A recruiter on your team this month, not next quarter.
A recruiter with twenty years on the hiring side, working as an extension of your team —
under your brand, in your systems, selling your organization to the nurses and caregivers you need.
No placement fees. No benefits. No hiring cost. Scale up or down as your hiring changes.
Weekly packages · No placement fees, ever · Response within one business day
The math you already know
An empty seat is the most expensive hire you'll never make.
Every open nursing position on your org chart is quietly invoicing you — in
overtime, in agency premiums, in canceled cases and diverted patients, and in the resignations an
exhausted unit produces next. Multiply these numbers by your open reqs, then ask what another
quarter without enough recruiting hours costs.
$60,090
Average cost of a single staff RN departure
78 days
Average time to recruit an experienced RN — up to 102 for hard specialties
$66,081
Saved every year for each travel RN you replace with a staff hire
$5.19M
Average annual loss per hospital from RN turnover
Source: 2026 NSI National Health Care Retention & RN Staffing Report.
Now run the other side of the ledger.
Every one of those numbers reverses the day your new hire starts. The overtime stops. The
agency premium stops. The beds stay staffed and the revenue that seat exists to generate comes
back on line. Your recruiter is a fixed, known weekly cost. A vacancy invoices you every day it
lives.
The only thing more expensive than filling a nursing job is leaving it open.
Why a human recruiter
AI screens around the clock. People close.
Automated screening fills your pipeline faster than ever, yet half of all offers
now get turned down. The hire is won or lost in the conversations no screening tool can have —
and that is exactly where your RN Network recruiter works.
The candidates you already paid to attract are your cheapest hires — and the first to
accept somewhere else. Your recruiter reaches them while they're still deciding.
Reach
The nurses who never apply
Experienced RNs and specialty nurses are working, not scrolling job boards. Your recruiter
goes and gets them, with a nursing community behind the outreach that has been growing since 2009.
Story
Your employer value proposition, told live
Pay, schedule, unit culture and growth — built with you at intake and delivered in every
conversation, under your name and your email address.
Close
Offers accepted, and first shifts worked
Your recruiter delivers the offers you approve, works through counteroffers, and keeps every
new hire engaged until day one — where hourly hiring loses the most people.
Two ways to add recruiting power
Pick the seat you need filled.
Both are sold in simple weekly packages of 20, 30 or 40 hours, so you buy exactly
the recruiting capacity your openings call for — and change it as they change.
Embedded recruiter
Talent Acquisition Partner
A dedicated recruiter working your requisitions as part of your team, from first contact to first shift.
Same-day contact and screening of your applicants
Headhunting for candidates who aren't applying
License verification, interviews and scheduling
Offer delivery, counteroffers and engagement through day one
Interim leadership for your recruiting function when your TA manager or director is on leave, or the seat is open.
Recruiting priorities set with your leadership
Hiring-leader partnership and requisition flow
Support and direction for your recruiters
Process, vendors and recruiting reports
Hands-on recruiting where the need is greatest
Leave coverageVacant TA leader seatRebuilds
The value
Less than employing a recruiter — without the wait.
Hiring your own recruiter means a search, an onboarding, a salary, benefits and
payroll taxes before the first candidate gets a call. Your RN Network recruiter costs less per
hour than employing an experienced recruiter, brings their own computer, tools and insurance, and
starts as soon as your access is live. When your hiring grows, we add recruiters. When it slows,
you scale down.
30%
Of an employee's total compensation goes to benefits
$5,475
Average cost to hire one employee
63.5 days
Average time to fill an open job
$0
Placement fees with The RN Network, ever
Sources: U.S. Bureau of Labor Statistics, Employer Costs for Employee Compensation (June 2026); SHRM 2025 Benchmarking; Employ Hiring Benchmarks (2025).
"Nurses have plenty of places to find a job. They have very few places that treat their
career like it matters. That's why they answer when we call."
How it works
From first call to first hire.
01
Intake call — your roles, your package, your start date
We scope the positions, the pay reality, the unit culture and the weekly hours your openings
need. You leave the call with a clear recommendation.
02
Sign online and set up access
Sign the agreement electronically and set up weekly payment. Then give your recruiter a company
email address, a seat in your applicant tracking system and access to your scheduling tools, so
every candidate hears from your organization.
03
Your recruiter goes to work
Same-day applicant contact, sourcing for the people who aren't applying, screening against
your criteria, interviews scheduled, offers delivered and new hires kept warm until day one.
04
Results every Friday
A written report of hours worked and candidates contacted, screened, interviewed, offered and
started — and where every open role stands.
05
Scale as your hiring changes
Move up to more hours any week, add recruiters when volume spikes, and scale down or pause
once the minimum term is complete.
Terms
Simple terms. In writing before we begin.
Weekly packages of 20, 30 or 40 hours, paid in advance
Four-week minimum, then week to week
Extra hours only with your written approval
Your brand, your company email, your systems
A Friday report of hours and results
No placement fees, ever — every candidate is yours
Tell us the roles you're working. We'll come back within one business day.
Questions
Fair questions.
What does it cost?
One flat weekly package of 20, 30 or 40 hours, quoted on our first call. It costs less per
hour than employing an experienced recruiter yourself, before you count the cost of hiring one
and the weeks the seat sits empty.
How fast can a recruiter start?
As soon as your access is live and your first week is paid — often within days of signing.
Compare that with the two months it takes, on average, to fill a job.
Why do you need our email and our systems?
Candidates should hear from your organization, not a third party. Working in your applicant
tracking system and under your email address keeps every conversation consistent with your brand,
and keeps every candidate record in your hands.
We already use AI screening. Why add a recruiter?
Keep it. Your AI screens; your recruiter converts. The people your screening tool qualifies
still need someone to sell the role, answer the hard questions, handle the counteroffer and get
them to day one.
Can you cover our recruiting leader while they're out?
Yes. Talent Acquisition Leadership provides interim leadership for your recruiting function
during a leave or while the seat is open — priorities, hiring-leader partnership, recruiter
support, process and reporting.
Are there placement fees if we hire someone later?
No. There are no placement, conversion or contingency fees for any candidate, during or after
the engagement. Your weekly package is the only charge.
That seat isn't going to fill itself.
Tell us the roles. Your RN Network recruiter goes to
work as part of your team — because every day sooner that seat is filled is money back on your
ledger.
