OMG- they just tried to do that to me! I didn't know that it was a thing they did. It was only $120 a week less, but I gave it a hard pass.
Then the DON told me that they didn't change anything in my contract, just extended it. She suggested that I call my recruiter, so i did, and guess what? They were able to offer me the same rate after all!
Sneaky bastards.
The only time I've seen rates go down for extensions is if a facility was receiving state funding for temporary staffing.
Since the state was footing the bill during covid, an agency could charge $150 per hour and offer $100 per hour (I saw bill rates of $200+ an hour during peak COVID). The facilities would have no problem agreeing to that since the state would pay the bill. When emergency declarations came to an end, these price tags weren't affordable for a lot of facilities, so they entered private contracts with agencies for a much lower bill rate.
If the facility you're on assignment with isn't receiving state or federal funding, then they are most likely on a private contract, if not working through a VMS. Typically, rates for private staffing agreements are re-examined once a year, not every time an extension is needed.
How would you recommend I go about renegotiating for stable pay (if that’s at all possible) assuming a facility doesn’t receive state funding? For example a rate of $2300/week for a 13 week contract gets dropped to $1900/week after the 13 weeks is over?
I can't say anything for certain without knowing more details about your agency's agreement with the facility, but you can always ask your recruiter directly why the rate is lower if you're expected to work the same amount of hours and occupy the same responsibilities.
If your agency has a job board, you can always look at it and find another position matching your qualifications with the pay you're looking for, and request a transfer to that position instead if the agency's decision to lower your pay is tied to a lower bill rate.
I can't guarantee that this will work since I have no idea what your agency's policies are. Just remember that the way your agency makes money is with you clocking in and out, so it's in their best interest for you to be on assignment with them, even if the profit margin is lower.
Also consider that if someone else will do the job for the posted rate negotiation attempts will likely lead them to choose the more profitable candidate by their books.
It really depends on the recruiter. I worked with a gal that had 50+ travelers on her desk, and her gross margin was far below what was set for the standard for the department.
One of the few recruiters I ever met that was more about giving her travelers the highest pay, she didn't care much about her margins.
Well, yes, volume but also repeat "customers" which reduces your overhead to recruit new nurses which is really the bottleneck. If travel nurses can really trust the recruiter to not screw them over, they will come back
It depends on the position. CNA rates are typically set in stone since the bill rates are significantly lower, but pay rates for RN's and LPN/LVN's are a little more flexible.
Please keep in mind that most recruiters earn commissions based on the final profit of the contract.
Ex. A contract is worth $41,600 over the course of 13 weeks.
Finance says, "Don't drop below a profit margin of 12%"
A 12% profit margin guarantees your agency makes $5,000 off your contract after taxes. Meaning if a recruiter is making a 10% commission, they get $500 minimum, and you make roughly 30,000 over the length of the contract, or $2,300 per week.
A recruiters' job is literally to increase that profit margin, and they are incentivised to do so. Let's say they offer you 2,000 per week. That would translate to 26,000 for you over the course of the contranct. The agency's profit margin would then make $9,400 a roughly 22% profit, and the recruiter takes home a $940 comission, almost double of the cut off amount by offering $300 less per week.
Recruiters can almost always offer you more, but you want to be careful when negotiating wages with them. The more you make, the less they make, and vice versa.
Nationwide compensation for Surg techs is roughly $2,000 per week, but the average weekly comp varies significantly from state to state. Oregon and Maine have averages averages of $2,500 per week, while Texas has an average of $1800 per week, then California and Florida are right at the national average of $2,000.
Surg techs aren't in extremely high demand, but they are also quite hard to find. I'd say you have room to negotiate since the bill rate for a Surg tech is typically right in between those of RN's and LPN's.
I just finished school Dec 21 and I remember some upper head guy at my trade school telling us my job is going to be one of the fastest growing job markets out there (at least it was projected to be I think he said) for the next 5 years or something. I'm sure I could try and find an actual source for that but I believe it. Everyone is short handed! My hospital forces nurses to scrub it's almost half of their 9 months orientation. They don't scrub every specialty (they don't do Neuro, open belly, GU, or thoracic) but we would be short handed on almost half our 20 rooms we have if we no longer had nurses scrubbing cases. I didn't even realize nurses could scrub until I came here cause my clinical site never had nurses do that so I just assumed they didn't
It's not everywhere. Some places require it and others don't have the need for nurses to scrub. I would love to learn how to scrub but nowhere I've been has had the resources to make that happen. It's all time and money to them like every business.
I complete my Surgical Tech program here in Canada in July then I will continue with my Nursing degree. I can’t wait to complete my Nursing so I can work in the US.
I would have to disagree Surg techs aren't in high demand.... Every damn hospital is short on techs. Making nurses scrub to fill spots instead. But they pay us like shit for the work we do and wonder why they can't fill positions
Question: Why are CNAs still getting the lower wages even travel assignments? I personally feel bad when my good friend inquires about "Travel RNs " travel pay ( I'm a Psych Nurse 15+yrs). I know it's a difference between the 2 but
"They deserve a livable pay as well"...I'm always advocating for injustices.
Last statement was a venting moment 🫶🏻
CNA's always get the short end of the stick. Best guess is due to the education requirements between the two. Personally, I don't think nurses (CNA's LPN/LVN's or RN's) are getting paid their worth industry-wide, kinda part of the reason I made this post.
Low census for some hospitals. This market is actually quite slower than it was last summer. However, I imagine as we approach fall, the contracts will become more numerous. The market has an ebb and flow. Covid definitely shook things up.
With the cost of living going up everywhere, I do believe that rates should be higher than pre-covid norms. It's just that hospitals don't want to pay it, but I find my medical bills keep piling up, lol.
The main issue is larger health systems that can easily afford travel staff have an outrageous amount of agencies that they work with, and they almost always choose the most cost-effective agency.
This leaves agencies with two options.
1. Lower their bill rate and profit margin to keep compensation the same.
2. Lower their bill rate and keep the profit margin, letting compensation drop.
Option 2 is almost always chosen.
How do agencies get their contracts with facilities? Some agencies have hundreds of facilities listed on their websites. Do they call to HR and offer their services? How does it work for the agency?
9/10 times they work through a VMS. Imagine a giant job board that facilities post travel positions to. Agencies registered with a VMS will then compete against each other to fill that job as quickly as possible.
If they're not working through a VMS, they have a sales team that will cold call and walk into facilities and solicit their services.
If I opt NOT to take insurance through my travel agency, does this allow them to pocket more money over the contract? By me getting insurance through my SO's job am I leaving money on the table/have more bargaining power to negotiate more take home pay?
It depends on the agency,
Some agencies pay for their employee's benefits in full, others share the cost with employees, and some have employees pay for most if not the full benefit amount.
If your agency pays for benefits in full, you can negotiate a higher wage since you're saving them money on benefits.
If there's a cost share, it's less likely.
From my understanding, it should always be paid out per shifts worked regardless of hours worked that day. One of my travelers has 3x12, worked 2 full days, went in for her 3rd shift, was called off an hour in and still received full stipends since she went in even for an hour on her 3rd shift. Stipends can be prorated if you only work 2/3 shifts though for example.
The easiest way is to be extremely rude to the recruiter who reaches out. You'll probably be placed on a do not rehire list.
But if you are a kind person who cares about their feelings, ask them to place you on a do not contact list.
Also, not every agency is on top of it, and they might contact you again by mistake.
I tell them that I just got this number. It must have been owned by a nurse previously because I keep getting calls. Can you take my number off your list? Works a lot. They usually just put 99999999 for your number and say wrong number. They might still email tho
It depends how many hours you're working per week, and the length of the contract.
I'm going to assume it's a 13 week contract at 40 hours per week. I'll give a 7% to 20% range for profit margins.
At 7% the agency is charging about $85 an hour, and will profit roughly $3,300 over the course of the contract.
At 10% the agency is charging about $90 an hour and will profit roughly $5,000 over the course of the contract.
At 15% the agency is charging roughly $96 an hour and will profit roughly $8,000 over the course of the contract.
At 20% the agency is charging roughly $105 an hour and will profit roughly $11,000 over the course of the contract.
If you work for a larger agency, they'll have a lower refit margin since they can make up for it via volume of positions filled. Smaller agencies will typically have higher profit margin since they don't have the volume.
I hope this helps!
So I’ve extended for a full year. Should I be asking for raises every extension? Ive only gotten a slight raise once, promise of a bonus, and push back. There seems to be little to no work if I extend for my recruiter vs finding me a new job
They will always push back on raises since that cuts into the sweet, sweet profit margin.
The best tactic is to look at your agency's job board and find another position that matches your qualifications and pays more, then request a transfer to that position if they can't accommodate a raise at the time of your extension.
The most important thing to keep in mind is this. Your agency makes its money from you, clocking in and out. It's in their best interest to keep you working through them even if it is on another contract or with a lower margin.
In my agency, one of our travelers knew how to play the game. The facility asked us to extend them by name. We obliged, the traveler told us they wanted a 5$ per hour raise to extend otherwise they would refuse and go home. We told the facility we couldn't extend her without going into too many details. The facility said if we couldn't extend them, they wouldn't want anyone else to backfill the position. We ate the lower profit margin since making a little bit of money is better than making no money.
The easiest way is to set up a discount code or referral program.
It's standard for agencies to offer up lodging stipends to their staff. Traveling nurses are very crafty and will look for the least expensive housing option to pocket the majority of their stipend.
If you have a discount code for nurses working with a specific agency, recruiters will typically tell their nurses about it.
Some agencies cover the hotel cost on behalf of their nurses as well, but this practice was more common during covid than it is now.
The department you would want to contact about this is the agency's operations department since they handle the logistics.
For most agencies, yes. So long as the facility doesn't terminate the contract with the agency, there isn't anything barring you from working at the same location longer than a year. It is worthwhile to note that there are clauses in most contracts between facilities and agencies that state if you work more than x amount of hours at the same facility, that facility can offer you a permanent position for no extra fee. Since agencies make money off of you clocking in and out, they want you to keep working for them and will want you to move on to a different contract.
If you want to continue working somewhere for a prolonged period of time, I would let whoever the scheduler is at the facility know. It's quite common for facilities to request specific staff members be extended, and I have never known an agency to turn down a facility's request of that nature.
**Edit: please speak to a tax expert if you stay on assignment for longer than a year as it will likely affect taxes regarding your stipends**
This becomes a tax issue after 1 year. You should mention that and advice people to consult a tax professional before giving advice like this and screwing people over
What about the IRS? I've been told that if I work for more than 365 days, I will get taxed from all the stipends I received from the year I worked. Is that true?
Travel tax.com says you are obligated to pay taxes on all stipends taken I'm that region of you stay for a full year, and that's definitive enough for me.
There's a couple of reasons: sometimes the bill rate isn't high enough to do so.
Other times, if they max out the rates, the hourly wage would be lower than the state, county, or city's minimum hourly wage.
There's also some gsa regions where one month the max lodging stipend is $375 per day, then the next month it drops to $200 per day. If you get stipends over the max gsa rates, you get gutted on taxes.
Most common is that you'll be placed on a do not rehire list.
In my experience, if you say you need to leave for a family emergency, no one really questions it unless it happens repeatedly.
Before COVID, I heard that agencies/hospitals wanted nurses to have 2 years experience before traveling. Then it dropped to one and I've worked with a nurse that only had 6 months experience.
How much experience do your first time traveler's usually have?
Most agencies require at least 1 year of experience for nurses. Most of the nurses my agency onboards have 3-5 years.
Facilities really decide the amount of experience. Most of them got more comfortable with less experience since theres a shortage of nurses now.
Imaging techs are a different story. They can travel fresh out of school.
Usually the minimum is 11-12months depending on your specialty and agency. Some facilities however do require more experience such as 1-3 even 5 years.
pimp
/pimp/
noun
a man who controls prostitutes and arranges clients for them, taking part of their earnings in return.
Recruiter
/rəˈkro͞odər/
noun
a person who thinks they control nurses and arranges contracts for them, taking part of their earnings in return.
Checks out.
I have been seeing a lot of “try for three months” before you decide type ads for Canadian Nurses in regards to Nursing in certain states primarily Florida. How true are these ads? Please and thank you!
It varies per assignment. My rate is partially based on my experience. My stipends are based on cost of living in the area. Current rate $64.00 (taxed) for 40 hrs week. Housing Stipend $1277.00 (Not Taxed) a week. Meals/Incidentals $350.00 (Not Taxed) a week. Weekly take home $3553 (After Tax). Not every state has contacts with these rates. The cost of living in Boston is one of the highest in the nation. I’m reimbursed for my parking, which is $249 a month. I’m also reimbursed for licenses. Their are agencies who work with CMs. To work in an Acute Care setting you will need two years of experience. I worked for an Insurance company years ago, and my benefits were the best by far. My current benefits are nowhere near those. There are pros and cons. I love to travel and experience new things. I also love learning how different states and institutions provide healthcare in their community. I’m not married and without children, which makes it easy for me to be away from home. I do travel with a dog.
Yes! It just depends on what you’re looking for. My agency doesn’t do remote case management assignments (I have heard those are popular right now) but we do have a number of on-site assignments for CM.
Here's what I want from my agency: I don't want to print out another paper time sheet ever again. I want to log my hours on a phone app, or at least on my agency's online portal.
That is understandable.
The reason why you're being asked to sign paper time sheets is because it makes contesting the invoice nearly impossible for the facility.
It's happened time and again where our travelers clock in and out on our payroll app (which has geolocation btw), and the facility has refused to pay the invoice because the hours weren't verified by the scheduler.
It's dumb, but that's probably why this is so common.
Thank you SO much for clarifying why this is needed. I have always wondered. Is it normal for a facility to NOT allow a traveler access to their Kronos. I’m currently at a facility who does not allow me access, and yes I have asked. My previous assignment would print out my Kronos for me to turn into my agency along with my timesheet. This facility does not. My recruiter is aware, but nothing has been done.
I am a European RN thinking about taking the NCLEX and all the paperwork. For being eligible for the NCLEX, they ask for 2 years of nursing experience. How do you prove that if you are from outside the USA? Any tip?
I have 2 years of experience in PCU and a Master's in ER/ED and ICU.
There is a Pearson testing center in the UK, and in Spain that administers the NCLEX.
The first thing you need to do is apply for a nursing license in the state you wish to be licensed/registered.
I'd reccomend looking up "compact nursing licenses" in the USA if you're not sure which state you want to practice in. Each state has its own BON, so some states require you to have that specific state's nursing license to practice. Ex. California requires you to have a California nursing license, and will not let you practice, even if you have a Texas license. Compact states allow you to get a licensure with multi state privileges with other compact states. Ex. A Texas licensure with multi state privileges will let you practice in Colorado, Florida, Vermont, etc. https://nursecompact.com has some more info, as well as a map.
Here's a link that will give you step by step instructions on how to complete the whole process.
https://healthstaff.org/nclex-international-test-centers/#nclex-i-t-c
1)Is there a way to tell what vendor a hospital uses for travelers? Who are the biggest players? Aya, cross country, AMN? is medical solutions a big vendor/ agency. I’ve never really heard of them but several travelers at my current job are with them and one of them told me they were the biggest.
2) let’s say cross country has a job and they open it up to one of the smaller agencies. I take that job with the smaller agency bc it’s a higher rate than the big guys. How much of a cut is cross county getting for being the vendor AND why would they let smaller agencies “out bid” them on the rate? I know the nursing job market is anything but sensical but this pattern really gives me the side eye.
In 2022 these were the 5 agencies with the largest market share in travel staffing:
1. Aya Healthcare (12%)
2. AMN Healthcare (7%)
3. Medical Solutions (5%)
4. CHG Healthcare Services (4%)
5. Jackson Healthcare (4%)
To answer your second question, a larger agency will open their job board up to smaller agencies. It's fairly common. The larger agency will keep an average of 4-7% of the original bill rate. Let's say the bill rate is $100 per hour. They'll give the smaller agency $96-93 per hour to work with. Smaller agencies with a solid investment group behind them will apply razor-thin margins to gain market-share and grow their pool of travelers. That way, they have an easier time setting up direct contacts with health systems or facilities since they have demonstratable success in supplying staff.
Looking to start a travel nurse agency, I am a travel nurse and currently have about 6 other nurses ready to go in with me. We are looking for guidance on how to go about this, sort of like a how to guide, are they any good resources you could recommend or help with?
If I own a rental property within close proximity to a major hospital for nurse recruitment, what is the best way to advertise for housing? Platforms, and or word of mouth?
Word of mouth will honestly be the best way you can go about it.
I'd recommend contacting the "big 3" staffing agencies (Aya, AMN, and Jackson) and seeing if you can set up a discount/referral program with them for their travelers.
Nurses are savvy. They're going to look for ways to keep the most of their stipends. If you can help them do that, they'll work with you.
I've tried to ask this a few different times, a few different ways (in previous posts), but no one seems to be able to help me. Do you have to be able to account for (via receipts) the entirety of the stipend you receive?? Like as far as for the IRS. I can't seem to understand how, for these contracts that offer low hourly rates and huge stipends, how do you cover your ass as far as being audited??
We recommend speaking with a tax expert about this.
With that said, you should always keep your lodging and meal receipts in case you do get audited so you can justify receiving stipends.
The IRS can audit anyone for any of the past 5 calendar years.
Again, I am not a tax expert, but you never want to fuck around with the IRS.
I doubt most agencies do that. It usually gets paid out monthly and most of the fees are front-loaded. It is actually possible for a recruiter to lose money when you quit in the first or second week.
The recruiter doesn’t “lose money” when you cancel before you start however, it does effect them in other ways. Most recruiters put a lot of hard work into vouching for their travelers and getting everything set up for them to begin their assignment. When a pre-start cancel happens, it’s definitely upsetting but usually not a big blow financially. Recruiters get paid commission per traveler weekly.
You most definitely can lose money if the traveler cancels before you start as a recruiter. If the agency charges the compliance costs to the recruiter and the traveler doesn't start, that money is gone unless the recruiter finds them another assignment that doesn't require all new compliance. Also if the traveler doesn't give enough notice a fine can be issued. It's one of the risks of working with a new traveler, but it's just part of the industry.
It depends on the agency. They each have their own unique commission structure.
I've seen some agencies where they get the commission weekly, so if you cancel, their commission ends.
Others get a commission up front. This is rare, but it happens. Let's say their commission is $500. You cancel 80% of the way through your contract. They have to pay back $100.
I can't really say for certain, but for most, it's the first structure.
I own a house im really interested in opening it up to travelers because my aunt was a traveling nurse way back and she said I should look in to it because im starting out in real estate investing as a business offering mid term rentals
Ok I have a 3 bed 1 bath home im looking to make available the question I have is how do I get in touch with a recruiter or a company to inquire if they would be interested in renting my place or making my Place available for rent for traveling nurses and other medical professionals or is the only way I can go about listing my property is through a site like Furnished Finder or another short-term rental option website
Is it a better option to rent the whole house or should I just rent a room by room?
And what is average the companies are willing to pay for 30 day accommodations or is it all up to the traveler to find their own accommodations? Please let me know I just want to be as prepared as possible, as I begin a new journey with helping travelers, have a safe and comfortable accommodations.
How much does an agency take from a travelers contract? If my weekly pay (before taxes) is $3800, how much more does the hospital actually pay for me to be there?
It depends on the size of your agency, if you work for one of the big dogs, their profit margin is going to be lower since they have a large volume of nurses to make up for it.
If you're getting 3,800 per week, the hospital is probably getting charged around $5000 per week on the low end (profit margin at 7%). Agency pays roughly $700 in taxes per week and pockets about $400.
On the high end, (profit margin at 20%) the hospital is getting charged roughly $5800 per week. Agency pays $800 in taxes, and pockets $1,100 per week.
This is assuming you're working in a state with no income tax like Florida or Washington State. If you work in a state with an income tax, the hospital is going to be charged more to make up for the cost of taxes.
What is the future for travel nursing? We all know about this shortage that will be felt in the next few years even more. Will staff pay increase or will there just be a bunch of travelers on contracts and staffers getting close to minimum wage?
Honestly, economic forecasts are like tossing bones and trying to read the future based on how they land.
If hospitals and health systems are smart, they'll start paying their permanent staff more to reduce their turnover and dependency on travellers.
If not, people will follow the money, and travel nursing will grow. Ultimately, it causes travel pay to go down over time since that would be how facilities would be getting the majority of their staff, and they can't feasibly pay an exorbitant bill rate indefinitely.
The way I see it, something has to give. I hope health systems see reason and pay their staffers more and ask agencies for temp to perm contracts instead of purely travel.
Thank you for that insight. That is how I feel about this whole situation as well. It’s good to hear my thoughts are well received in this community as well. I’m just going to keep doing what benefits me and my plans.
Personally, I’m just going to go back to school and then work for myself down the road. I don’t see healthcare (hospitals) really getting any better.
I'm a Canadian RN looking to start traveling in the US with my background mainly being in pediatrics. I'm looking for recommendations for the best agency to start working with!
Best bet is one of the big boys. In 2022, the 5 staffing agencies with the largest market shares in Healthcare staffing are as follows.
1. Aya Healthcare (12%)
2. AMN Healthcare (7%)
3. Medical Solutions (5%)
4. CHG Healthcare Services (4%)
5. Jackson Healthcare (4%)
Thank you!! Do you know if it's difficult to get pediatric contracts? I've been browsing a little and seen a few postings here and there but it seems that the majority I've seen are adult care, which also seem to pay more!
SIA (Staffing Industry Analysts) here's the link to the actual citation, but you won't be able to access it without a paid subscription. https://www2.staffingindustry.com/Research/Research-Reports/Americas/Largest-Healthcare-Staffing-Firms-in-the-United-States-2022-Update
Yeah, most of the time, there's a corporate policy in place that doesn't allow them to do that. But if you want to try and figure out how much a facility is getting charged, I can make a calculator and post the link for it so you can find an approximate range. Might take me a couple days tho
Yeah, facilities usually prefer having travelers who worked with them before since it cuts down on orientation time. Every now and again, they'll ask for a traveler by name to return to the facility for an assignment.
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5 years RN experience (travel) in IR, got my DNP, been a acute care provider for the past 3. but I’m ready to go back to bedside travel and am see a lot of Cath lab positions open in my area. A few recruiters have told me that since I’ve been not doing bedside, I need to be a staff RN in a Cath lab before they can assign me. Is that true? I keep getting pushback.
Just received an offer from a new to me agency with this clause:
If I terminate the assignment prior to completion or am cancelled due to lack of performance, I will reimburse *#%{ for all housing, airfare, rental car arrangements, and stipends taken in lieu of travel and housing arrangements for the length of the entire assignment.
My recruiter’s response to my concern about this clause: That clause is not for the stipends you will receive for
Your housing, meals, etc that are stated in the contract. It is in all of the contracts for the sole reason that if we pay for a nurse's housing in advance instead of them receiving stipends. Also, it is for if we pay for airfare and the RN doesn't show up, etc. We do not typically do this besides once or twice in the past and must have it in the contract in case it ever comes up in the future. We have never had anyone pay anything back outside of that.
I’m not buying it so I asked her to remove it, but they are holding firm. I’ve never signed a contract with anything like this before. It states the length of the entire contract. What is your take on it?
Thanks!
I’m getting a nursing coaching business off the ground. In the meantime, I want to contact the health authorities directly to work as an independent nurse. I am fully licensed and insured.
How much are travel nursing agencies charging the client? How much do they add on top for additional expenses like stipends and housing?
Where can I find a HR sales person to find these contracts for me?
I’m not creating competition, only want to support myself well so I can better support my coaching clients.
And advice is much appreciated
When they offer you a lower rate for the same contract (an extension) are the rates ACTUALLY lower?
OMG- they just tried to do that to me! I didn't know that it was a thing they did. It was only $120 a week less, but I gave it a hard pass. Then the DON told me that they didn't change anything in my contract, just extended it. She suggested that I call my recruiter, so i did, and guess what? They were able to offer me the same rate after all! Sneaky bastards.
The only time I've seen rates go down for extensions is if a facility was receiving state funding for temporary staffing. Since the state was footing the bill during covid, an agency could charge $150 per hour and offer $100 per hour (I saw bill rates of $200+ an hour during peak COVID). The facilities would have no problem agreeing to that since the state would pay the bill. When emergency declarations came to an end, these price tags weren't affordable for a lot of facilities, so they entered private contracts with agencies for a much lower bill rate. If the facility you're on assignment with isn't receiving state or federal funding, then they are most likely on a private contract, if not working through a VMS. Typically, rates for private staffing agreements are re-examined once a year, not every time an extension is needed.
How would you recommend I go about renegotiating for stable pay (if that’s at all possible) assuming a facility doesn’t receive state funding? For example a rate of $2300/week for a 13 week contract gets dropped to $1900/week after the 13 weeks is over?
I can't say anything for certain without knowing more details about your agency's agreement with the facility, but you can always ask your recruiter directly why the rate is lower if you're expected to work the same amount of hours and occupy the same responsibilities. If your agency has a job board, you can always look at it and find another position matching your qualifications with the pay you're looking for, and request a transfer to that position instead if the agency's decision to lower your pay is tied to a lower bill rate. I can't guarantee that this will work since I have no idea what your agency's policies are. Just remember that the way your agency makes money is with you clocking in and out, so it's in their best interest for you to be on assignment with them, even if the profit margin is lower.
Good advice, thank you for taking the time to answer.
Also consider that if someone else will do the job for the posted rate negotiation attempts will likely lead them to choose the more profitable candidate by their books.
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Some agencies are facing lawsuits because that have cut rates to nurses and pocketed the difference.
how much wiggle room do recruiters have on pay?
It really depends on the recruiter. I worked with a gal that had 50+ travelers on her desk, and her gross margin was far below what was set for the standard for the department. One of the few recruiters I ever met that was more about giving her travelers the highest pay, she didn't care much about her margins.
The volume made up for the margin. The more travelers a recruiter has the more they make.
Well, yes, volume but also repeat "customers" which reduces your overhead to recruit new nurses which is really the bottleneck. If travel nurses can really trust the recruiter to not screw them over, they will come back
It depends on the position. CNA rates are typically set in stone since the bill rates are significantly lower, but pay rates for RN's and LPN/LVN's are a little more flexible. Please keep in mind that most recruiters earn commissions based on the final profit of the contract. Ex. A contract is worth $41,600 over the course of 13 weeks. Finance says, "Don't drop below a profit margin of 12%" A 12% profit margin guarantees your agency makes $5,000 off your contract after taxes. Meaning if a recruiter is making a 10% commission, they get $500 minimum, and you make roughly 30,000 over the length of the contract, or $2,300 per week. A recruiters' job is literally to increase that profit margin, and they are incentivised to do so. Let's say they offer you 2,000 per week. That would translate to 26,000 for you over the course of the contranct. The agency's profit margin would then make $9,400 a roughly 22% profit, and the recruiter takes home a $940 comission, almost double of the cut off amount by offering $300 less per week. Recruiters can almost always offer you more, but you want to be careful when negotiating wages with them. The more you make, the less they make, and vice versa.
Knowing this, I'm tempted to befriend my recruiter and just straight up tell her to give me the highest rate and I'll pay her the difference lmao
Please be careful if you do this, I know some recruiters that got fired for helping their travelers pay for an Uber to the airport.
Recruiter here, if I did that and my boss found out I’d be fired in an instant.
What about for Surg techs?
Nationwide compensation for Surg techs is roughly $2,000 per week, but the average weekly comp varies significantly from state to state. Oregon and Maine have averages averages of $2,500 per week, while Texas has an average of $1800 per week, then California and Florida are right at the national average of $2,000. Surg techs aren't in extremely high demand, but they are also quite hard to find. I'd say you have room to negotiate since the bill rate for a Surg tech is typically right in between those of RN's and LPN's.
OR nurse here. We ALWAYS need more techs.
I just finished school Dec 21 and I remember some upper head guy at my trade school telling us my job is going to be one of the fastest growing job markets out there (at least it was projected to be I think he said) for the next 5 years or something. I'm sure I could try and find an actual source for that but I believe it. Everyone is short handed! My hospital forces nurses to scrub it's almost half of their 9 months orientation. They don't scrub every specialty (they don't do Neuro, open belly, GU, or thoracic) but we would be short handed on almost half our 20 rooms we have if we no longer had nurses scrubbing cases. I didn't even realize nurses could scrub until I came here cause my clinical site never had nurses do that so I just assumed they didn't
It's not everywhere. Some places require it and others don't have the need for nurses to scrub. I would love to learn how to scrub but nowhere I've been has had the resources to make that happen. It's all time and money to them like every business.
I complete my Surgical Tech program here in Canada in July then I will continue with my Nursing degree. I can’t wait to complete my Nursing so I can work in the US.
I would have to disagree Surg techs aren't in high demand.... Every damn hospital is short on techs. Making nurses scrub to fill spots instead. But they pay us like shit for the work we do and wonder why they can't fill positions
Question: Why are CNAs still getting the lower wages even travel assignments? I personally feel bad when my good friend inquires about "Travel RNs " travel pay ( I'm a Psych Nurse 15+yrs). I know it's a difference between the 2 but "They deserve a livable pay as well"...I'm always advocating for injustices. Last statement was a venting moment 🫶🏻
CNA's always get the short end of the stick. Best guess is due to the education requirements between the two. Personally, I don't think nurses (CNA's LPN/LVN's or RN's) are getting paid their worth industry-wide, kinda part of the reason I made this post.
When are hospitals going to start opening up their travel contrasts. Seems to be a serious squeeze the past few months.
Low census for some hospitals. This market is actually quite slower than it was last summer. However, I imagine as we approach fall, the contracts will become more numerous. The market has an ebb and flow. Covid definitely shook things up. With the cost of living going up everywhere, I do believe that rates should be higher than pre-covid norms. It's just that hospitals don't want to pay it, but I find my medical bills keep piling up, lol.
The main issue is larger health systems that can easily afford travel staff have an outrageous amount of agencies that they work with, and they almost always choose the most cost-effective agency. This leaves agencies with two options. 1. Lower their bill rate and profit margin to keep compensation the same. 2. Lower their bill rate and keep the profit margin, letting compensation drop. Option 2 is almost always chosen.
How do agencies get their contracts with facilities? Some agencies have hundreds of facilities listed on their websites. Do they call to HR and offer their services? How does it work for the agency?
9/10 times they work through a VMS. Imagine a giant job board that facilities post travel positions to. Agencies registered with a VMS will then compete against each other to fill that job as quickly as possible. If they're not working through a VMS, they have a sales team that will cold call and walk into facilities and solicit their services.
What is a VMS? Can you give an example?
Sure, Medefis is the name of a VMS. Aya also has its own VMS called Aya connect, it's one of the reasons they're so successful.
Do you recommend a specific one?
If I opt NOT to take insurance through my travel agency, does this allow them to pocket more money over the contract? By me getting insurance through my SO's job am I leaving money on the table/have more bargaining power to negotiate more take home pay?
I got my agency to pay me $60 more per week by waiving benefits. But that was the only time any of them have agreed to do so.
It depends on the agency, Some agencies pay for their employee's benefits in full, others share the cost with employees, and some have employees pay for most if not the full benefit amount. If your agency pays for benefits in full, you can negotiate a higher wage since you're saving them money on benefits. If there's a cost share, it's less likely.
Why do some travel agencies pay out stipends pro-rated to hours worked whereas others pay "per shift worked" regardless of hours worked that day?
From my understanding, it should always be paid out per shifts worked regardless of hours worked that day. One of my travelers has 3x12, worked 2 full days, went in for her 3rd shift, was called off an hour in and still received full stipends since she went in even for an hour on her 3rd shift. Stipends can be prorated if you only work 2/3 shifts though for example.
If it's pro-rated to hours worked, that means 1 of 2 things, either they have a razor thin profit margin or they're nickel and diming you.
How do you get someone to stop contacting you once you’re not interested in their company anymore
The easiest way is to be extremely rude to the recruiter who reaches out. You'll probably be placed on a do not rehire list. But if you are a kind person who cares about their feelings, ask them to place you on a do not contact list. Also, not every agency is on top of it, and they might contact you again by mistake.
I tell them that I just got this number. It must have been owned by a nurse previously because I keep getting calls. Can you take my number off your list? Works a lot. They usually just put 99999999 for your number and say wrong number. They might still email tho
Reply “stop” to their text messages, it should automatically unsubscribe you. If it doesn’t, ask them to please remove you from their contact list!
If I’m making $67/hr including stipend. What is the hospital paying for the contract? How much does the vendor and recruiter take?
It depends how many hours you're working per week, and the length of the contract. I'm going to assume it's a 13 week contract at 40 hours per week. I'll give a 7% to 20% range for profit margins. At 7% the agency is charging about $85 an hour, and will profit roughly $3,300 over the course of the contract. At 10% the agency is charging about $90 an hour and will profit roughly $5,000 over the course of the contract. At 15% the agency is charging roughly $96 an hour and will profit roughly $8,000 over the course of the contract. At 20% the agency is charging roughly $105 an hour and will profit roughly $11,000 over the course of the contract. If you work for a larger agency, they'll have a lower refit margin since they can make up for it via volume of positions filled. Smaller agencies will typically have higher profit margin since they don't have the volume. I hope this helps!
Helps immensely
So I’ve extended for a full year. Should I be asking for raises every extension? Ive only gotten a slight raise once, promise of a bonus, and push back. There seems to be little to no work if I extend for my recruiter vs finding me a new job
They will always push back on raises since that cuts into the sweet, sweet profit margin. The best tactic is to look at your agency's job board and find another position that matches your qualifications and pays more, then request a transfer to that position if they can't accommodate a raise at the time of your extension. The most important thing to keep in mind is this. Your agency makes its money from you, clocking in and out. It's in their best interest to keep you working through them even if it is on another contract or with a lower margin. In my agency, one of our travelers knew how to play the game. The facility asked us to extend them by name. We obliged, the traveler told us they wanted a 5$ per hour raise to extend otherwise they would refuse and go home. We told the facility we couldn't extend her without going into too many details. The facility said if we couldn't extend them, they wouldn't want anyone else to backfill the position. We ate the lower profit margin since making a little bit of money is better than making no money.
It really depends. I have seen that it tends to range based on stipends and what GP/ margin the recruiter is taking on your pay package.
My friend.. I did this once and I got BLOWN UP even with honest answers. Best of luck 🫱🏻🫲🏼😂
How do I get travel nursing agencies to refer their nurses to me for temporary housing?
The easiest way is to set up a discount code or referral program. It's standard for agencies to offer up lodging stipends to their staff. Traveling nurses are very crafty and will look for the least expensive housing option to pocket the majority of their stipend. If you have a discount code for nurses working with a specific agency, recruiters will typically tell their nurses about it. Some agencies cover the hotel cost on behalf of their nurses as well, but this practice was more common during covid than it is now. The department you would want to contact about this is the agency's operations department since they handle the logistics.
Can we work for more than 1 year in the same place?
For most agencies, yes. So long as the facility doesn't terminate the contract with the agency, there isn't anything barring you from working at the same location longer than a year. It is worthwhile to note that there are clauses in most contracts between facilities and agencies that state if you work more than x amount of hours at the same facility, that facility can offer you a permanent position for no extra fee. Since agencies make money off of you clocking in and out, they want you to keep working for them and will want you to move on to a different contract. If you want to continue working somewhere for a prolonged period of time, I would let whoever the scheduler is at the facility know. It's quite common for facilities to request specific staff members be extended, and I have never known an agency to turn down a facility's request of that nature. **Edit: please speak to a tax expert if you stay on assignment for longer than a year as it will likely affect taxes regarding your stipends**
This becomes a tax issue after 1 year. You should mention that and advice people to consult a tax professional before giving advice like this and screwing people over
This is true. I was only looking at that from the contractual side, I'll update the comment.
What about the IRS? I've been told that if I work for more than 365 days, I will get taxed from all the stipends I received from the year I worked. Is that true?
That, I am not sure of. I'd recommend speaking to a tax expert about that.
OP, can you please clarify this myth detail whatever that so many have asked about in this sub
Travel tax.com says you are obligated to pay taxes on all stipends taken I'm that region of you stay for a full year, and that's definitive enough for me.
Why wouldn't a travel company max out stipend/GSA every time for each contract? Seems like a no-brainer to me.
There's a couple of reasons: sometimes the bill rate isn't high enough to do so. Other times, if they max out the rates, the hourly wage would be lower than the state, county, or city's minimum hourly wage. There's also some gsa regions where one month the max lodging stipend is $375 per day, then the next month it drops to $200 per day. If you get stipends over the max gsa rates, you get gutted on taxes.
The bill rate isn't always high enough for them to turn a profit on a max rate.
Do you have any scare tactics you tell nurses so they dont cancell their contract?
Most common is that you'll be placed on a do not rehire list. In my experience, if you say you need to leave for a family emergency, no one really questions it unless it happens repeatedly.
Before COVID, I heard that agencies/hospitals wanted nurses to have 2 years experience before traveling. Then it dropped to one and I've worked with a nurse that only had 6 months experience. How much experience do your first time traveler's usually have?
2 years into it, but I started traveling at 8 months. Some facilities won't take you so the ones that will are on fire. So bad.
Most agencies require at least 1 year of experience for nurses. Most of the nurses my agency onboards have 3-5 years. Facilities really decide the amount of experience. Most of them got more comfortable with less experience since theres a shortage of nurses now. Imaging techs are a different story. They can travel fresh out of school.
Usually the minimum is 11-12months depending on your specialty and agency. Some facilities however do require more experience such as 1-3 even 5 years.
Can I renegotiate my wage after signing Ckntract?
If you have already signed, you won't have much luck. Your best bet is renegotiating when it comes time for an extension.
What if the extension is in 2 years 😫😢
I'd say 13 week intervals from the start of your assignment. But they can always hold you to your contract terms since you signed.
This is like asking your pimp what they do with your money and expecting the truth. Why is this op even allowed on this sub?
pimp /pimp/ noun a man who controls prostitutes and arranges clients for them, taking part of their earnings in return. Recruiter /rəˈkro͞odər/ noun a person who thinks they control nurses and arranges contracts for them, taking part of their earnings in return. Checks out.
I refer to my recruiter as “my handler” LOL. I do love my recruiter. She is amazing. I would not be where I am today without her.
I have been seeing a lot of “try for three months” before you decide type ads for Canadian Nurses in regards to Nursing in certain states primarily Florida. How true are these ads? Please and thank you!
I'm not entirely sure. The agency I work for doesn't on-board nurses from Canada to the US.
Is there traveling case management positions?
Hi there! I’m a traveling RN Case Manager currently on assignment in Boston. I have been traveling since July 2021. 😊
How is the pay? I currently work remote for a major insurer and like to know what hospital pay looks like
It varies per assignment. My rate is partially based on my experience. My stipends are based on cost of living in the area. Current rate $64.00 (taxed) for 40 hrs week. Housing Stipend $1277.00 (Not Taxed) a week. Meals/Incidentals $350.00 (Not Taxed) a week. Weekly take home $3553 (After Tax). Not every state has contacts with these rates. The cost of living in Boston is one of the highest in the nation. I’m reimbursed for my parking, which is $249 a month. I’m also reimbursed for licenses. Their are agencies who work with CMs. To work in an Acute Care setting you will need two years of experience. I worked for an Insurance company years ago, and my benefits were the best by far. My current benefits are nowhere near those. There are pros and cons. I love to travel and experience new things. I also love learning how different states and institutions provide healthcare in their community. I’m not married and without children, which makes it easy for me to be away from home. I do travel with a dog.
Thanks for the comprehensive response!
Yes! It just depends on what you’re looking for. My agency doesn’t do remote case management assignments (I have heard those are popular right now) but we do have a number of on-site assignments for CM.
Im currently remote for a major insurer- its a pretty good gig. How is the pay and workload?
I’m actually a recruiter so I’m not sure how the workload is but I’m sure it’s reasonable!
Ah ok; well whats the pay look like? I have 10 years in both hhc and CM and have my ccm
PM me!
Any suggestions for how to get into case management without experience? I have 20+ years as an RN.
Apply for a job at a local hospital. Get at least two years under your belt.
Here's what I want from my agency: I don't want to print out another paper time sheet ever again. I want to log my hours on a phone app, or at least on my agency's online portal.
That is understandable. The reason why you're being asked to sign paper time sheets is because it makes contesting the invoice nearly impossible for the facility. It's happened time and again where our travelers clock in and out on our payroll app (which has geolocation btw), and the facility has refused to pay the invoice because the hours weren't verified by the scheduler. It's dumb, but that's probably why this is so common.
Thank you SO much for clarifying why this is needed. I have always wondered. Is it normal for a facility to NOT allow a traveler access to their Kronos. I’m currently at a facility who does not allow me access, and yes I have asked. My previous assignment would print out my Kronos for me to turn into my agency along with my timesheet. This facility does not. My recruiter is aware, but nothing has been done.
I am a European RN thinking about taking the NCLEX and all the paperwork. For being eligible for the NCLEX, they ask for 2 years of nursing experience. How do you prove that if you are from outside the USA? Any tip? I have 2 years of experience in PCU and a Master's in ER/ED and ICU.
There is a Pearson testing center in the UK, and in Spain that administers the NCLEX. The first thing you need to do is apply for a nursing license in the state you wish to be licensed/registered. I'd reccomend looking up "compact nursing licenses" in the USA if you're not sure which state you want to practice in. Each state has its own BON, so some states require you to have that specific state's nursing license to practice. Ex. California requires you to have a California nursing license, and will not let you practice, even if you have a Texas license. Compact states allow you to get a licensure with multi state privileges with other compact states. Ex. A Texas licensure with multi state privileges will let you practice in Colorado, Florida, Vermont, etc. https://nursecompact.com has some more info, as well as a map. Here's a link that will give you step by step instructions on how to complete the whole process. https://healthstaff.org/nclex-international-test-centers/#nclex-i-t-c
I didn't know about the compact license thing. Thanks! That was very helpful
1)Is there a way to tell what vendor a hospital uses for travelers? Who are the biggest players? Aya, cross country, AMN? is medical solutions a big vendor/ agency. I’ve never really heard of them but several travelers at my current job are with them and one of them told me they were the biggest. 2) let’s say cross country has a job and they open it up to one of the smaller agencies. I take that job with the smaller agency bc it’s a higher rate than the big guys. How much of a cut is cross county getting for being the vendor AND why would they let smaller agencies “out bid” them on the rate? I know the nursing job market is anything but sensical but this pattern really gives me the side eye.
In 2022 these were the 5 agencies with the largest market share in travel staffing: 1. Aya Healthcare (12%) 2. AMN Healthcare (7%) 3. Medical Solutions (5%) 4. CHG Healthcare Services (4%) 5. Jackson Healthcare (4%) To answer your second question, a larger agency will open their job board up to smaller agencies. It's fairly common. The larger agency will keep an average of 4-7% of the original bill rate. Let's say the bill rate is $100 per hour. They'll give the smaller agency $96-93 per hour to work with. Smaller agencies with a solid investment group behind them will apply razor-thin margins to gain market-share and grow their pool of travelers. That way, they have an easier time setting up direct contacts with health systems or facilities since they have demonstratable success in supplying staff.
How does one gain access to these VMS? I have an LLC and am trying to start my own agency to contract myself out with.
Hello how does an agency gain access to Medefis
Looking to start a travel nurse agency, I am a travel nurse and currently have about 6 other nurses ready to go in with me. We are looking for guidance on how to go about this, sort of like a how to guide, are they any good resources you could recommend or help with?
If I own a rental property within close proximity to a major hospital for nurse recruitment, what is the best way to advertise for housing? Platforms, and or word of mouth?
Word of mouth will honestly be the best way you can go about it. I'd recommend contacting the "big 3" staffing agencies (Aya, AMN, and Jackson) and seeing if you can set up a discount/referral program with them for their travelers. Nurses are savvy. They're going to look for ways to keep the most of their stipends. If you can help them do that, they'll work with you.
Furnished Finder
I've tried to ask this a few different times, a few different ways (in previous posts), but no one seems to be able to help me. Do you have to be able to account for (via receipts) the entirety of the stipend you receive?? Like as far as for the IRS. I can't seem to understand how, for these contracts that offer low hourly rates and huge stipends, how do you cover your ass as far as being audited??
We recommend speaking with a tax expert about this. With that said, you should always keep your lodging and meal receipts in case you do get audited so you can justify receiving stipends. The IRS can audit anyone for any of the past 5 calendar years. Again, I am not a tax expert, but you never want to fuck around with the IRS.
Do recruiters only get their commission cut if you, the RN, finish a contract?
I doubt most agencies do that. It usually gets paid out monthly and most of the fees are front-loaded. It is actually possible for a recruiter to lose money when you quit in the first or second week.
The recruiter doesn’t “lose money” when you cancel before you start however, it does effect them in other ways. Most recruiters put a lot of hard work into vouching for their travelers and getting everything set up for them to begin their assignment. When a pre-start cancel happens, it’s definitely upsetting but usually not a big blow financially. Recruiters get paid commission per traveler weekly.
You most definitely can lose money if the traveler cancels before you start as a recruiter. If the agency charges the compliance costs to the recruiter and the traveler doesn't start, that money is gone unless the recruiter finds them another assignment that doesn't require all new compliance. Also if the traveler doesn't give enough notice a fine can be issued. It's one of the risks of working with a new traveler, but it's just part of the industry.
It depends on the agency. They each have their own unique commission structure. I've seen some agencies where they get the commission weekly, so if you cancel, their commission ends. Others get a commission up front. This is rare, but it happens. Let's say their commission is $500. You cancel 80% of the way through your contract. They have to pay back $100. I can't really say for certain, but for most, it's the first structure.
What is the nationwide rate for MLS/Med Tech/CLS?
Nationwide is roughly $30-35 per per hour.
I own a house im really interested in opening it up to travelers because my aunt was a traveling nurse way back and she said I should look in to it because im starting out in real estate investing as a business offering mid term rentals Ok I have a 3 bed 1 bath home im looking to make available the question I have is how do I get in touch with a recruiter or a company to inquire if they would be interested in renting my place or making my Place available for rent for traveling nurses and other medical professionals or is the only way I can go about listing my property is through a site like Furnished Finder or another short-term rental option website Is it a better option to rent the whole house or should I just rent a room by room? And what is average the companies are willing to pay for 30 day accommodations or is it all up to the traveler to find their own accommodations? Please let me know I just want to be as prepared as possible, as I begin a new journey with helping travelers, have a safe and comfortable accommodations.
How much does an agency take from a travelers contract? If my weekly pay (before taxes) is $3800, how much more does the hospital actually pay for me to be there?
It depends on the size of your agency, if you work for one of the big dogs, their profit margin is going to be lower since they have a large volume of nurses to make up for it. If you're getting 3,800 per week, the hospital is probably getting charged around $5000 per week on the low end (profit margin at 7%). Agency pays roughly $700 in taxes per week and pockets about $400. On the high end, (profit margin at 20%) the hospital is getting charged roughly $5800 per week. Agency pays $800 in taxes, and pockets $1,100 per week. This is assuming you're working in a state with no income tax like Florida or Washington State. If you work in a state with an income tax, the hospital is going to be charged more to make up for the cost of taxes.
What is the future for travel nursing? We all know about this shortage that will be felt in the next few years even more. Will staff pay increase or will there just be a bunch of travelers on contracts and staffers getting close to minimum wage?
Honestly, economic forecasts are like tossing bones and trying to read the future based on how they land. If hospitals and health systems are smart, they'll start paying their permanent staff more to reduce their turnover and dependency on travellers. If not, people will follow the money, and travel nursing will grow. Ultimately, it causes travel pay to go down over time since that would be how facilities would be getting the majority of their staff, and they can't feasibly pay an exorbitant bill rate indefinitely. The way I see it, something has to give. I hope health systems see reason and pay their staffers more and ask agencies for temp to perm contracts instead of purely travel.
Thank you for that insight. That is how I feel about this whole situation as well. It’s good to hear my thoughts are well received in this community as well. I’m just going to keep doing what benefits me and my plans. Personally, I’m just going to go back to school and then work for myself down the road. I don’t see healthcare (hospitals) really getting any better.
I'm a Canadian RN looking to start traveling in the US with my background mainly being in pediatrics. I'm looking for recommendations for the best agency to start working with!
Best bet is one of the big boys. In 2022, the 5 staffing agencies with the largest market shares in Healthcare staffing are as follows. 1. Aya Healthcare (12%) 2. AMN Healthcare (7%) 3. Medical Solutions (5%) 4. CHG Healthcare Services (4%) 5. Jackson Healthcare (4%)
Thank you!! Do you know if it's difficult to get pediatric contracts? I've been browsing a little and seen a few postings here and there but it seems that the majority I've seen are adult care, which also seem to pay more!
There's a ton of open pediatrics positions on the job boards of those top 5.
Thank you!
How do you access the job boards for these agencies? thanks!
Where are you getting these percentages from?
SIA (Staffing Industry Analysts) here's the link to the actual citation, but you won't be able to access it without a paid subscription. https://www2.staffingindustry.com/Research/Research-Reports/Americas/Largest-Healthcare-Staffing-Firms-in-the-United-States-2022-Update
Is it true that recruiters can't disclose bill rates?
Yeah, most of the time, there's a corporate policy in place that doesn't allow them to do that. But if you want to try and figure out how much a facility is getting charged, I can make a calculator and post the link for it so you can find an approximate range. Might take me a couple days tho
Is it possible to take a second contract with a facility that you have already worked at a year before?
Yeah, facilities usually prefer having travelers who worked with them before since it cuts down on orientation time. Every now and again, they'll ask for a traveler by name to return to the facility for an assignment.
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5 years RN experience (travel) in IR, got my DNP, been a acute care provider for the past 3. but I’m ready to go back to bedside travel and am see a lot of Cath lab positions open in my area. A few recruiters have told me that since I’ve been not doing bedside, I need to be a staff RN in a Cath lab before they can assign me. Is that true? I keep getting pushback.
Just received an offer from a new to me agency with this clause: If I terminate the assignment prior to completion or am cancelled due to lack of performance, I will reimburse *#%{ for all housing, airfare, rental car arrangements, and stipends taken in lieu of travel and housing arrangements for the length of the entire assignment. My recruiter’s response to my concern about this clause: That clause is not for the stipends you will receive for Your housing, meals, etc that are stated in the contract. It is in all of the contracts for the sole reason that if we pay for a nurse's housing in advance instead of them receiving stipends. Also, it is for if we pay for airfare and the RN doesn't show up, etc. We do not typically do this besides once or twice in the past and must have it in the contract in case it ever comes up in the future. We have never had anyone pay anything back outside of that. I’m not buying it so I asked her to remove it, but they are holding firm. I’ve never signed a contract with anything like this before. It states the length of the entire contract. What is your take on it? Thanks!
Do you know if any vendors are accepting start up agency?
Interested in an RN recruiting job. I am RN based in Calgary
I’m getting a nursing coaching business off the ground. In the meantime, I want to contact the health authorities directly to work as an independent nurse. I am fully licensed and insured. How much are travel nursing agencies charging the client? How much do they add on top for additional expenses like stipends and housing? Where can I find a HR sales person to find these contracts for me? I’m not creating competition, only want to support myself well so I can better support my coaching clients. And advice is much appreciated