Staffing Virtual-Nursing Units at Warp Speed: Banyan’s Kerplunk Success Story
As Kerplunk’s Founder, I’ve had the privilege of watching Banyan Medical Systems reinvent how they recruit—and unlock nursing capacity nationwide—by adopting our asynchronous, AI-powered video interviewing platform.
The challenge
Every new hospital implementation can require 30-40 virtual nurses at once. Banyan’s TA team faced four roadblocks:
- Shift-based panel interviews that spanned days, nights, and weekends
- Hundreds of applications per role—many from adjacent specialties
- IT & clinical leaders who needed role-specific questions they could trust
- Leadership skepticism around AI bias and compliance
The solution
We rolled out Kerplunk to a pilot cohort of recruiters, tech leads, and nurse managers in under three weeks. Together we co-designed:
- Nurse-specific question banks covering remote-patient-monitoring and critical-care scenarios
- AI Scoring tuned to clinical competencies and bedside manner
- Shareable, time-stamped video profiles that any manager can review 24/7
- Change-management workshops so every stakeholder could “own” the process
The results
Within the first hiring cycle Banyan saw:
- Panel-coordination time slashed—reviews happened overnight instead of “whenever calendars aligned.”
- 100 % clinical-leader adoption; every unit now asks to use Kerplunk first.
- Zero missed top candidates—AI surfaced high-scoring nurses who previously slipped through résumé screens.
- Rikki Wardyn, SVP Human Resources, Banyan Medical SystemsRecruitment HR friends, guess what I’m not doing on this Friday night—during a major hiring campaign of 30+ new nurses and year-end Benefits Open Enrollment. Reviewing resumes or catching up on benefits work! Instead, I’m enjoying a Christmas special.
It got me thinking: what a gift our partnership with Kerplunk has been for our HR team, managers, and candidates. Thanks to their AI candidate video platform, I know that by Monday morning, our recruitment team will have a list of pre-screened, qualified candidates ready to meet with hiring managers.
Today, while Kerplunk worked seamlessly in the background, I was able to focus on Benefits without taking it home as "homework."
Why it worked
- Multi-synchronous flexibility—nurses, recruiters, and panelists engage on their time, not on Outlook’s.
- Transparent A/B testing—HR ran legacy and AI workflows side-by-side until the data spoke for itself.
- Co-creation—clinical leaders helped craft questions, building trust and eliminating “black-box” fears.
Next up
Banyan will soon be piloting Kerplunk Credential Shield—advanced license verification and anomaly detection—to spot fraudulent credentials before they reach the interview room. This feature is still in development.
Curious how asynchronous video + AI scoring could future-proof your hiring funnel? Let’s talk. I’ll share the playbook that helped Banyan staff entire virtual-nursing units without adding recruiters.