Sure.
two with out areas. it, the Josh. start And is I'll I'll this one. really, break key Justin, that into
And and supplemental momentum both. in a You then you on market. extremely if the net alluded even experienced in very perspective, our to with all There's XXXX, hiring have. retention look clinical time the of throughout tough full our there's we I'm - recruiting pleased the staff you deck, labor staff that
history. of a touch experienced So balances over before even scales the we've we're both doing track recruiting, acquisition hiring growth front, in I'll pivot we our increase in consecutive the on just the to really first, and quarter, there. the on retention. five our things hires that specific this recruiting few the net now quarters team. of I very last highest recruiting But On had here. we've of we've retention. of And company's just And an mentioned numbers a I talent and seen that's more lot of
into have the branding that but past, many acquisition areas. other localized very model, they we've in As we with described and is deployed out markets because ways your centralized we a in are local recruiting serve, the along talent
So exited. we've from XX to last entered when we that when we grown year XX
one managers see measures. watched time in those roll candidate and increase of I A last got good recruiting things to the our and even we've retention and well. And on call other efforts. dovetail specific and employee out all my metrics for program interview we've talked and did couple of equity in the hiring as dedicated done. XX% to referral recruiting under staff, an types in had January, we've feedback We areas. about our our as that quarter team, for year, really, out for the of that get but So just continue every on very talent improvement performance X,XXX only year And lead made We last We've may really under our then in inclusion. I'll right recruiting program from closed some of for speed provide on our that very I've good hiring. velocity acquisition got process not the specific scheduled around team, alone. all improvements process We've in to hires use I our mention areas sequential is in the metrics, real application our last from those DE&I of diversity, also
the I'm for industry that our level, choice sure to leads from even team members in industry comes for lot turnover acquisition that staff. is a also all only gears of a for the to a we efforts. effort make We members. the Diversity talent a that the those local our targeted with of recruiting but retention, all voluntary Officer the us, of local at and frontline And And continue to into pleased leader very across those have from employer market armed of markets she and to, engaged are that have when peers, but in our for all access integrated DE&I perspective, shifting Chief our the then we to local targeting team data be that it not we're
Although bit been to two element. our employee have to there, The there. company to retention perform efforts we're recently is to a to all culture seems perspective. it as point also, I work then to efforts it well areas I the has for throughout DE&I We've have been you best And little would around stabilized, up a company company for, specific retention, best retention. I continuing engagement. our as point and women the pandemic, would work things, as for for One recognized highlight would the culture. in well from a
overall solid. program on the with over out into organization. throughout engagement score call them this third-party our engagement is with of XX,XXX a X, conversations, employee process managers internal last our we an And employees, engagement embedded completed partner which we've sessions Internally, external extremely X.X have and engagement We the and we but year, of efforts. had of our all
employment engaged perspective. across at of for where we've an that reporting engagement sources we're third-party there. engagement doing a then surveys satisfaction look And kind also consistent pulse you partner, from employee and other If
from front. perspective, for your your into. more leg to really feel find I ways to practices think, to frontline work, streamline I the And lot for another we've to lastly, employees that scheduling on put frontline efficient think of a workforce want good make about things a lot that environment and today's in effort I and anything your then up So where do improve is can big automate processes, they workflow efforts of really you a comparing us
a long-winded is So was I of know a operations industry. want right to I leading that are but point great all in say job. our our And now just an out know important this answer, such this that I team to they're there, charge doing because members kudos