Category: Summer 2026

St. Peter’s Health Partners Cancer Care: Providing Advanced Care, Close to Home

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By: Elizabeth Landry

Encompassing treatment centers at both St. Peter’s Hospital in Albany and Samaritan Hospital in Troy, St. Peter’s Health Partners (SPHP) Cancer Care has been providing advanced cancer care to patients in the greater Capital Region for more than 40 years. From outpatient chemotherapy and immunotherapy to surgical consultations and second opinions, the cancer team at SPHP strives to deliver patient-centered care during a time when it’s needed the most, directly within patients’ own communities.

“First and foremost, we can’t take a diagnosis of cancer away from a patient. But what we can do is make sure that the patient and their family and caregivers are not going through the journey alone,” said Nicholas Montalto, MD, Chief Medical Officer for SPHP Acute Care. “What we try to do is provide compassionate, evidence based care from the moment of diagnosis through treatment and recovery,” which includes a dedicated support structure to help patients and their families process their diagnosis, understand treatments, and even  receive assistance with out-ofpocket expenses like transportation and housing costs.

To accomplish this goal, SPHP offers a multi disciplinary, team approach involving medical oncologists, radiation oncologists, surgeons, nurses, pharmacists, social workers, rehabilitation specialists and palliative care specialists, Dr. Montalto explained.

Working together, these care providers offer treatments for a broad range of cancers and blood diseases, including breast cancer, colorectal cancer, gastrointestinal cancer, gynecologic cancer, head and neck cancer, lung cancer, and urologic cancer. Early detection and preventive measures are key – SPHP works with primary care physicians to
provide free cancer screenings, as well.

“The cancer care programs at St. Peter’s have been running for more than 40 years and are designed to offer a variety of services. In addition to the medical oncology and hematology program, we have a fantastic program of surgeons providing thoracic surgery, breast surgery, genitourinary surgery, and hepatobiliary surgery,” said John Weinhold, MD, acting Chief of Hematology Oncology Services at SPHP.

Enhanced Access to Nationally Ranked Care

Recent advancements in cancer care at SPHP demonstrate the organization’s commitment to providing patients with cutting-edge treatments and advanced care directly within their communities.

Last year, St. Peter’s Health Partners Medical Oncology announced that it is now a member of the Roswell Park Care Network, affording patients access to a nationally designated comprehensive cancer center.

This partnership with Roswell Park Comprehensive Cancer Center has brought access to front-line cancer expertise, advanced diagnostics, and innovative treatment options for patients across the Capital Region, as Dr. Montalto explained.

“Our partnership with Roswell Park has been one of the most exciting things, I think, to happen to St. Peter’s Health Partners. This affiliation with a comprehensive, nationally ranked, premier cancer center gives us access to everything a comprehensive cancer center offers. That can be access to clinical trials, to even more cutting-edge technology, and access to all the physician talent that exists at such a renowned cancer center,” Dr. Montalto said.

Through this connection to Roswell Park, SPHP has gained access to educational programs, medical grand rounds, and surgical grand rounds, as well, Dr. Weinhold explained. Clinical trials and research programs are essential for investigating the newest and best cancer treatments, and through the Roswell Park Care Network, providers and patients at SPHP can become involved in clinical trials as well as genomic and genetic testing, multidisciplinary case reviews, and advanced clinical pathways for more personalized cancer treatments. Along with a switch from emphasis on chemotherapy to more targeted therapies and immunotherapies based on patients’ personal genetic and molecular abnormalities, “we now have many treatments which are much easier to administer at home,” said Dr. Weinhold.

Many providers just coming out of training programs are increasingly concentrating on cancer sub-specialties, Dr. Weinhold also explained. The partnership with Roswell Park has increased SPHP’s access to networks of providers who are attuned to a wide range of specific cancers.

“With the connection with Roswell, we can speak with people who see a particular range of cancers, so for example, we can talk with someone who treats sarcomas, which are uncommon cancers. We can talk with someone who treats very unusual blood diseases. We
can take advantage of this connection and provide more coordinated care for patients to be seen by sub-specialists at Roswell. I think that offers a step up in care,” said Dr. Weinhold.

Utilizing Precision Robotics for Earlier Cancer Detection

Along with the exciting partnership with Roswell Park, SPHP has also recently obtained cutting edge technology that has allowed certain kinds of cancer to be detected at earlier stages. Pulmonologists and surgeons at SPHP can now use the ION Robotic System from Intuitive Surgical: a state-of-the-art, roboticassisted platform that provides minimally invasive biopsies of small, hard-to-reach lung nodules without an incision or needle through the chest wall. The first case using the ION robot was performed in a special endoscopy suite at Samaritan Hospital on June 12.

“ION bronchoscopy enables computer and robotic-assisted, highly accurate biopsies to be performed through the airway while the patient is sound asleep and comfortable. It allows us to place small coils that glow in the dark for about two weeks, facilitating identification of half-inch nodules in the operating room with infrared light. This process allows much earlier diagnosis and minimally invasive treatment using the da Vinci robot. Most of our patients who require lung surgery can now go home one day after surgery,” said Tracey Weigel, MD, a thoracic surgeon who recently joined Albany Thoracic & Esophageal Surgery. She utilizes the ION robot along with Joseph Seguel, MD, a pulmonologist with Pulmonary & Critical Care Services.

Dr. Seguel emphasized the impact the ION robot has made by allowing for faster, more accurate diagnosis, which is critical because lung cancer remains the leading cause of death in the U.S. and delay in diagnosis leads to a documented upstage in the disease. He also explained that procedures using the ION robot are much safer than previously used methods.

“Traditional methods of diagnosis include regular bronchoscopy and navigational bronchoscopy, which rely on creating a ‘breadcrumb’ trail to the abnormal CT finding – typically a nodule,” said Dr. Seguel. “ION offers a more stable option to get biopsies in a much safer way,” with CT-guided biopsy carrying an approximately 20% risk of lung injury, compared to the ION robot’s 5% risk of injury. Additionally, multiple locations can be sampled in one procedure, and additional testing to rule infections can be performed at the same time.

The ION robot also represents a strong partnership between the thoracic surgery and pulmonology teams at SPHP, as biopsies by the pulmonologists result in peripheral nodules being marked and ready for minimally invasive surgery within two weeks.

“Planning for procedures while evaluating airways and targets is a new collaborative effort to help deliver the best care to patients,” said Dr. Seguel.

Targeted Treatment with Decreased Side Effects

Another important advancement in cancer care at SPHP involves technology that’s not necessarily new, but that is now being used alongside enhanced imaging technology to provide direct benefits to a segment of patients diagnosed with prostate cancer. St. Peter’s Hospital and Capital Region Urology have begun utilizing High-Intensity Focused Ultrasound (HIFU) technology to provide minimally invasive prostate cancer treatments. While HIFU has existed for over 20 years, the technology, which uses targeted ultrasound waves to destroy cancer cells without incisions or radiation, is now being paired with more precise imaging scans to provide significant benefits for patients.

“HIFU has been used in the U.S., but its success has been variable,” said Brian Murray, MD, Chief of Urology at St. Peter’s Hospital. “There’s a new technology called PSMA PET scans, which are incredibly good at finding localized prostate cancer. We don’t want to treat someone with HIFU, or focal therapy, if there’s disease in many parts of the prostate, or if it’s already spread outside the prostate. The system we have now lets you really steer the focused ultrasound very accurately in the prostate to carve out this limited area where you know the cancer is. This series of advancements in technology has allowed this to become a mainstay treatment for people who have localized prostate cancer,” which is about 35% of men who have prostate cancer and need treatment.

The procedure using HIFU takes about two hours and is done under anesthesia in the hospital, Dr. Murray explained. Afterward, patients tend to experience very little pain or voiding symptoms. HIFU is approved to treat benign disease of the prostate as well as prostate cancer. Importantly, the treatment preserves healthy surrounding tissue and typically doesn’t leave patients with life-altering side effects like urinary incontinence and erectile dysfunction, which are more commonly experienced when the entire prostate is removed or radiated, Dr. Murray explained.

“By treating just part of the prostate, we avoid coming in contact with the nerves that lay just outside of the prostate, or which run through the prostate,” Dr. Murray said. “This means the treatment isn’t leaving patients with incontinence or erectile dysfunction, which are two of the main concerns men have when they decide to treat their prostate cancer.”

Since last fall, there have been more than 25 HIFU procedures performed at SPHP, and demand for this minimally invasive surgery is increasing as awareness of its availability grows. “With the data coming in now about outcomes, HIFU needs to be part of the treatment discussion. It won’t be suitable for every patient, but for the men who are candidates for this prostate-sparing surgery, the outcomes are huge regarding quality of life,” said Dr. Murray. “Being able to offer patients something that can treat the cancer and reduce side effects is really opening doors for a lot of people.”

Continued Investments in Patient-Centered Cancer Care

While HIFU technology has trickled down from other cancer applications to the treatment of prostate cancer, SPHP is continuing to invest in ultrasound technology for expanded urological treatments, as well. Whether it’s regarding robotics, targeted ultrasound treatment, or partnering with leading nationwide cancer care experts, investing in new technologies that benefit patient outcomes appears to be a common theme at SPHP.

“Dr. Hanks [President and CEO of SPHP] has been a strong advocate of robotics for SPHP. He has always supported the implementation of new technologies to help deliver care with cutting edge technology,” said Dr. Seguel.

Of course, all advancements in care come down to how patients are directly benefited when they come to SPHP and receive care in their own communities.

“People like coming to our cancer centers because they’re comfortable, peaceful places to  get treatment,” Dr. Weinhold said.

“It’s all about access,” added Dr. Montalto. “Allowing patients to stay in the community where they live and feel their strongest support is so important.”

Affordability in Health Care

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By Kathryn Ruscitto, Advisor

Interesting conversation with a patient last week about their mounting health care debt. Higher premiums, higher deductibles, higher co-pays, more out of formulary uncovered meds all adding up to $45,000 in annual out of pocket costs.

Which led me to examine, what are the themes emerging nationally in health care and is anything different in the projections. The same top issues appeared in all my research, with health care affordability moving to the top of concerns.

Affordability has become the defining health care issue in 2026, more than technology or even access. National polling shows most people now describe health care costs as unaffordable, and about half of adults report difficulty paying their medical bills, even with insurance.

Families feel squeezed at every point: paying premiums, meeting deductibles, and then facing co‑pays and surprise bills when they actually use care.

These financial pressures directly shape behavior. Patients delay tests, skip follow‑up, or  change providers based on what they think they can afford, while health systems under strain shorten visits, reduce staffing, or close services.

The result is the uneven care seen locally: some days the health system looks seamless; other days, cost and coverage barriers quietly derail care.

Medical debt is widespread and not limited to the uninsured. Tens of millions owe medical debt, and a substantial share of Americans experience “catastrophic” health costs where medical bills consume a large share of income after basic needs.

Managing Your Money states, “Healthcare providers, government programs and debt relief organizations offer various pathways to reduce or eliminate medical debt, but to take advantage of this type of relief, you’ll need to know which  options are available and how to navigate them effectively. “ What options do you offer patients to pay for care over time, seek outside relief, or navigate the programs that can help them? Do patients know who to speak with in your practice?

Insurers , and providers have multiple theories on what’s driving these increases, but the final impact rests with the patient. This picture looks unsustainable and calls us to look at how to reduce the patient impact. More preventative care without cost, better access using technology, employers creating purchasing of care and drugs? What are your associations advocating for the future? 

Resources

GRAPHIC
https://www.healthsystemtracker.org/brief/theburden-of-medical-debt-in-the-united-states/
https://www.commonwealthfund.org/topics
https://unitedstatesofcare.org/pr-2026-predictions/

Kathryn Ruscitto, Advisor, can be reached at linkedin.com/in/kathrynruscitto or at krusct@gmail.com

The Case for Mediation: A Better Path to Resolving Health Care Disputes

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Disputes in the health care sector are inevitable. Whether they arise between physicians in a group practice, between an ambulatory surgical center and its member surgeons, or between a hospital system and an affiliated provider, conflicts over governance, compensation, non compete agreements, or operational decisions can quickly consume the time, energy, and resources of all involved. Litigation has long been the default mechanism for resolving such conflicts, but it is rarely the best one. Mediatio —particularly when guided by an experienced health care attorney serving as mediator—offers a faster, more cost-effective, and more relationship-preserving alternative that deserves serious consideration.

Understanding Mediation in the Health Care Context

Mediation is a structured negotiation process in which a neutral third party—the mediator facilitates discussion between disputing parties to help them reach a mutually acceptable resolution. Unlike a judge or arbitrator, a mediator does not impose a decision. Instead, the mediator guides the conversation, helps each side understand the other’s perspective, and works to identify common ground. The process is voluntary, confidential, and entirely within the control of the participants. For health care organizations, where disagreements over call coverage, profit distributions, exclusivity arrangements, or operating agreements are deeply intertwined with ongoing professional relationships, this collaborative framework is far better suited than the adversarial nature of litigation.

The Value of an Experienced Health Care Attorney as Mediator

While any skilled mediator can facilitate a productive negotiation, health care disputes present unique complexities that make the selection of the mediator critically important. Health care is one of the most heavily regulated industries in the country, and disputes unfold against a backdrop of the Stark Law, the Anti-Kickback Statute, HIPAA, Medicare conditions of participation, and state licensure rules. A mediator who is also a seasoned health care attorney understands these regulatory guardrails and can help parties craft solutions that resolve their conflict while remaining compliant with the law. A generalist mediator may inadvertently facilitate an agreement that creates regulatory exposure down the road.

An experienced health care attorney also brings familiarity with the business structures common in the industry— partnership agreements, management services agreements, joint ventures for surgical centers, and hospital-physician alignment models. A mediator who has spent years advising on these arrangements can quickly grasp the substance of the dispute, ask the right questions, and keep the parties focused on what truly matters. This substantive fluency accelerates the process and reduces the time spent educating the mediator on industry basics. Moreover, a health care attorney can help the parties think beyond the immediate dispute to broader strategic considerations such as credentialing, payer contracts, referral networks, and succession planning, guiding them toward durable solutions that account for their future needs.

Preserving Professional Relationships

Physicians who share a practice, surgeons who operate at the same ambulatory surgical center, and hospital administrators who collaborate with medical staff must continue to work together long after a dispute is resolved. Litigation forces parties into opposing camps and often generates lasting animosity. Mediation encourages open communication and collaborative problem-solving, and because the parties themselves craft the resolution, they are far more likely to feel ownership over the outcome and to maintain a functional professional relationship going forward.

Confidentiality and Reputation Protection

Health care providers operate in a reputational environment where public disputes can have serious consequences. Court filings are generally public records, and even routine commercial disputes can raise questions about organizational stability. Mediation proceedings, by contrast, are confidential. Discussions are typically inadmissible in subsequent litigation, and settlement terms can be kept private, allowing parties to speak candidly and resolve their differences without public scrutiny.

Speed and Cost Efficiency

Litigation can take years to resolve, and for a physician practice or surgical center, the distraction can be as costly as the legal bills themselves. Mediation can often be scheduled within weeks and concluded in one or two sessions. The costs are a fraction of what litigation demands, and the time commitment is measured in days rather than years—invaluable for organizations operating on tight margins.

Flexibility and Creative Solutions

Courts are limited in the remedies they can provide—damages or injunctions that often fail to address underlying interests. Mediation allows parties to restructure governance arrangements, redesign compensation models, establish new protocols, or craft transitional arrangements that accommodate everyone’s legitimate interests. This flexibility is especially important in health care, where the operational realities of patient care require nuanced solutions tailored to the specific circumstances of the organization.

When to Consider Mediation

Mediation is most effective when parties have an ongoing relationship they wish to preserve, when confidentiality is important, and when the dispute involves interests beyond simple monetary claims. Health care leaders should consider incorporating mediation clauses into their operating agreements, partnership agreements, and service contracts—ideally specifying that the mediator be an attorney experienced in health care law. By agreeing in advance to mediate before resorting to litigation, parties establish a framework for constructive dispute resolution that reflects the collaborative values at the heart of health care delivery. The demands of modern health care leave little room for the prolonged disruption of courtroom battles, and mediation offers a path that honors both the business interests and the professional relationships that make health care organizations thrive.

If you have questions about these developments, please contact Marc S. Beckman (mbeckman@lippes.com), Bruce A. Smith (bsmith@lippes.com), or another one of our qualified Health Care Practice Team members at Lippes Mathias LLP.

Recruiting Doctors and Nurses: Strategies for Building a Strong Healthcare Workforce

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Ai Generated, Edited by K.C. Roberts

The healthcare industry depends on skilled doctors and nurses to deliver highquality patient care. However, recruiting qualified medical professionals has become increasingly challenging due to growing healthcare demands, workforce shortages, an aging population, and increased competition among healthcare organizations. Hospitals, clinics, nursing homes, and private practices must adopt innovative recruitment strategies to attract and retain top talent.

Successful recruitment goes beyond simply filling vacancies. It involves finding professionals who possess the right clinical skills, align with organizational values, and are committed to delivering compassionate patient care. By implementing effective recruitment practices, healthcare organizations can reduce staffing shortages, improve patient outcomes, and strengthen employee satisfaction.

The Growing Demand for Healthcare Professionals

The demand for doctors and nurses continues to rise worldwide. Population growth, increased life expectancy, and the prevalence of chronic diseases have significantly expanded the need for healthcare services. At the same time, many experienced healthcare workers are approaching retirement, creating additional staffing gaps.

This shortage places pressure on healthcare organizations to recruit qualified professionals quickly while maintaining high hiring standards. Competition for experienced physicians and nurses has become intense, making recruitment a strategic priority rather than a routine administrative task.

Challenges in Recruiting Doctors and Nurses

Healthcare organizations face several obstacles when recruiting medical professionals. Understanding these challenges is the first step toward developing effective hiring strategies.

1. Workforce Shortages

Many regions experience shortages of physicians, registered nurses, and specialized healthcare providers. Rural and underserved communities often face the greatest recruitment difficulties due to limited resources and fewer career opportunities.

2. High Competition

Large hospitals, private healthcare systems, and specialty clinics compete for the same pool of qualified candidates. Attractive compensation packages and career development opportunities often determine where candidates choose to work.

3. Licensing and Credentialing

Doctors and nurses must meet licensing, certification, and credentialing requirements before beginning employment. These processes can delay hiring and require careful verification.

4. Burnout and Turnover

Long working hours, emotional stress, and demanding work environments contribute to burnout among healthcare professionals. High turnover rates increase recruitment costs and disrupt continuity of patient care.

5. Geographic Limitations

Healthcare facilities located in remote or rural areas often struggle to attract qualified candidates due to fewer educational, recreational, and professional opportunities.

Effective Recruitment Strategies

Healthcare organizations can improve recruitment success by adopting a comprehensive and candidate-focused approach.

Build a Strong Employer Brand

Healthcare professionals seek employers that value employee well-being, professional growth, and quality patient care. Organizations should highlight their workplace culture, mission, employee success stories, and career advancement opportunities through their website and social media channels. A positive employer reputation helps attract candidates who are aligned with the organization’s values.

Offer Competitive Compensation

Salary remains an important factor in recruitment.

Competitive compensation packages should include:
• Attractive base salaries
• Performance bonuses
• Health insurance
• Retirement benefits
• Paid time off
• Continuing education support
• Student loan assistance
• Relocation assistance

These benefits can significantly improve
candidate interest and acceptance rates.

Utilize Multiple Recruitment Channels

Successful recruitment requires reaching candidates through various platforms, including:
• Healthcare job boards
• Professional networking sites
• Medical associations
• Nursing organizations
• University career centers
• Recruitment agencies
• Employee referral programs
Diversifying recruitment channels increases access to qualified candidates.

Develop Relationships with Educational Institutions

Hospitals and healthcare systems can build talent pipelines by partnering with medical schools, nursing colleges, and residency programs.

Internships, clinical rotations, scholarships, and residency placements allow organizations to identify promising candidates before graduation.

Streamline the Hiring Process

Healthcare professionals often receive multiple job offers simultaneously. Lengthy hiring procedures can result in losing qualified candidates.

Organizations should simplify application processes, reduce interview delays, and accelerate credential verification whenever possible. Clear communication throughout the recruitment process enhances the candidate experience.

Importance of Technology in Healthcare Recruitment

Technology has transformed healthcare recruitment by making hiring faster, more efficient, and data-driven.

Applicant Tracking Systems

Applicant Tracking Systems (ATS) help recruiters organize applications, screen resumes, schedule interviews, and manage candidate communication.

Artificial Intelligence

AI-powered recruitment tools can:
• Screen resumes
• Match candidate qualifications
• Predict hiring success
• Reduce administrative workload
• Improve recruitment efficiency
While AI assists with screening, final hiring decisions should always involve experienced healthcare recruiters and hiring managers.

Virtual Interviews

Video interviews allow organizations to connect with candidates regardless of location. Virtual recruitment is especially valuable for recruiting specialists and international healthcare professionals.

Social Media Recruiting

Platforms such as LinkedIn, Facebook, and professional medical communities enable recruiters to reach passive candidates who may not be actively searching for new positions.

Recruiting International Healthcare Professionals

Many healthcare organizations address workforce shortages by recruiting internationally trained doctors and nurses.

International recruitment requires careful attention to:
• Immigration regulations
• Professional licensing
• Credential verification
• Language proficiency
• Cultural orientation
• Relocation assistance
Providing mentorship and onboarding support helps international professionals successfully transition into new healthcare environments.

Retention Begins with Recruitment

Recruitment does not end when a candidate accepts an offer. Long-term retention starts during the hiring process. Organizations should clearly communicate:
• Job expectations
• Career advancement opportunities
• Workplace culture
• Training programs
• Leadership support
• Employee wellness initiatives
Realistic job previews help ensure candidates understand their responsibilities, reducing early turnover.

Creating an Attractive Workplace

Recruitment success is closely tied to employee satisfaction. Healthcare organizations that invest in their workforce are more likely to attract new talent.

Important workplace initiatives include:
• Flexible scheduling
• Safe staffing levels
• Professional development
• Leadership training
• Employee recognition programs
• Mental health support
• Wellness resources
• Collaborative work environments
Satisfied employees also become ambassadors who recommend their employer to colleagues.

Diversity and Inclusion in Healthcare Recruitment

A diverse healthcare workforce improves patient care by bringing different perspectives, experiences, and cultural understanding.

Inclusive recruitment practices include:
• Eliminating bias in job descriptions
• Using structured interviews
• Expanding recruitment outreach
• Promoting equal employment opportunities
• Supporting underrepresented groups
Patients often receive better care when healthcare teams reflect the diversity of the communities they serve.

Measuring Recruitment Success

Healthcare organizations should evaluate recruitment performance using measurable indicators such as:
• Time-to-fill positions
• Cost-per-hire
• Offer acceptance rate
• Employee retention rate
• Quality of hire
• Candidate satisfaction
• Hiring manager satisfaction
Regular analysis helps identify areas for improvement and ensures recruitment strategies remain effective.

The Future of Healthcare Recruitment

Healthcare recruitment continues to evolve with advances in technology, changing workforce expectations, and growing demand for specialized medical services.

Future recruitment trends include:
• Greater use of artificial intelligence
• Predictive workforce planning
• Remote and virtual recruitment
• Data-driven hiring decisions
• Increased emphasis on employee well-being
• Flexible work arrangements
• Enhanced employer branding
• Global talent acquisition
Organizations that adapt to these changes will be better positioned to secure skilled healthcare professionals in an increasingly competitive market.

Conclusion

Recruiting doctors and nurses is one of the most important responsibilities for healthcare organizations. The quality of patient care depends heavily on having qualified, compassionate, and dedicated healthcare professionals. As workforce shortages continue to challenge the healthcare industry, organizations must adopt strategic recruitment practices that combine competitive compensation, strong employer branding, technology, educational partnerships, and employee focused workplace cultures.

Successful recruitment extends beyond filling vacancies—it involves building long-term relationships with healthcare professionals and creating an environment where they can thrive. By investing in effective recruitment and retention strategies, healthcare organizations can ensure they have the skilled workforce needed to provide exceptional patient care today and in the future.