For Healthcare Organizations

The problem is volume, not competence

Most organizations we meet are clinically strong. What's breaking is the administrative layer underneath: prior authorizations submitted late, documentation chased for days, OASIS scored inconsistently, claims going out slowly. None of that is a clinical failure. All of it costs money.

The goal we started with is the one we still quote: significantly cut down on human resource expenses by utilising remote staff from the Philippines, potentially saving up to 50%.

Home Care 101 names the leaks precisely: poor intake qualification, incorrect OASIS scoring, missed comorbidity capture, delayed physician signatures, weak prior authorization on Medicare Advantage plans, billing lag, high LUPA rates, denials and ADR exposure. Margins are won or lost at intake, coding and documentation — which is exactly where that administrative layer sits.

Most agencies do not fail clinically. They fail operationally. Home Care 101 — Paradygm Health Group

What we staff

You hire dedicated remote employees through us at a flat monthly rate. They work your systems, your workflows and your hours — but they're our staff to recruit, train, supervise and replace.

• Receptionist — the front-desk seat, staffed remotely at less than half the cost of a typical receptionist.
• Customer service (CSR) — we take the phones so your team can focus on clinical matters.
• Intake — a remote nurse doing your intake at a fraction of the cost of a typical front-desk employee. Eligibility confirmed before cost is incurred; payer type identified; unbillable admissions prevented.
• Prior authorization — poor submission means delayed care and delayed cash. On Medicare Advantage plans it also carries clawback exposure.
• Quality assurance — our nurses and physical therapists double-check your discipline's notes. QA and OASIS review directly affect case-mix weight, reimbursement and audit exposure.
• Document management — the process to stop your staff chasing signatures. Missed signatures mean held claims.
• Order management — don't waste your time chasing documents. It was on our own overhead list before it was a service.
• Data entry — someone dependable to enter data, without spending your own resources on it.

Why the back office decides profitability

This is the part that gets treated as overhead and is actually infrastructure. A structured back-office model reduces domestic payroll burden, increases throughput, standardises processes, adds performance oversight, protects against audit exposure, and improves EBITDA through both cost control and revenue capture.

The metrics it moves are the ones your board asks about: case-mix accuracy, denial rates, Days Sales Outstanding, LUPA percentage, episode profitability, audit exposure. Small percentage improvements in reimbursement accuracy, claim turnaround and denial reduction compound into meaningful annual margin.

The compliance question, answered directly

Is outsourcing even allowed?

If you are a Medicare provider, you should not outsource directly to the Philippines. Instead you contract with us — a non-Medicare provider — to handle the offshoring for you. That keeps you clear of any offshoring relationship. We do not handle clinical matters; we assist you and your staff with back-office work.

How is HIPAA handled?

We provide quarterly HIPAA training to all employees who handle Electronic Protected Health Information (EPHI), and we conduct unannounced audits of employees. Behind that sit technical and administrative safeguards: encryption, access controls and monitoring systems. A compliance department owns it.

Do I get a dedicated employee?

A dedicated employee is exclusively assigned to your company, providing you with full-time, personalised support. We do have a timesharing program for small organizations, but we encourage the dedicated program.

What happens when my dedicated employee takes time off?

The program includes cross-trained floaters who cover for your dedicated employees when they need time off. You are not paying for a seat that goes empty two weeks a year, and you are not re-explaining your workflow to a stranger when it happens.

What does it cost, and how long am I tied in?

You pay a flat monthly rate per dedicated employee, floater cover included — all of it for less than half the cost of a typical receptionist. On term: we prioritise long-term relationships over long-term agreements. Our agreements are month-to-month, and you can cancel anytime if you're not satisfied.