US Healthcare Domain
Learner Reference
Your complete reference for US Healthcare Staffing � covering the system structure, nursing roles & credentials, travel nursing, managed care, compliance, and employer landscape. Read before your trainer session, use as your desk companion during on-the-job learning.
Read each module section top to bottom. Focus on the What & Why before you worry about memorising. The goal is familiarity � so your trainer's explanations click faster.
Use the accordion sections to test yourself � can you recall the detail before expanding? Use the Quiz tab to simulate real scenarios before your first desk call.
Bookmark this file. Use Ctrl+F to search any term instantly. The pay table, certification map, and compliance checklist are all here for quick reference mid-call.
Module 1 � The System
- ? Distinguish hospital types (CAH, LTAC, SNF, Specialty)
- ? Explain hospital ownership models
- ? Name key clinical departments & what each recruits for
- ? Understand care tiers (Primary ? Quaternary)
Module 2 � The People
- ? Navigate the CNA ? CRNA career ladder
- ? Distinguish licence vs certification
- ? Explain travel nurse pay packages
- ? Recognise allied health roles and their certs
Module 3 � Operations
- ? Explain HMO, PPO, Medicare, Medicaid
- ? Navigate the MSP ? VMS ? Agency chain
- ? Verify a licence on Nursys in under 2 minutes
- ? Screen for compliance: work auth, drug test, health docs
US Healthcare System Structure
Before you can recruit in healthcare, you must understand the world your candidates live in. This module covers the US healthcare landscape � facility types, departments, ownership models, and the care tier system that determines who works where.
Healthcare recruiting is not like IT recruiting. You cannot fake your way through a screening call with a nurse. Candidates will use terms like ICU, Magnet hospital, compact licence, CCRN � and they will know immediately whether you understand their world.
Your domain knowledge creates four practical advantages:
Knowing terms like "ICU," "Magnet hospital," and "compact licence" builds instant credibility on your first call.
A Level I Trauma Centre hires very differently from a rural Critical Access Hospital. Setting dictates the right candidate profile.
One missing credential can kill a placement. You need to know what to verify � and when to walk away from a submission.
A nurse at a teaching hospital earns differently from a travel nurse at a rural facility. Setting correct expectations prevents falloffs.
Think of US healthcare as a pyramid. Every patient enters at the bottom and gets escalated upward based on how complex their condition is. Each tier employs different nurses, requires different credentials, and represents different placement opportunities.
Most common type. Treats wide range of conditions including emergencies, surgeries, maternity. Open 24/7. Think of a typical community hospital. This is where the majority of your travel nurse placements will land.
Affiliated with a university. Has residents & fellows. High acuity cases, cutting-edge treatments. High volume hiring. BSN typically required. Higher certification standards � CCRN, CNOR common requirements.
Rural hospitals with =25 beds, certified by CMS. Often struggle to recruit locally and rely heavily on staffing agencies. This is your bread and butter � CAHs cannot attract enough nurses locally, so they HAVE to use agencies like yours.
Focus on one area: Rehab, Psychiatric, Cancer (Oncology), Cardiac, Ortho, Children's. Very specific credential needs. A psychiatric facility will NOT take a general nurse without psych experience � credentials are non-negotiable here.
For patients needing extended hospital-level care (avg 25+ days). Skilled nursing needed. Growing market post-COVID as vent-dependent patients increased. LPN/LVNs placed heavily here alongside RNs.
Day surgeries, clinics, imaging centres. No overnight stays. Often hire part-time and contract workers. Ask about Athenahealth/NextGen EMR for outpatient. NP/FNP placements common in clinic settings.
Hospital Ownership Types
Majority of US hospitals. Reinvest surplus into care. Often faith-based (Ascension, Providence). Competitive pay, stable environment. Large agency users for travel nurses.
HCA Healthcare, Tenet Health, LifePoint. High efficiency & cost management focus. Largest systems = most standardised hiring. Major staffing agency clients � HCA alone has 185+ hospitals.
Federal (VA Hospitals), State (psychiatric, county, correctional). Hiring is bureaucratic & slower. Government pay scales, union presence. Less agency use, more direct hire. Flag this for freshers � don't waste time pursuing VA placements without the right contacts.
| Department | What Happens Here | Primary Nurse Level | Key Certifications | Recruiter Watch-Out |
|---|---|---|---|---|
| ICU / Critical Care | Intensive monitoring of life-threatening conditions. Multiple ICU types: MICU (medical), SICU (surgical), CVICU (cardiac), NICU (neonatal), PICU (pediatric), NSICU (neuro) | RN-BSN preferred | CCRN Often Required, ACLS, BLS | Never submit non-ICU RN for ICU role without explicit client approval |
| ER / ED | Emergency department � handles everything from minor injuries to trauma codes. Level I�IV trauma designations matter | RN (ADN acceptable, BSN preferred) | CEN, ACLS, TNCC (Level I/II trauma) | Ask: "How many years of ER experience?" � not just "Do you have ER experience?" |
| Med/Surg Floor | Medical-Surgical � the most common hospital floor. Post-surgical patients, chronic disease management, general admissions | RN (ADN/BSN both common) | CMSRN Optional, BLS | Highest volume placement; good starting point for travel nurses with 1�2 yrs exp |
| Telemetry / Step-Down | Cardiac monitoring for stable but at-risk patients. Between Med/Surg and ICU in acuity level | RN | ACLS, BLS; cardiac arrhythmia training expected | Tele ? ICU. Tele RN cannot substitute for ICU RN � different skill set entirely |
| L&D (Labour & Delivery) | Active labour management, vaginal and C-section deliveries, fetal monitoring | RN-BSN preferred | NRP Required, ACLS, BLS; AWHONN Fetal Monitoring | Ask: "Are you cross-trained in antepartum and postpartum, or L&D only?" Cross-training is key |
| NICU (Neonatal ICU) | Premature and critically ill newborns. Levels II, III, IV � higher level = sicker babies | RN with NICU specialty | NRP Required, PALS, RNC-NIC Preferred at L3/L4 | Level III/IV NICU requires RNC-NIC. Do not submit without confirming NICU level experience |
| OR (Operating Room) | Surgical suite � circulating nurse manages the room; scrub tech handles instruments. Separate roles � never confuse | RN (circulating); CST (scrub tech) | CNOR Often Required, BLS, ACLS | Scrub tech ? Circulating RN. Always ask: "Are you a scrub tech or a circulating nurse?" |
| Oncology | Cancer patients � chemotherapy administration, infusion therapy, symptom management | RN | OCN Specialty cert, ONS Chemo Cert Required to admin chemo | ONS chemo cert is a separate, hard requirement to administer chemotherapy � not the same as OCN |
| Psychiatric Unit | Mental health � crisis intervention, medication management, therapeutic communication, de-escalation. Completely different skill set from physical medicine | RN with psych experience | CPI/PMHCNS, PMHN-BC; BLS | Never submit a Med/Surg nurse for psych without explicit client approval. Psych nurses do NOT do wound care or IV lines |
| Correctional Health | Healthcare inside prisons/jails. Standard clinical skills + security environment. Corizon, NaphCare, Centurion manage these contracts nationally | RN or LPN | Standard nursing licence; psych experience helpful | Non-traditional setting but growing market. Agency-friendly. Screen for comfort in security environments |
Nursing Profession, Travel Nursing & Allied Health
From CNA to CRNA � the complete nursing career ladder, licences & certifying bodies, how travel nursing economics work, and every allied health role you will encounter on a job order.
$250�$350/hr travel
CNM: $105K�$135K
Higher than ADN
NP Specialties � The Full Map
Every NP has a specialty certification. The specialty defines who they can see and where they can work. When you get an NP job order, the first question to the candidate is always: "What is your NP certification and what body issued it?"
All ages from birth to elderly. Primary care, urgent care, family medicine clinics.
Cert: FNP-BC (ANCC) or FNP-C (AANP)
Mental health diagnoses and prescribing � depression, bipolar, schizophrenia, anxiety. US is in a mental health crisis. PMHNPs command $150K�$180K.
Cert: PMHNP-BC (ANCC)
Adults in hospital/acute care � ICU, stepdown, hospitalist teams. Growing role. An FNP CANNOT replace a PMHNP or AGACNP � these are different certifications.
Children from birth to 21. PNP-PC (primary care) or PNP-AC (acute/hospital). Different certifications � always ask which one.
Premature and critically ill newborns in NICU. Highly specialised. Strong NICU background required. NNP-BC (ANCC via NCC).
Emergency department practice. Relatively new specialty. Growing demand in high-volume EDs. ENP-C (ANCC).
- Issued by a government body (State Board of Nursing)
- Required by law before practising nursing
- Examples: NCLEX-RN, NCLEX-PN, APRN licence, CNA registry
- Renewed typically every 2 years
- Verified on the state BON website � public record
- Submitting without active licence = compliance violation
- Expired/lapsed licence = candidate cannot work
- Issued by a professional organisation or credentialing body
- Demonstrates mastery in a clinical specialty
- Examples: CCRN, CEN, BLS, ACLS, PALS, OCN, CNOR
- NOT issued by the government � voluntary (some become employer-mandatory)
- BLS is technically a certification but universally required
- Specialty certs expire � always ask expiry dates
- A cert without an active licence is meaningless � licence comes first
Verify active licence on state BON
Ask BLS expiry date
Ask role-specific certs
Get copies before submission
Life Support Certifications � Non-Negotiables
| Cert | Full Name | Who Needs It | Valid | Issuing Body | Recruiter Rule |
|---|---|---|---|---|---|
| BLS | Basic Life Support | ALL clinical roles � no exception | 2 years | AHA (preferred), ARC | Ask expiry DATE, not "do you have it?" Expired = do NOT submit. |
| ACLS | Advanced Cardiac Life Support | ICU, ER, OR, tele, L&D, PACU, procedure areas | 2 years | AHA | Required for all critical care and step-down placements |
| PALS | Pediatric Advanced Life Support | NICU, PICU, L&D, peds ER, nursery, peds floors | 2 years | AHA | Any role involving patients under 18 needs this |
| NRP | Neonatal Resuscitation Programme | L&D, NICU, nursery, neonatal transport | 2 years | AAP + AHA | L&D and NICU nurses without NRP cannot work those units |
| TNCC | Trauma Nursing Core Course | Level I & II trauma ER nurses | 4 years | ENA | Not universal � check trauma designation level of specific ER |
Specialty Nursing Certifications � Expert-Level Signals
These are earned after clinical experience � they signal mastery, not just training. Ask for expiry dates on all of these.
ICU specialty. 1,750 hrs direct critical care in last 2 years + RN licence. AACN. Valid 3 years. Highly valued � signals ICU mastery.
ER specialty. No minimum exp to sit exam. BCEN. Valid 4 years. Signals ER commitment and advanced knowledge.
OR specialty. 2 years periop experience (2,400 hrs). CCI. Valid 5 years. Often required for OR placements at academic centres.
12 mo RN exp + 1,000 hrs oncology. ONCC. ONS Chemo Cert is a SEPARATE requirement to administer chemo � not the same as OCN. Both may be needed.
Psych specialty. 2 years psych nursing + 2,000 hrs. ANCC. Valid 5 years.
2 years NICU experience. NCC. Valid 3 years. Level III/IV NICUs often prefer or require this.
NCLEX � The Gateway Licensing Exam
Every nurse must pass NCLEX before they can legally work. There is no workaround. NCLEX-RN is for all Registered Nurses (ADN and BSN). NCLEX-PN is for all LPN/LVNs � a separate, different exam.
Compact Licence (NLC) � Your Daily Tool
Valid in ALL 41 NLC member states � ONE licence. Nurse must live (primary residence) in a compact state. Can work in any compact state immediately � no waiting, no extra cost. Game-changer for travel nursing: instant deployment capability.
Valid in ONE state only. Processing for a new state: 4�12 weeks + $100�$300 fee. California: 8�14 weeks (slowest). New York: 6�10 weeks. CA and NY are NOT in the NLC compact � nurses living there cannot hold a compact licence.
Why Nurses Choose to Travel
- Significantly higher pay than staff positions
- Tax-free housing and meal stipends boost take-home
- Flexibility to choose assignments, locations, and timing
- Variety of clinical experience across different hospital systems
- Often used by nurses saving for a house or paying off student loans
- Adventure, geography, and personal growth
Travel Nurse Pay Package � How It Works
Travel nursing pay is NOT just an hourly rate. It is a package with multiple components. The IRS allows tax-free housing and meal stipends for workers who: (1) maintain a permanent tax home at their primary residence, and (2) are working away from that home on a temporary basis.
| Taxable base pay | $22�$30/hr | Counts for benefits, OT, tax |
| Housing stipend | $900�$1,800/wk | Tax-free. Covers accommodation |
| Meal & incidentals | $200�$450/wk | Tax-free per diem |
| Travel reimbursement | $500 one-time | Drive or flight to assignment |
| Completion bonus | $500�$2,000 | Some contracts offer this |
Weekly Gross Package by Specialty (2024�25 Reference)
The 13-Week Contract Lifecycle � Your Recruiter Workflow
What Makes a Great Travel Nurse Candidate
Instant deployment across 41 states � no licence processing delays
Commands higher bill rate from client; faster acceptances
Most hospitals use these systems � EMR match = faster onboarding
Days, nights, rotating � flexibility opens more options and clients
Most agencies require minimum 1�2 years in specialty. Some clients require 2+.
Saves sourcing costs on next contract � identify this willingness early
What they do: Draw blood for laboratory testing. Hospitals, labs, blood banks, clinics, home health.
Education: 2�6 week certificate. Some employers train on the job.
Cert: CPT via NHA, ASCP, or AMT.
Pay: $16�$22/hr staff.
Ask: "How many successful venipunctures per day in your current role?"
What they do: Routine lab tests under MLS supervision � haematology, urinalysis, basic chemistry, microbiology cultures.
Education: 2-year AAS. NAACLS-accredited.
Cert: MLT(ASCP) via ASCP Board of Certification. NHA also offers MLT exam.
Pay: $22�$32/hr staff.
What they do: Full-scope lab testing including blood banking (transfusion medicine), microbiology, haematology, immunology. Blood bank (SBB) certified are the rarest and highest-value lab placement.
Education: 4-year Bachelor's degree.
Cert: MLS(ASCP) or CLS(ASCP). SBB(ASCP) for blood bank.
Pay: $30�$55/hr. Critical shortage.
ARRT (American Registry of Radiologic Technologists) is the gold standard credentialing body for ALL imaging roles. The base credential is RT(R) (radiographer). From there, technologists add specialty post-primary credentials: MR, CT, mammography, etc. Think of RT(R) as the "BSN" of imaging � you must have it before specialising.
X-ray, fluoroscopy, general imaging. 2-year AAS (JRCERT-accredited). ARRT RT(R) cert. Most states require state radiography licence in addition. $28�$42/hr staff; $35�$55/hr travel.
Must first be ARRT-certified RT(R). ARRT MR specialty: RT(MR)(ARRT). Some states require separate MRI licence. $35�$55/hr staff; $45�$65/hr travel. Strong demand.
Must first be ARRT-certified RT(R). ARRT CT specialty: RT(CT)(ARRT). High ER demand � CT scanners run 24/7 in acute settings. $32�$50/hr staff; $40�$58/hr travel.
Ultrasound � OB, cardiac echo, vascular. From ARDMS (separate from ARRT pathway � a sonographer doesn't necessarily have RT(R)). Specialties: AB, OB/GYN, RCS (cardiac echo), RVT (vascular). Cardiac echo techs command highest rates. $35�$55/hr.
Must be RT(R) + ARRT mammography specialty. Required by federal law (MQSA). Women's imaging centres, mobile mammography units. $30�$45/hr.
Administers radioactive tracers for imaging. ARRT RT(N) or NMTCB. Specialised � fewer facilities. $38�$55/hr.
Surgical Technologist (CST / Scrub Tech)
Prepares the OR, sets up the sterile field, passes instruments to surgeons. Works INSIDE the sterile field. Different from the OR circulating nurse � always ask which one the candidate is. 1�2 year certificate/degree. CST via NBSTSA. Cardiac, neuro, and ortho scrub techs command premium rates.
Pay: $22�$38/hr staff | $35�$55/hr travel
Respiratory Therapist (CRT / RRT)
Manages patients with breathing difficulties � mechanical ventilator management, oxygen therapy, ABG collection and analysis. ICU, ER, NICU, PICU, LTAC, pulmonary rehab. 2-year AAS (COARC-accredited). NBRC issues CRT (entry) and RRT (advanced). ECMO-trained RTs and neonatal RTs are the most scarce � elevate their priority immediately.
Pay: $28�$48/hr staff | $38�$60/hr travel. Critical shortage nationally � some facilities wait 6+ months.
HEDIS = Healthcare Effectiveness Data and Information Set. Health plans use it to measure care quality (90+ clinical measures for NCQA). HEDIS nurses review medical records to extract data � did the diabetic patient get an eye exam? Did children receive immunisations?
Active RN licence required. Fully remote. Seasonal peak: January through May each year.
Pay: $35�$55/hr. Build pipeline in Nov�Dec. Place Jan�May. 8�16 week contracts.
Reviews and submits prior auth requests to insurance companies before procedures, meds, or referrals. Clinical background (RN/LPN/MA) increasingly preferred. Cert: CPMA via AAPC.
Pay: $18�$30/hr. Largely remote. Year-round demand.
Manages health and safety of employees. Pre-employment physicals, workers' comp, OSHA compliance. RN licence required. Cert: COHN or COHN-S via ABOHN.
Pay: $35�$55/hr.
Translates clinical documentation into ICD-10 diagnosis codes and CPT procedure codes. Cert: CPC (AAPC) or CCS (AHIMA). Highly remote-friendly.
Pay: $18�$32/hr.
Managed Care, Clients, EMR, Compliance & Employers
The business engine behind every placement. How insurance works, who your clients really are, what EMR experience means, how to screen compliantly, and who the biggest employers are � and what every role pays.
A hospital's payer mix � the proportion of patients on each plan type � directly affects how much revenue it collects per patient, and therefore how much budget it has for agency staffing. This affects your bill rate negotiations.
Patients must use in-network providers only. Requires a Primary Care Physician (PCP) as gatekeeper. PCP must issue referrals to see specialists. Lowest premiums � strictest network control.
Example: Kaiser Permanente (fully integrated HMO � is both insurer AND provider)
Most flexible � in-network or out-of-network coverage. No referral needed to see a specialist. Higher premiums than HMO. Most common commercial insurance type in the US.
Examples: Blue Cross Blue Shield PPO, Aetna PPO, Cigna PPO
Part A: Hospital insurance � inpatient stays, skilled nursing, hospice.
Part B: Outpatient/physician services � monthly premium.
Part C: Medicare Advantage � private managed care approved by CMS (fastest growing).
Part D: Prescription drug coverage.
Hospitals must meet CMS Conditions of Participation (CoPs) to receive Medicare payment.
Joint federal/state programme. Eligibility varies by state. Largest single payer for SNF care. Critical for LPN/CNA placements. Medicaid pays hospitals LESS than Medicare or commercial � high Medicaid payer mix = tighter margins. Safety-net hospitals (public, low-income) have high Medicaid mix.
Has open nursing positions. Sends job order to MSP.
Manages all vendor agencies. Distributes via VMS. Takes management fee from hospital.
Technology layer: Shiftwise, Stafferlink, Beeline, Medefis (AMN).
Submits candidates through VMS. Competes on speed & quality.
Bill Rate vs Pay Rate vs Margin
| Bill Rate | What the hospital/MSP pays your agency per hour of work |
| Pay Rate | What your agency pays the nurse per hour (total comp package) |
| Margin | Bill rate minus (pay rate + overhead + benefits + compliance costs) |
| Typical Margin | 20�35% of bill rate on travel nursing |
Key Healthcare Staffing Clients
| System | Market Share | Typical Setting | What to Ask Candidate | Recruiter Tip |
|---|---|---|---|---|
| Epic | ~35% | Large academic & hospital systems: Mayo, Cleveland Clinic, Kaiser, NYU, Johns Hopkins | "Have you used Epic? Which modules � Hyperspace, Stork (OB), Beacon (oncology)?" "Are you a superuser?" | Epic superuser = premium candidate. Note it prominently in submission profiles. |
| Cerner / Oracle Health | ~25% | Large community hospitals, VA/DOD facilities. Rebranded Oracle Health 2022. | "Have you used Cerner or Oracle Health?" (both names used). "Cerner Millennium or older version?" "FirstNet for ER?" | Dominant in VA hospitals. If client is VA/government, Cerner experience is first thing to verify. |
| Meditech | Tier 2 | Community & rural hospitals, Critical Access Hospitals | "Have you used Meditech? Which version � Expanse, 6.1, or Magic?" Version matters hugely � Magic and Expanse are almost different skills. | CAH placements frequently require Meditech. Expanse experience is most transferable to newer installations. |
| PointClickCare | Dominant in SNF | Skilled nursing facilities (SNF) and long-term post-acute care (LTPAC) | "Have you used PointClickCare or PCC?" | Every LPN or CNA placed in a SNF will be asked about PCC. Make it a reflex question for any long-term care placement. |
| Athenahealth | Outpatient | Outpatient clinics, small practices, urgent care, specialty clinics | "Have you worked with Athenahealth?" Ask for FNP/NP or clinic RN placements in outpatient settings. | Cloud-based � increasingly common in physician practice and clinic settings where NPs are placed. |
| MatrixCare | Home health dominant | Home health agencies, hospice, LTPAC | "Have you used MatrixCare in your home health or hospice role?" | Key system for home health and hospice nurse placements. Ask for any home health placement. |
Healthcare staffing is almost exclusively W2 (not 1099 or Corp-to-Corp). Ask on call #1 � never at offer stage.
- ? Accepted: US Citizen (USC), Green Card/Permanent Resident (GC)
- ? TN Visa: Some clients (Canadians under USMCA) � confirm per job order
- ? NOT Accepted: H-1B, J-1, OPT, CPT, EAD, H-4 EAD
- Standard criminal check � 7 or 10-year look-back
- Some clients: national background check
- Felony convictions: near-universal disqualifiers
- Abuse-related misdemeanours: automatic disqualifiers in healthcare
- Inform candidates upfront � surprises kill placements
- Standard: 9-panel or 10-panel drug test
- Some clients: 12-panel or expanded opioid panel
- Marijuana: most healthcare facilities maintain drug-free policy regardless of state law
- Synthetic opioids (fentanyl, tramadol): require expanded panel
2-step Mantoux or QuantiFERON blood test. Negative result required. Valid 12 months.
MMR (Measles, Mumps, Rubella) � Varicella � Hepatitis B series � Annual flu shot � COVID-19 (policy varies post-2023)
Many facilities require titre testing to confirm immunity � especially Hep B, MMR, Varicella. Religious exemption documentation handled separately.
Basic health clearance required by some facilities. Start compliance at offer stage � never at contract start.
Nursys Licence Verification � Step by Step
Resume Standards � The 30-Day Gap Rule
Compliance Document Checklist
For-profit 185+ hospitals, 21 states. TX, FL, TN, VA, GA. Largest for-profit system. High-volume MSP client. Major travel nurse consumer. Standardised hiring process � your most common client.
Non-profit 150+ hospitals, 21 states. West and Midwest. Formed from CHI + Dignity merger. Mix of travel and staff hiring.
Catholic Non-profit 140+ hospitals, 19 states. Largest Catholic non-profit system. Strong Midwest and South presence.
For-profit 60+ hospitals. TX, CA, FL, AZ. Large MSP client. Subsidiary: USPI (ambulatory surgery centres). High travel nurse usage.
Integrated HMO 39 hospitals, 700+ offices. Both insurer AND provider. Staffing primarily through AMN MSP. Strong union presence. Hard to access without AMN relationship.
Academic Non-profit Top-ranked globally. BSN required. High certification standards � CCRN often required at interview stage. Premium placements with premium bill rates.
Complete Pay Scale Reference � Staff vs Travel (2024�25)
| Role | Staff Pay | Travel / Contract Pay | Primary Setting |
|---|---|---|---|
| CNA | $15�$22/hr | $18�$28/hr | SNF, hospital, home health |
| LPN / LVN | $22�$32/hr | $28�$42/hr | SNF, LTAC, clinics, some hospitals |
| RN � Med/Surg floor | $32�$48/hr | $1,800�$2,400/wk | All hospital medical floors |
| RN � Telemetry | $34�$52/hr | $2,000�$2,800/wk | Cardiac monitoring/step-down units |
| RN � ICU / Critical Care | $38�$65/hr | $2,400�$3,500/wk | All ICU types (MICU/SICU/CVICU) |
| RN � ER / Trauma | $36�$62/hr | $2,200�$3,200/wk | Level I�IV Emergency Departments |
| RN � OR | $38�$65/hr | $2,500�$3,600/wk | Hospital ORs, ambulatory surgery centres |
| RN � L&D | $38�$65/hr | $2,500�$3,500/wk | Labour & Delivery, antepartum, postpartum |
| RN � NICU | $40�$68/hr | $2,600�$3,800/wk | Neonatal ICU Level II, III, IV |
| RN � Oncology | $36�$58/hr | $2,200�$3,000/wk | Cancer units, infusion centres |
| RN � Psych / Behavioral | $30�$50/hr | $1,900�$2,800/wk | Inpatient psych, behavioral health |
| NP � PMHNP | $130�$180K/yr | $90�$140/hr | Psychiatric units, mental health clinics |
| NP � FNP / General | $110�$150K/yr | $80�$130/hr | Primary care, urgent care, hospitalist |
| CRNA | $180�$230K/yr | $250�$350/hr | OR, pain mgmt, OB, rural hospitals |
| Respiratory Therapist (RRT) | $28�$48/hr | $38�$60/hr | ICU, ER, NICU, LTAC |
| Rad Tech RT(R) | $28�$42/hr | $35�$55/hr | Hospital imaging, urgent care, ASC |
| MRI / CT Tech | $35�$55/hr | $40�$65/hr | Hospitals, imaging centres |
| Surgical Tech (CST) | $22�$38/hr | $35�$55/hr | Hospital OR, ambulatory surgery centres |
| Phlebotomist | $16�$22/hr | $18�$28/hr | Hospitals, labs, blood banks, home health |
| HEDIS Nurse (RN) | $35�$55/hr | Remote � Jan�May | Health plan quality review teams |
| Prior Auth Specialist | $18�$30/hr | Remote � year-round | Hospitals, health plans, physician groups |
| Medical Coder (CPC) | $18�$32/hr | Remote � year-round | Hospitals, physician groups, payers |
Gold border = highest-value travel placements � Teal border = remote placements
Case Study � Reading a Submission Packet
This is a real candidate submission packet. Walk through it the way a recruiter or compliance reviewer would � extracting key data, identifying strengths, and flagging any gaps. This is exactly what you will see on your first desk day.
RN � Registered Nurse
Behavioral Health (Psych)
10+ years (5 in management)
>5 assignments
| Full Name | Rainna Rene Barnett |
| SSN Last 4 | 8087 |
| Permanent Address | 4043 Primo Rd, Festus, Missouri 63028 |
| Phone | (636) 331-9288 |
| doubler0419@gmail.com | |
| Available Start Date | 02/23/2026 |
| RTO (Requested Time Off) | 18/04/2026 � 25/04/2026 ?? Flag to client at submission |
| Interview Availability | 8am EST � 1pm EST |
| Prior Hospital Experience | NA (first time at this specific facility) |
| Trauma Level | Level II � 2 years |
| Travel Experience | >5 assignments ? |
| Cert | Status | Expiry | Notes |
|---|---|---|---|
| BLS | ? Active | 04/2026 | AHA � Emergency Management Resources |
| ACLS | ? Active | 09/2026 | AHA � Emergency Management Resources |
| CPI (NCI with APS) | ?? Expired | Issued 2/13/25, Expired 2/13/26 | Crisis Prevention Inst. Non-violent Crisis Intervention � Psych specific. Expired at time of this reference doc review � needs renewal. |
| COVID-19 Vaccination | ? On file | N/A (2-dose Moderna, 2021) | Booster status not shown � may need to confirm per client policy |
| Licence Type | State | Status | Expiry | Compact |
|---|---|---|---|---|
| RN | Missouri | ? ACTIVE / UNENCUMBERED | 04/30/2027 | MULTISTATE ? |
| PN (LPN) | Missouri | ? EXPIRED | 05/31/2016 | None |
| RN | Illinois | ? EXPIRED | 09/30/2020 | N/A |
Rainna's compact licence authorises RN practice in: AL, AZ, AR, CO, DE, FL, GA, Guam, ID, IN, IA, KS, ME, MD, MS, MO, MT, NE, NH, NJ, NM, NC, ND, OH, OK, PA, RI, SC, SD, TN, TX, UT, VT, VA, WA, WV, WI, WY and more.
Scale: 4.0 = Expert (serves as resource) � 3.0 = Proficient (independent) � 2.0 = Novice (needs assistance) � 1.0 = Inexperienced
| Dates | Employer | Role | Setting | Recruiter Note |
|---|---|---|---|---|
| 09/2025�02/2026 | Our Lady of Fatima Hospital, Providence RI | RN Charge Nurse � Psych ED | Hospital Psych ER | Most recent role � high acuity, ER psych experience is premium |
| 07/2025�09/2025 | Rosebud Sioux Tribe Detox Center, Rosebud SD | Clinical Supervisor | Detox/Substance Use | 2 months � short assignment. Reference provided (Nicole Cantin, Manager). Would rehire: YES. |
| 02/2025�04/2025 | Brattleboro Retreat, Brattleboro VT | Adolescent Travel Psych RN/Charge RN | Inpatient Adolescent Psych | Travel assignment � adolescent psych specialty on file. Reference provided. Would rehire: YES. |
| 09/2024�02/2025 | BJC Behavioral Health, St. Louis MO | RN Psych Nurse � Team Lead | Outpatient Psych | Leadership role � supervised nursing ops across multiple clinics |
| 06/2024�09/2024 | MGM Corporation (Multiple SNFs) | Traveling Director of Nursing | SNF / Rehab (MO, IA, OK) | DON travel role � demonstrates multi-site management. Medicare/Medicaid facilities. |
| 02/2024�05/2024 | Rhode Island Hospital, Providence RI | Travel Psychiatric RN | Inpatient Psych | Travel assignment � inpatient psych at academic-level hospital |
| 08/2023�01/2024 | Mercy St. Louis Hospital | Supervisor, Psychiatric RN | Inpatient Psych | Supervisory role � management experience within psych |
| 11/2022�12/2022 | Employment Gap | � | Festus, Missouri | Gap documented "Looking for new contract" � dates + location present. Compliant. |
| 04/2021�08/2021 | Employment Gap | � | � | Gap documented "Medical Issue" � reason stated. Compliant. |
Practice Quiz � Healthcare Domain
10 scenario-based questions covering all three modules. Select the best answer and review the explanation before moving on. Aim for 8/10 before your first desk call.