Healthcare employee experience platform
You'll know before they give notice.
Swell is the healthcare employee experience platform for multi-location groups — the agent runs anonymous pulse surveys, tracks eNPS, and flags retention risk by location and role before it shows up on Glassdoor.
Built for dental and specialty groups running 20 to 500+ locations.
Which locations are about to lose their best people?
The healthcare employee engagement software most groups own can tell you the company average. Swell's organizational heatmap shows engagement and eNPS by location, department, and question category — pick a region to drop into its locations, and select any cell for the theme Swell pulled from that team's own words.
What your current turnover rate costs
Move the inputs to match your group. The answer is a range on purpose — anyone quoting you a single number is selling.
Assumes $10K–$30K per clinical hire in recruiting, onboarding, temporary coverage, and lost production. Where you land depends on role mix and time to fill.
What does a healthcare employee experience platform actually do?
A healthcare employee experience platform replaces the annual engagement survey with a continuous feedback loop built for clinical operations. Swell sends short anonymous pulse surveys on a cadence employees will actually answer, then turns the responses into something a regional ops director can act on Monday morning.
eNPS and engagement scores roll up by region, brand, location, department, and role. Open-ended comments cluster by theme. The Swell agent flags the locations where sentiment is sliding and tells you which categories are driving it — compensation, workload, manager, career path — so coaching conversations start with evidence, not anecdotes.
An annual survey tells you what your workforce felt nine months ago
Scrub the year. One clinic, one hygienist, three ways of finding out.
Swell had the signal in week 6. She resigned in week 28. The survey reported it in week 39.
An annual engagement survey is a lagging indicator by design. It is a photograph of a year you have already paid for.
How do employee pulse surveys for multi-location healthcare actually work?
Nobody on your team writes a question or builds a survey. Swell ships a calibrated pulse cadence on day one, routes the right questions to the right roles, and reads what comes back. Three moving parts — none of them are yours.
The pulse goes out
Four questions by text, every week, to clinical staff. Swell writes them, sends them, and follows up with the people who did not answer.
Answers roll up
Every response lands against a department, location, region, and role. eNPS becomes a line you can watch, not a number you get once a year.
AI names the theme
Open-ended answers get read for recurring themes and sentiment. You get “compensation, at four Texas locations” — not a 6.4 with no explanation attached.
Glassdoor and Indeed reputation monitoring, handled
Your employer brand lives on Glassdoor and Indeed whether you manage it or not. A 3.4 quietly thins your applicant flow, and the candidates who do apply arrive already skeptical. Swell watches your ratings across the group, sends review invites to the employees who are already engaged, and surfaces themes the same way it does for patient reviews — flagging a single location before its candidate pipeline dries up.
eNPS, action items, and turning feedback into decisions
How does eNPS work across a multi-location healthcare group?
eNPS in a multi-location group only matters when you can see it by location, brand, and role — not as one rolled-up number that hides the locations in trouble. Swell calculates employer net promoter score after every pulse cycle and shows the trend per clinic, per department, and per manager. A CHRO sees the network; a regional director sees the five locations sliding this quarter; an office manager sees their own team's score and the comments behind it.
Action items prioritized before anything escalates
Swell ranks feedback by urgency and routes it to the person who can actually fix it. A spike in negative comments about workload at one clinic becomes a ticket for that regional manager, with the survey context attached. A drop in eNPS for a single department becomes a flagged item on the leadership digest. Office managers stop hunting through dashboards for what matters this week; the platform tells them.
How does Swell turn employee feedback into something a leader can act on?
Raw comments don't drive decisions. Swell clusters open-ended responses into the themes that matter — workload, schedule, manager quality, pay clarity — and tags each theme with the locations and roles it's showing up in. Sentiment scores roll up alongside eNPS so the leadership digest reads in a minute. The platform tells you what to fix and where; your team does the fixing.
Why healthcare-specific, and not a generalist tool?
Nobody on your hygiene team is going to answer a question about cross-functional collaboration. They will tell you about the autoclave, the schedule, and their regional manager. Swell's question categories are written for clinical environments, its benchmarks compare DSOs to DSOs, and its retention predictors are the ones that actually move in a clinic.
Employee engagement & eNPS features
A continuous feedback loop built for clinical operations — no survey-writing required.
Turnkey setup
Upload an employee list or connect via API and start gathering feedback automatically.
Automated pulse surveys
No writing questions or building surveys — Swell's pulse surveys go out automatically each week.
Employer reputation
Monitor and manage your reputation on Glassdoor and Indeed, and send employee review invites.
Actionable insights
The agent reads every comment, clusters themes by location and role, and surfaces what to act on first.
Detailed analytics
View anonymized responses and organize by department, question category, location, and brand.
Organizational heatmaps
See which departments need attention, and in which question categories, at a glance.
Healthcare employee experience platform vs a generalist HR survey tool
Generalist engagement tools were built for desks, not operatories. They benchmark you against tech companies, ship templates that don't speak to clinical roles, and treat your 80-location group as one tenant with one number.
Swell — built for multi-location healthcare
- ✓Question categories written for clinical environments
- ✓Retention predictors: direct manager, materials & equipment, schedule
- ✓Heatmaps across 80+ locations, filterable by region
- ✓One short weekly pulse by text — turnkey after setup
- ✓Glassdoor & Indeed monitoring in the same platform
- ✓Patient and employee signal connect at the location level
Generalist review / survey tools
- ✕Templates built for desk jobs, not clinical roles
- ✕Benchmarks you against tech companies
- ✕Treats an 80-location group as one tenant, one number
- ✕Survey design and distribution is your team's job
- ✕No employer-reputation monitoring
- ✕Survey data siloed from everything else
Healthcare groups that trust Swell
Real results from multi-location groups running reputation and patient experience on Swell.
“The support that Swell offers was more than others could offer. NPS data has been incredible to have, and review volume has increased tremendously.”
One platform. The entire practice experience.
One AI agent and one data layer across reputation, patient experience, and employee experience — so a survey complaint, a Google review, and a staffing issue at the same location all connect.
Online Reputation Management
AI-powered review generation and response for MSOs, DSOs, and consolidated healthcare groups. The agent reads every review and drafts on-brand, HIPAA-compliant responses for one-click approval.
Learn more →Patient Experience Insights
Surveys after every visit. Open-ended comments cluster by location and provider, so operational issues surface before they show up in your ratings.
Learn more →Employee Experience Insights
Anonymous pulse surveys that detect retention risk by location, department, and role — early enough to act, before it hits Glassdoor.
Learn more →How does a multi-location group get started?
Upload an employee list or connect via API — Swell ships a calibrated pulse cadence on the first cycle, and a dedicated onboarding team configures hierarchy, brands, and benchmarks so reporting works on day one.
Employee experience platform FAQ
What is a healthcare employee experience platform?
How does eNPS software for healthcare differ from a horizontal engagement platform?
How does Swell monitor Glassdoor and Indeed reputation?
How quickly can a multi-location group go live?
Is Swell HIPAA compliant?
You already know which of your locations this is about.
Bring that one. We'll walk through your locations, your current eNPS picture, and the soonest places the agent would catch retention risk — with someone who has run this for groups your size.
Request a Demo →