Iman Abuzeid chose to leave the traditional medical path after completing medical school, not because she had lost interest in healthcare, but because she wanted to address problems affecting a larger number of people. This motivation led her to found Incredible Health in 2017 with Rome Portlock, a healthcare recruitment platform headquartered in San Francisco.
The company says its products are used by 1.5 million healthcare professionals, including one in every two nurses in the United States, as well as 1,500 employers. The company has also raised approximately $97.5 million from investors including Andreessen Horowitz, Base10 Partners, Obvious Ventures, Precursor Ventures, and NFX.
The Recruitment Problem the Company Tried to Reverse
The idea began with a contradiction the two founders observed around them. Physicians in Abuzeid’s family and circle of acquaintances spoke about worker shortages, while nurses in Portlock’s family applied for multiple jobs without receiving a response. Healthcare facilities appeared to need employees, while qualified workers struggled to reach employers.
According to Abuzeid, hospital recruitment teams were small and overwhelmed by the volume of applications, relying on manual processes. Incredible Health therefore designed a marketplace that reverses the usual recruitment process: instead of the healthcare worker applying to the employer, the employer applies to the suitable worker. The platform automates screening and matching for permanent positions at hospitals, surgery centers, home-care organizations, and other healthcare facilities.
The service is free for healthcare workers, while employers pay an annual subscription to use the marketplace and other recruitment software. The customers mentioned include Kaiser Permanente, Tenet Health, Trinity Health, NewYork-Presbyterian, and Johns Hopkins.
What Changed in Practice with AI Agents?
In 2025, Incredible Health added AI agents to its products in collaboration with health systems including Baylor Scott & White Health, Sutter Health, NewYork-Presbyterian, Johns Hopkins, and Tenet Health. According to the article, these tools were designed within the customers’ existing workflows rather than being developed separately from the needs of recruitment teams.
The Lyn agent conducts the candidate’s initial interview, asks clinical and behavioral questions, explains the employer’s value proposition, discusses available jobs, and then refers the prospective candidate to the hiring manager. The Gail agent helps healthcare workers prepare their résumés and practice for interviews.
Abuzeid says Lyn reduced hiring time by 30%. Three-quarters of interviews now take place within 24 hours of a candidate’s application, compared with a period that previously reached two weeks. Approximately 40% of interviews are also conducted at night or during weekends, when recruiters are less available.
Why Does This Model Matter?
The core value of the Incredible Health experience is not merely adding AI to a recruitment platform, but redistributing roles within the process itself. The platform is attempting to address a specific bottleneck: the limited ability of recruitment teams to respond quickly to applicants, rather than necessarily a shortage of candidates. If the figures cited by the company are accurate, automating the initial stage could narrow the gap between a facility’s need for an employee and the candidate reaching an actual interview.
The founders’ story also shows that founding a software company does not necessarily require the chief executive to be a programmer. Abuzeid has a background in medicine, healthcare consulting, and product management, while Portlock, an MIT graduate and engineer, leads the engineering, data, and technical infrastructure teams. Abuzeid connects this combination with understanding the problem on one hand and building the system capable of solving it on the other.
Limitations and Open Questions
Most of the performance indicators cited in the article are attributed to Abuzeid or the company, and the article does not provide an independent evaluation of the quality of Lyn’s interviews or hiring outcomes after its use. Reducing interview time alone also does not establish improved matching quality or the candidates’ long-term suitability. The model’s ability to scale remains tied to hospitals’ acceptance of it and how it is integrated into existing recruitment procedures.
Nevertheless, the tangible development is that Incredible Health has moved AI from being a support tool for candidates to becoming part of the first point of contact between the healthcare worker and the employer. This places response efficiency, rather than merely posting jobs, at the center of competition among healthcare recruitment platforms.