
SPEAKER_01:Well, thank you. I appreciate, I'm honored that you had me. I appreciate it very much. I'm
SPEAKER_00:joined today by Jen Davis, a recruiter with us at Acuity. And I really welcome you to the show. I really appreciate your being on with us, Jen.
SPEAKER_02:Thank you so much for having me today. I appreciate it. I'm excited to be here.
SPEAKER_00:Will you tell us a little bit about your background and how you came to work with us here at Acuity?
SPEAKER_02:Absolutely. So I've been in recruiting HR in some capacity since I was in my early 20s. I've always enjoyed the recruiting side more. I like the fast pace. I like the interactions I have with different candidates and different positions. I come from a wide variety of industries, anywhere from hospitality production. I've worked for hospital systems in the past and a few county and state agencies. And I was lucky enough to find this position three years ago. I started out at Acuity as a talent acquisition specialist, which provides more support to the team. And then I was promoted a year ago to a recruiting seat here, and I'm really enjoying it so far.
SPEAKER_00:Awesome. That's great. That's great. I really appreciate it. And I'm looking forward to hearing your expertise and perspective on what the recruiting environment is like now and how best for someone who's interested in making the leap to a CDI or coding career and what an on-ramp or a pathway to that might be.
SPEAKER_02:Sounds good. I would be happy to share any answers to any questions you might have regarding that.
SPEAKER_00:Awesome. Okay. In a general overview, just as a position opens up for you, how did you organize or what's the biggest green flag you're looking for out of resumes that come across your desk?
SPEAKER_02:For a CDI query writer, we would look for someone who has experience both in a clinical aspect, such as a registered nurse, or or a physician who might have a foreign medical graduate degree, and someone who also has a coding credential, that those two together are always a big green flag, and then usually two to three years of experience in a CDI setting.
SPEAKER_00:Okay. And with the years of experience, is there a hierarchy or a best place to begin with trying to get experience?
SPEAKER_02:Absolutely. We actually have, there's a roadmap to being able to get a CDI specialist background. One thing we encourage is get a relevant clinical degree. The majority of our CDI query writers at Acuity are registered nurses. We do have quite a few as well who are foreign medical graduates, and that clinical experience is really necessary to be able to be successful in that role. And then once they have that degree, gain that clinical and healthcare experience, we generally recommend require a minimum of three years in an inpatient setting. So experience in med surgery, ICU, or trauma care is definitely a plus as that gives a wide range of experience. Third on that would be to develop knowledge in coding and reimbursement. Once you get that experience working with charts and coding, you can go and get your coding credential through an authorized agency. And then once you have that coding credential, you are able to apply for that position. And with those experiences and background, you will generally be able to move through the interview process.
SPEAKER_00:Awesome. I hate to be so new to the space as to inquire about the coding credential, but this would be the CCDES?
SPEAKER_02:Yes, there are several credentials that we work with. And coding credentials, just to share, they're really important for the position as it shows that someone does have that required education and the coding experience needed to perform the CDI query writer position successfully. There are the CCS, which is a credential you can get through AHIMA. There is CDIP, which you can also get through AHIMA. And there's a CCDS, which you get through Access. Both of those agencies are able to provide those different credentials, and each has different requirements for being able to get that credential. As an example, a CCS credential would be the initial credential. The requirements for that are one to two years of coding experience. or completing a coding training program, and then you'd be able to apply for and take that assessment. The CDIP is, a step up. That would be through AHIMA, and that does require two years minimum of CDI experience along with an active credential or license. So someone would already need to have their CCS to go for that, or be it like a registered nurse or that foreign medical doctor or medical doctor that we had talked about previously. And then there is the CCDS, and that one is through access. That requires a minimum of two years experience in CDI in an inpatient facility along with having an active RN or MD license, or having a minimum of three years experience in CDI in an inpatient care facility, along with having that CCS already from AHIMA.
SPEAKER_00:Awesome. Thank you. I appreciate you clarifying that for me. I know that some of our listeners will be old hands at that, but certainly that also that we're looking towards... Hoping to offer a little bit of a resource for people to join this space that'll be helpful to
SPEAKER_02:get
SPEAKER_00:the complete picture of it.
SPEAKER_02:And the best websites to go to, AHIMA is one of them, and then Access is the other. Those are the two main credentialing associations that are in the United States that are very popular, and they have a ton of information there regarding the steps to take to be able to be credentialed.
SPEAKER_00:Awesome. We'll include links for that in our show notes. and make sure that other people are able to find that. Touched on that as such a good resource. Do you feel like there's going to be a sort of change in the climate on the hiring process or the job market as you look forward towards the future?
SPEAKER_02:Not really. For the CDI position, it's a very niche role. So it's not the easiest to find candidates for simply because of the job requirements. It's a unique combination of clinical knowledge, coding and document experience and analytical and communication skills. And that blend isn't common. We have many qualified clinical providers who apply, but they lack that formal training and documentation or coding. So that does cut back the candidate pool. But we always try to encourage, like I said, to to get those coding credentials and get that extra set of skills, because then we can definitely consider them for a CDI query writing role.
SPEAKER_00:Awesome. Okay. If you were speaking to someone who was sort of in the middle of their initial two years of gaining that CDI experience, what would you say was the additional element they might be able to add to their resume or their experience or a highlight, something that would jump out to you as they cross that line of having the needed two years experience in coding in order to catch your eye?
SPEAKER_02:Absolutely. An extra plus or a green flag would be working in different departments. As I had said earlier, having experience in med surgery or trauma or ICU care is a plus. The wider range of department experience they have is definitely something that would catch our eye. Given the amount of charts that we work with here at Acuity, that's always an extra benefit because they have more knowledge in various areas.
SPEAKER_00:That's a great point that I had considered that as part of our environment here at Acuity that you have to see all sorts, all things coming through. That's a great point to make. I appreciate it. I know that previously we had talked a little bit about the challenges of finding new employees and that it had come up that we could maybe discuss a little bit about that.
SPEAKER_02:Yeah, so for just some challenges that we run into with hiring, as I had stated earlier, it is a very niche skill set. There's also an experience barrier at times. Many companies, including Acuity, do require that our CDI candidates have at least two plus years of inpatient CDI experience. Entry-level CDI roles are very rare. hard to come by. So competition for them is very high. So it does seem to take people who are interested in going into that field a little bit longer just because there are people who can do it. There's just not the jobs out there as frequently as we would like them to be for them to get that initial experience. There's also a very high demand and low supply. Experienced CDI candidates are generally already employed and are not actively job hunting. And with many CDI positions being remote, we compete nationally now for the same candidates instead of just locally. So there is more competition amongst employers to get those same candidates. Another issue would be credentialing requirements. We do have a lot of applicants who are qualified clinically, but haven't taken the steps to be credentialed. So without that, you know, we're not able, unfortunately, to consider them for the role just because they do need that extra coding credential to ensure that they're able to do the position.
SPEAKER_00:That's a really great point about also something I hadn't considered about the industries that employ remote workers that you do have a nationwide competition there. That's a great point I hadn't considered before.
SPEAKER_02:Yeah, it's definitely changed with remote work. Thinking of the past, you know, with us, our corporate office being in New Jersey, you know, we would have that area, you know, the states around it. But now, you know, we can have candidates apply from all over, but they're also applying for other jobs. And there's definitely a lot out there and not as many candidates for those positions.
SPEAKER_00:Hawaii and Alaska, welcome. There you go. That's a great point. I like that. Considering a little bit about looking on a balance between looking for internal candidates or external candidates, do you have any... ideas on the balance there of hiring from within?
SPEAKER_02:Absolutely. So while we would love to hire internally and promote internally, we really encourage our internal employees to apply for promotional opportunities. For a CDI query writer, that would generally always be an external hire just due to the position requirements. They're so specific with the clinical experience as a nurse or physician, along with that inpatient CDI experience and the required coding credential. Our positions that we have here that might be considered more entry level wouldn't necessarily lead them into that. As an example, like someone who's in inpatient coding could possibly become a DRG integrity specialist because their skills can be transferred to that. We really don't have that type of opportunity for the CDI query writer role. We do have a lot of positions that we can promote to once someone is in that CDI query writer position, though. And one of the nice things about Acuity is we don't have a long period of someone needing to stay in their current role prior to being able to apply for anything promotional. So as an example, a CDI query writer would just need to be in good standing in their position with Acuity for one year, and then they could definitely apply for anything promotional And most of our promotional opportunities are only posted internally, which means they have a much higher chance of being considered because we're not getting, you know, the 200 plus applications externally. Positions that they could be promoted to include team lead for CDI services, manager CDI services, or even at times we do have director of CDI opportunities come available.
SPEAKER_00:Wow. Okay. That's a great perspective. I really appreciate it. Jen, I really appreciate you joining us on the podcast. It's been wonderful to touch on your expertise and experience that you've had. And I think it's going to be a great discussion that our listeners will have enjoyed. I really appreciate it. Thank you.
SPEAKER_02:Yeah, thank you so much for having me. I really enjoyed speaking about it and always happy to come on and share any knowledge that I might have gained from working here regarding any of our positions.
SPEAKER_00:At Acuity, we're transforming healthcare reimbursement with a provider-driven, innovative approach. We share valuable clinical and coding insights and current best practices to improve financial outcomes across health systems. If you have any questions or would like to offer a topic to discuss, please email info at acuityhealthcare.com. Opinions expressed in this production are those of the host or guests and do not represent official stances of Acuity. The suggestions, advice, and guidance provided by the individuals featured in this podcast are not intended to replace any medical advice, consultation, or treatment you may receive from your healthcare provider. Later.
