Job Orders Entered Between Rounds
Requisition details get typed, corrected, and re-released by someone who should be on the unit, and a delay in posting is a delay in coverage.
Agency Service
Your Managers Should Be Running Their Floors, Not Your Agency Pool
Entering job orders, reading submissions, pre-screening profiles, chasing recruiters, coordinating interviews, and keeping a dozen agency relationships honest is a full-time job. In most facilities it is quietly handed to nurse leaders and unit managers who already have one.
Agency Service is the team that takes that work. We run the requisition and supplier process inside your platform, on your rules, and hand your managers a short list to approve — so their time goes back to staffing decisions, patient care, and their departments.
Who runs the agency pool
Your suppliers · our hours
Unit says
We need three ICU nights, starting Monday
Agency Service takes it from here
Named coordinators
Build and release the requisition
Screen submissions against your criteria
Pre-screen and schedule interviews
Chase suppliers to fill
Ongoing, in the background
Supplier onboarding
Scorecard reviews
Tier adjustments
Rate governance
Manager sees
A short list ready to approve — and their floor
The Hidden Job Description of Every Nurse Leader
None of this appears in the role, and all of it lands there anyway.
Submission Piles Nobody Reads
Profiles arrive from every agency in different formats, so comparing them fairly means opening each one — and the manager reviews them after their shift.
Pre-Screens That Never Happen
Without a first pass, unqualified candidates reach the interview stage and the manager's calendar absorbs the cost of a screen that should have happened earlier.
Interview Coordination by Email Chain
Scheduling across recruiters, clinicians, and unit availability turns into days of back-and-forth for a conversation that takes twenty minutes.
A Supplier Pool on Autopilot
Agencies are added when coverage is desperate and never reviewed after, so tiering reflects history rather than current performance.
Escalation Falls to the Floor
When an agency misses, the person chasing it is the same person trying to cover the shift that agency did not fill.
The platform removes the chaos. It does not remove the labor — that takes people.
What Your Leaders Get Back
The return on this service is measured in the hours your clinical leadership stops spending on staffing administration.
01
Managers Return to Their Departments
Requisition entry, submission review, pre-screening, and scheduling move off the unit, so leaders spend their day on patients, staff, and throughput.
02
A Short List, Not an Inbox
Managers receive a small set of screened, credential-verified, criteria-matched candidates ready for a decision instead of a folder of raw profiles.
03
Faster Time to Fill
Requisitions release the same day and submissions are worked continuously rather than whenever someone gets a free hour, which shortens the gap between request and coverage.
04
Consistent Screening Standards
Every candidate is evaluated against the same written criteria for that role and unit, so quality does not vary by who happened to review the profile.
05
An Actively Managed Supplier Pool
Agencies are onboarded, scored, tiered, and corrected on a schedule, so competition stays real and your best-performing suppliers see the volume.
06
One Point of Contact
Your managers stop fielding calls from a dozen recruiters. Supplier communication routes through our team, and escalations come to you already triaged.
A unit manager's job is the floor. Everything between the open shift and the approved candidate is ours.
What the Team Actually Does
Staffing coordinators working your requisitions and your supplier network, inside your instance.
Requisition Build & Release
Job orders written from the unit's request, configured with the right rates, requirements, and shift detail, then distributed to the appropriate supplier tiers under your rules.
Submission Review & Pre-Screen
Every profile assessed against the role criteria, with a first-pass conversation to confirm availability, licensure, experience, and fit before it reaches your manager.
Interview Coordination
Scheduling across recruiters, candidates, and unit availability, including reminders and reschedules, so managers only receive a confirmed calendar item.
Supplier Chase & Fill Management
Active follow-up with agencies on open requisitions, escalating on your cadence rather than waiting for the fill to arrive on its own.
Agency Pool Management
Sourcing and onboarding new suppliers, running scorecard reviews, adjusting tiers on performance, and managing corrective action and renewals.
Offer & Onboarding Handoff
Coordination from acceptance through start date — paperwork, credential handoff to the Compliance Stack, and confirmation the clinician arrives ready to work.
Agency Service: Frequently Asked Questions
What facility and nursing leaders ask before handing over the requisition process.
Do our managers lose say over who gets hired?
No. The hiring decision stays with your manager. What changes is what reaches them — a screened short list against criteria they approved, rather than every submission from every agency. Managers can always request the full submission pool, and the screening criteria are theirs to adjust at any time.
How is this different from just using an MSP?
Scope. Agency Service covers requisition and supplier work while your facility keeps the rest of the program, including rate strategy, contracts, and any function you want to retain. An MSP takes ownership of the whole program across every service. Agency Service is for facilities that want the labor removed without giving up program control.
Does this affect vendor neutrality?
No. Distribution rules, tiering, and scorecards remain facility-defined and visible in your instance. Our team executes those rules; it does not set them and has no interest in which agency fills a shift. Every routing decision is traceable in the platform.
Can we keep working directly with our preferred agencies?
Yes. Your existing supplier relationships carry over intact, including preferred tiers and negotiated rates. Many facilities keep direct relationships with two or three core agencies while we manage the wider pool and the day-to-day requisition traffic across all of them.
What about internal float pool and PRN staff?
Internal resources keep first look. The Scheduling Stack offers open shifts to float pool and PRN staff on your rules before anything releases to agencies, and our team works the agency step only after your internal options are exhausted — which is where the premium spend gets avoided.
How does this work with Compliance Service?
They are designed to run together and most facilities take both. Agency Service manages the requisition and supplier side; Compliance Service handles credentialing and verification. Running them under one team removes the handoff between a candidate being selected and being cleared to work. Adding either one to a self-managed Workforce program is what makes it Workforce Plus.
Give the Requisition Process Back to Us
If your nurse leaders are reviewing agency profiles after their shift, the problem is not visibility — it is who is doing the work. Tell us where the requisition process is landing on clinical staff and we will scope the service around your units, your criteria, and your existing supplier network.