How Northwell Health Empowers Company and Employee Growth with Qooper
ABOUT
At Northwell Health, our 85,000-plus employees are led by esteemed senior leaders for a common goal—to raise the standard of health care for all.
LOCATION
Lake Success, NY.
COMPANY SIZE
85.000+
PRODUCTS USED
Career Mentoring Program
Company-Wide Mentoring Program
Student Mentoring Program
Nurse Mentoring Program
"At Northwell, we love our leaders, and we want to make it easy for our leaders to launch their mentoring programs." — Caitlynn, Program Admin, Northwell Health
Challenge
As a large medical organization with over 85,000 employees, Northwell already had 50+ mentoring programs running manually for employee career development , professional growth and inclusion. With the desire to expand the mentoring programs, Northwell observed that a software solution could bring scalability, best practices and analytics to cover all aspects of a mentoring program.
Implementation & Adoption
Qooper's Dedicated Customer Success Manager (who is tasked with making sure programs are successful) worked very closely with Caitlynn during onboarding with weekly meetings.
Together, they developed a comprehensive onboarding process for new programs so that additional programs can launch with best practices and build upon the Northwell mentorship program template.
At Northwell, we love our leaders, and we want to make it easy for our leaders to launch their mentoring programs.” shared Caitlynn.
The program admin along with Qooper’s dedicated customer success manager conducted a kick off call to get participants familiar with the platform and to get the excitement up.
The participants were quick to adopt the platform. As a dedicated program admin, Caitlynn went above and beyond with mentor feedback sessions throughout the program.
On the other side, Qooper integrated with Northwell’s HRIS to keep employee data up to date and easy for employees to have their information available in Qooper.
As the program went forward, based on the survey results, Northwell employees had requested more access within Teams which happened to overlap with Qooper’s forward looking development plans. This allowed Northwell employees to have direct access within MS Teams without leaving the MS Teams environment.
Solution
Initially, Northwell started with two pilot programs in order to get accustomed to using Qooper and making it ready to scale to the rest of the 50+ programs.
The most cumbersome tasks with many of their mentoring programs were mentor matching, staying on top of the relationships to guide them and track if the relationships were going forward successfully. On the other hand, mentorship could be new for many participants. In such case, appropriate mentorship training and guidance are tools needed to get new mentors and new mentees ready for the journey.
Qooper’s solutions such as mentor matching, mentorship training, guidance and reporting solutions were key elements in taking the administrator workload off the admins’ hands to allow the programs to scale.
On the other hand, with a Teams, Email, Calendar, HRIS integrated system, Qooper allowed employees to land in a mentorship ready platform right where they work. This way, Northwell started to gather mentorship program participants and started to see expansion of the programs.
It goes without saying that by delighting the mentors and mentees who participate, they were able to create an internal buzz and encouragement for other employees and students to join relevant mentorship programs.
Results
The Northwell Mentorship Experience program has expanded to include hundreds of participants and continues to grow with the launch of new programs and adoption of existing programs.
Since Northwell promotes “Mentorship is just one of the many ways Northwell can provide an open forum for employees to create their own success.”
They are investing in their employee career growth, networking and inclusion through their mentorship programs. Now that they are made easier to launch, scale and report on with Qooper.
Within the mentorship program, admins continue to receive feedback on impactful mentoring sessions, career growth stories, development or new professional skills and more.
Northwell Health also went on to be rated No. 1 health system nationally for advancing diversity and inclusion in health care for three years in a row, according to DiversityInc ranking of Top Hospital and Health Systems.
With the continuous growth of Qooper as well, Northwell is able to display true outcomes of the program to their leadership to show the bottom line impact Caitlynn is making with the Northwell Mentorship Experience.
Takeaways
- With Qooper, Northwell introduced new mentoring programs and started to grow the existing ones with a fraction of the time spent on mentor matching, training, guidance, tracking and reporting.
- Qooper made mentorship more accessible and easier to participate in at Northwell.
- Northwell is expanding their mentorship experience to more and more departments, tackling more organizational development goals and showing leadership the results in the meantime.
How Qooper Scaled Northwell Health's Mentorship Programs Across 85,000 Employees
Northwell Health, one of the largest medical organizations in the country with over 85,000 employees, was running 50+ mentoring programs manually. With ambitions to expand, they needed a scalable software solution that could bring structure, best practices, and analytics to their entire mentorship ecosystem. Qooper delivered across adoption, scalability, and organizational recognition.
Program Growth & Scalability
- Northwell started with 2 pilot programs and successfully scaled to cover 50+ mentoring programs organization-wide.
- The mentorship program expanded to include hundreds of participants and continues to grow with the launch of new programs across departments.
- Qooper reduced the time spent on mentor matching, training, guidance, tracking, and reporting to a fraction of previous manual effort.
Operational Efficiency
- Qooper's dedicated Customer Success Manager held weekly onboarding meetings with Northwell's program admin, ensuring a smooth and structured launch.
- A comprehensive onboarding template was developed so that each new program could launch with best practices built in from day one.
- Qooper integrated with Northwell's HRIS system to keep employee data automatically up to date, eliminating manual data entry across an 85,000-person workforce.
- Full integration with MS Teams, Email, and Calendar allowed employees to access mentorship directly within their existing work environment — with zero platform switching.
Inclusion & Community Impact
- Northwell Health was rated #1 health system nationally for advancing diversity and inclusion in healthcare for 3 consecutive years, according to DiversityInc's Top Hospitals and Health Systems ranking — a period that coincided with Qooper's deployment.
- Leadership gained full visibility into program outcomes, enabling Northwell to demonstrate the bottom-line impact of their mentorship investments.
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FAQ
How can a large organization with 50+ existing mentoring programs transition from manual to software-based management?
The most effective approach is a phased pilot model — not a big-bang migration. Northwell Health ran 50+ mentoring programs manually across 85,000 employees before adopting Qooper. Rather than migrating everything at once, they launched 2 pilot programs first to validate the platform, build an onboarding template, and establish best practices. Once the process was proven, it became the blueprint for scaling to all remaining programs. This strategy dramatically reduces risk, builds internal champions, and ensures each new program inherits a repeatable, polished launch framework from day one.
What does a dedicated Customer Success Manager actually do for enterprise mentoring program launches?
A dedicated CSM is the difference between a program that launches and a program that sticks. For Northwell, Qooper's CSM held weekly onboarding meetings with the program admin, co-developed a comprehensive onboarding process, and ran kickoff calls to generate participant excitement and platform familiarity. This hands-on support compressed the time-to-adoption significantly. When evaluating enterprise mentoring vendors, look beyond the software — ask specifically about CSM involvement during onboarding, what their escalation process is, and whether they proactively track program health metrics rather than waiting for you to raise issues.
How does integrating mentoring software with MS Teams and HRIS improve employee adoption?
The single biggest driver of low adoption in enterprise programs is platform friction — asking employees to log into yet another tool. Northwell's HRIS integration with Qooper kept employee data automatically current across an 85,000-person workforce, eliminating manual data entry entirely. The MS Teams integration went further — employees could access mentorship sessions, resources, and communication directly inside Teams without switching environments. When participants requested deeper Teams access mid-program, Qooper's development roadmap already aligned — resulting in a native Teams experience that met employees exactly where they already work every day.
How does mentoring software support diversity, inclusion, and healthcare workforce development goals?
Mentoring programs are one of the most proven tools for advancing DEI outcomes — but only when they're structured, measurable, and accessible at scale. Northwell used Qooper to expand mentorship across career development, professional growth, and inclusion initiatives simultaneously. The result: Northwell was rated #1 nationally for diversity and inclusion in healthcare for three consecutive years by DiversityInc during their Qooper deployment. For healthcare organizations specifically, mentoring software also addresses workforce retention — a critical challenge in the sector — by giving employees visible investment in their career trajectory and belonging within the organization.
How do you prove the ROI of a mentoring program to healthcare leadership?
Leadership buy-in requires hard data, not anecdotes. Qooper gave Northwell's program admin real-time reporting on program outcomes — participant growth, relationship progress, engagement rates, career development stories, and new skill acquisition — all presentable directly to leadership. This closed the loop between program investment and organizational results. For healthcare HR and DEI leaders building a business case, the key metrics to track are: time saved on manual admin tasks, participant retention vs. non-participants, promotion rates within the program cohort, and qualitative feedback volume. With the right platform, these reports generate themselves — turning program management from overhead into a strategic leadership asset.
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