The fertility field is experiencing a critical workforce shortage just as demand for services soars. From embryologists in the lab to reproductive endocrinologists (fertility doctors) and specialized nurses, clinics are struggling to recruit and retain the talent needed to care for patients. This shortage, coupled with lengthy hiring and credentialing processes, threatens to delay treatments for hopeful parents. In this post, we examine the scope of the staffing challenge and explore strategies – including faster credentialing with Credentially – to overcome hiring barriers.

A Growing Shortage of Specialists

Several converging trends have created a talent crunch in fertility care. Infertility now affects about 1 in 8 couples, and more people are seeking IVF and other treatments later in life. Technological advances (like improved IVF success rates and genetic testing) and expanding insurance coverage for IVF are boosting patient demand. However, the supply of trained specialists isn’t keeping up. There is already a**“growing shortage of embryologists” in the U.S., expected to worsen as the IVF market expands**. Embryologists require advanced degrees and years of hands-on training to master procedures like fertilization and embryo culture. Few educational programs exist, creating a bottleneck in the talent pipeline

Similarly, reproductive endocrinologists (REI physicians) are in short supply. Only about 40-50 fellows graduate in REI nationally each year, which is not enough to replace retiring doctors and meet rising patient load. In a 2022-23 survey of fertility specialists, most respondents voiced concern that there are not enough REI doctors to meet current ART demand.

In fact, **68% said U.S. IVF capacity must be increased** to avoid excessive wait times and patient travel distances. Already, 74% of providers report new patients waiting at least 2 weeks for a consultation, and over 40% report average waits longer than one month.

Beyond physicians and lab scientists, clinics are also challenged to find skilled fertility nurses and coordinators. Fertility nurses play a vital role in patient education, cycle coordination, and emotional support. The field’s rapid growth means experienced fertility nurses are highly sought after. Rural areas and smaller clinics especially struggle to hire staff with ART experience, contributing to geographic disparities in fertility care access. Workforce shortages not only limit a clinic’s capacity to take on patients, but can also impact quality of care if staff are overextended.

Burnout and Retention Challenges

The shortage is compounded by burnout among existing fertility staff. IVF is a high-pressure, emotionally charged field – employees often work long hours and carry the weight of patients’ dreams. This can lead to stress and exhaustion. Nearly half of nurses in healthcare report high burnout and the fertility niche is no exception. In fertility clinics, *“nursing burnout can happen quickly,” causing staffing shortages and even lower patient conversion rates* (patients delaying or canceling treatment). Embryologists and physicians are also at risk of burnout due to the meticulous nature of their work and the need for constant vigilance to avoid errors. A survey by the Society for Assisted Reproductive Technology found many IVF lab professionals feeling understaffed and overworked, especially during peak treatment seasons.

High turnover is a serious concern – losing an experienced embryologist or nurse means losing hard-to-replace skills and knowledge. Clinics must then spend time and money recruiting and training a replacement, if they can find one. Retaining talent through a supportive work environment is thus a key part of overcoming shortages. Experts recommend measures such as offering competitive pay and benefits, providing opportunities for professional development, and fostering a positive team culture to improve morale. Simple steps like recognizing staff achievements, ensuring reasonable work-life balance, and addressing burnout proactively (through adequate time off or counseling resources) can go a long way toward keeping valued staff.

Credentialing Bottlenecks Delay Hiring

Even when a clinic successfully recruits a new physician, embryologist, or nurse, onboarding can be slowed by cumbersome credentialing processes. Healthcare is a heavily regulated industry – new hires must have their licenses verified, background checks completed, references collected, hospital privileges granted, and be credentialed with insurance payers. This administrative gauntlet often takes 90 to 150 days for physicians

and many weeks for nurses or lab staff. Every week of delay is a week the new hire cannot treat patients, exacerbating access issues. Clinics sometimes lose candidates who get frustrated waiting or receive another job offer in the interim.

Several factors contribute to these delays. Licensing boards in each state vary in speed; some still rely on mailing paper forms which drags out the timeline. If a recruit needs a new state medical license (common if you hire a physician from out-of-state), it could add months – physicians are told it takes ~60 days, but in some states it can exceed 6 months. Credentialing with insurance networks (so the clinic can bill for the provider’s services) is another slow step, often 60-120 days per payer. All told, a clinic might wait 3-6 months before a new doctor is fully cleared to practice independently. During that time, patient waitlists grow and existing staff shoulder extra loads. These bureaucratic hurdles are not just paperwork – they tangibly impact care delivery and staff workload.

Strategies to Overcome Hiring Challenges

Fertility clinics are adopting creative strategies to tackle the workforce shortage and streamline hiring:

• Invest in Training Pipelines: Some clinics partner with universities to support embryology and andrology training programs, creating a pipeline of future lab scientists. Offering internships or sponsoring employees for advanced training can grow the talent pool.
• Competitive Recruitment and Retention: Clinics are using incentives like signing bonuses, relocation assistance, and flexible schedules to attract talent. Equally important is retention: providing mentorship, career advancement paths, and a healthy workplace culture to keep staff engaged long-term.
• Optimize Workforce Utilization: Cross-training staff (e.g. training nurses or lab techs to handle certain tasks) can provide coverage when specialist roles are understaffed. Utilizing physician extenders or telemedicine for consults are other ways to extend limited specialist resources.
• Streamline Credentialing and Onboarding: By removing bottlenecks in the hiring process, clinics can bring new hires onboard faster. This includes dedicating staff to credentialing tasks, leveraging the Interstate Medical Licensure Compact for multi-state licensing, and using modern software solutions to automate paperwork.

Fast-Tracking Credentialing with Credentially

One of the most effective tools to speed up hiring is adopting a digital credentialing platform like Credentially. Credentially automates the tedious steps of verifying licenses, certifications, references, and background checks. Instead of weeks of back-and-forth emails and faxes, Credentially allows applicants to upload documents to a secure portal and triggers instant primary-source verifications. The platform can slash onboarding timelines dramatically – healthcare organizations have cut their onboarding from 60 days down to just 5 days using automation. For a fertility clinic, this means a newly hired physician or embryologist could start treating patients in a week rather than two months.

Credentially also tracks expiration dates and compliance requirements, ensuring new (and existing) staff maintain all necessary credentials without manual oversight. By eliminating manual data entry and “chasing” of documents, clinic HR teams free up time to focus on recruitment and training. The faster a hire is cleared, the sooner they can join the team and relieve the workload. Moreover, a smooth onboarding experience creates a great first impression on the employee, which supports retention. Credentially’s all-in-one system helps retain top talent and impress regulators with 100% audit compliance of staff credentials – a win-win for workforce and compliance needs.

In summary, while workforce shortages in fertility care pose a serious challenge, clinics can overcome hiring and credentialing barriers through proactive strategies. By expanding the talent pipeline, caring for staff well-being to reduce turnover, and embracing technology like Credentially to expedite onboarding, fertility centers can ensure they have the right people in place to meet growing patient needs. Automation in credentialing and compliance not only accelerates hiring but also sustains a culture where clinicians can focus on patients, not paperwork. With these steps, fertility clinics can continue to deliver exceptional care despite the staffing headwinds.

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