Facility FAQ

Providers are looking for many of the same things facilities are: respect, stability, supportive leadership, and the right culture.

Traditional hiring asks them to make a major career decision based on a resume and a few interviews.

Our model allows them to experience the organization before committing.

When a facility understands that the caregiver is evaluating a potential long-term fit—not simply filling a temporary shift—the atmosphere changes.

The team becomes more welcoming. The provider becomes more engaged. Instead of viewing each other as agency staff and facility staff, they begin seeing one another as potential teammates.

Our goal is not simply to help facilities find great caregivers.

It is to help great caregivers find the right home.

Absolutely. Any facility can evaluate someone while they're working.

But observation alone doesn't create an effective working-interview strategy.

The difference is really in the intent behind the model.

Traditional staffing agencies are designed to attract and retain professionals who want the agency lifestyle—whether they're W-2 agency employees or independent contractors. Flexibility, schedule control, and the ability to move between facilities are part of what makes that model attractive.

And there's nothing inherently wrong with that. It serves an important purpose.

But it also means those caregivers aren't necessarily entering your facility with the intention of considering permanent employment. They're being recruited into an agency career, not necessarily toward a permanent home.

Our model starts from a different place.

We actively identify healthcare professionals who value flexibility today but are also open to finding the right long-term opportunity.

Before they ever walk through your doors, they understand that this isn't simply another shift. It's an opportunity for both sides to evaluate whether there could be a future together.

At the same time, we're recruiting around your specific needs, communicating with both parties, supporting that mutual evaluation, and helping facilitate the relationship when there's a strong fit.

Most importantly, our incentives are aligned with yours.

We don't want supplemental staffing to become the destination.

We want it to become the bridge.

That's what turns an open shift into a true working interview—and it's why working interviews are one component of our larger Workforce Stabilization strategy.

That's exactly what we hope happens.

The purpose of the working interview is to help you identify caregivers who have demonstrated that they're a strong fit for your team—and give the caregiver the same opportunity to decide that your organization is the right fit for them.

Right now, during this early stage of our model, we're not charging a placement fee. We're partnering with organizations that believe in this philosophy and are willing to help us demonstrate what happens when supplemental staffing becomes a pathway to permanent recruitment.

As the model evolves, we anticipate introducing a nominal placement fee—but with an important difference.

We don't believe you should simply pay us because someone accepts a job.

We want to stand behind the retention of that hire.

That's why our planned model includes a three-month guarantee. If a caregiver we place accepts a full-time position and leaves within those first three months, your next placement would be at no additional placement fee.

Because ultimately, placing someone isn't the victory.

Keeping the right person is.

That's why we like to say:

You don't pay for placements. You pay for retention.

We build our regional teams very intentionally.

First, we recruit professionals who are looking for more than just the next available shift. We look for dependable, high-character caregivers who value flexibility, professionalism, and strong working relationships.

Then we keep those teams regional.

That allows providers to become familiar with the facilities, the staff, the residents, and the expectations of the organizations they support.

Over time, they are no longer walking into a building as a stranger.

They know the environment, and the facility knows them.

That consistency builds trust on both sides.

We also stay closely connected with our providers. We listen to their experiences, understand where they feel they are a strong culture fit, and help connect them with organizations where they can be successful.

And when one of those relationships turns into a full-time opportunity, we see that as a win.

Because the purpose of our regional teams is not simply to fill open shifts.

It is to create dependable coverage today while helping facilities identify potential teammates for tomorrow.

That is how we build stability—one relationship, one shift, and one successful fit at a time.

The biggest misconception is that we're a staffing agency.

We're not.

We're a workforce stabilization partner.

We use supplemental staffing as a bridge—not a destination.

Every decision we make is designed to help you build a stable workforce that becomes less dependent on supplemental staffing over time.

Every organization is different, so the timeline depends on the size of the staffing challenge and where you're starting from.

But generally, our first goal is to begin stabilizing the schedule within the first two to four weeks.

That's when you should start seeing more consistent coverage, less pressure on your existing team, and fewer situations where your rock-star employees are constantly being asked to pick up overtime.

Once that foundation is established, we move into intentional recruitment through working interviews.

Typically, around the six-to-eight-week mark, we want to begin identifying and converting those caregivers who have demonstrated that they're a strong culture fit and who also see your organization as a place they'd like to call home.

From there, it's about building momentum.

One successful hire becomes another. Turnover begins to decline. Overtime becomes more strategic. Supplemental staffing gradually decreases.

And that's important—we're not promising an overnight fix.

We're building a sustainable solution.

Because the goal isn't to get you fully staffed as quickly as possible.

The goal is to get you staffed with the right people—and keep you there.

We try to make implementation as simple and collaborative as possible.

We start with onboarding and learning your organization—not just your open shifts, but your staffing priorities, culture, orientation requirements, communication preferences, and what a successful caregiver looks like for your team.

From there, we begin building the right regional support around your specific needs.

We establish clear communication between your leadership team and ours, orient providers to your expectations, and begin introducing dependable professionals who can help relieve the immediate pressure on your schedule.

Our initial goal is to begin stabilizing that schedule within the first two to four weeks.

Once that foundation is established, we shift the focus toward working interviews—giving both your team and our providers the opportunity to evaluate culture fit in a real working environment.

Typically, by the six-to-eight-week mark, we want to begin identifying potential full-time conversions.

And throughout the process, we're continually communicating, evaluating what's working, and adjusting the strategy as your needs change.

Implementation isn't simply, 'tell us your open shifts and we'll send somebody.'

It's understanding the organization, stabilizing the environment, identifying the right people, and building from there.

That's what makes this a partnership rather than a staffing transaction.

Clinics, Hospitals and Long-Term Care require different levels of immunizations and credentials. We verify all required credentials for each provider and position before they are eligible to work through the platform. Plus, if anything specific needs to be added, each facility has the right to add more for eligibility. That includes applicable licenses and certifications, identification, background and exclusion checks, health documentation, and other facility-specific requirements.

Some of the basics that all share are as follows:

• License verification
• Background checks
• CPR
• Hep B
• TB
• COVID documentation
• OIG exclusions
• Identification
• Skills and Continuing Education validation
• Ongoing compliance

Our goal is to ensure that every professional arriving at your organization has been properly reviewed and is prepared to work and keep you in good standing.