Healthcare Staffing Market by Staffing Type (Allied Health Staffing, Nurse Staffing, Physician Staffing), Employment Type (Contract Staffing, Permanent Staffing, Temporary Staffing), Shift Type, Facility Type - Global Forecast 2025-2032
Description
The Healthcare Staffing Market was valued at USD 44.65 billion in 2024 and is projected to grow to USD 48.12 billion in 2025, with a CAGR of 8.03%, reaching USD 82.84 billion by 2032.
Clear framing of workforce dynamics and operational priorities to orient leaders on immediate actions and strategic staffing decisions
The health services staffing environment is experiencing a period of intensified complexity driven by demographic shifts, regulatory pressures, and evolving care delivery models. Leaders across acute, ambulatory, and long-term care settings must reconcile immediate operational demands with longer-term workforce planning, and this requires a concise, evidence-driven synthesis of the forces reshaping staffing strategies. This executive summary distills those forces into clear implications for staffing providers, healthcare executives, and policy makers.
Beginning with an overview of the macro drivers, the introduction outlines how technological adoption, clinician mobility, and payer dynamics intersect to redefine staffing priorities. It emphasizes the need for integrated planning that aligns staffing type decisions with facility needs and employment models, while also acknowledging the operational constraints of shift structures and specialized clinical roles. This framing primes readers to assess deeper thematic analyses that follow, and it sets expectations for pragmatic recommendations that are grounded in current industry experience and operational realities.
Throughout the summary, the focus remains on actionable insight rather than theoretical projection. The aim is to equip executives with a clear line of sight into immediate decisions they can take-ranging from talent acquisition tactics to cross-regional deployment strategies-so they can maintain continuity of care and optimize workforce utilization amid ongoing disruption.
How technological advances, clinician preferences, and regulatory shifts are concurrently redefining staffing models and deployment strategies across care settings
Several transformative shifts have converged to alter the landscape of clinical staffing, each reinforcing the need for adaptive strategies. Advances in digital health and remote monitoring broaden care delivery options, altering demand patterns for in-person clinical staff and prompting organizations to reassess skill mixes and deployment models. At the same time, clinician career preferences are changing, with greater emphasis on flexible schedules, well-being supports, and role diversity, which affects recruitment and retention across nursing, allied health, physician, and therapy cohorts.
Regulatory and reimbursement changes are also influencing staffing decisions, as providers respond to evolving quality metrics and payment models that reward outcomes and continuity. These pressures encourage the reallocation of clinical resources toward settings that can demonstrate efficiency and improved patient pathways. Concurrently, operational leaders are integrating data-driven scheduling and workforce analytics to optimize shift coverage and reduce reliance on short-notice contingent labor.
Taken together, these shifts imply that staffing strategies must be both proactive and nuanced. Organizations that successfully blend technological enablers, flexible employment arrangements, and targeted professional development will be better positioned to maintain continuity of care, manage costs, and attract the clinicians essential to sustaining service lines.
Operational consequences of tariff-induced supply and mobility shifts and practical strategies to safeguard staffing continuity and cost stability
The introduction of new tariffs affecting cross-border goods and services has had a material influence on operational planning for staffing providers and healthcare institutions that rely on international supply chains for equipment, credentialing support, and contractor mobility. These policy measures have introduced additional cost considerations into vendor contracts and have prompted providers to reassess procurement strategies, vendor portfolios, and the logistical assumptions behind international placements. The ripple effects extend to workforce mobility and the ancillary services that support temporary and locum staffing arrangements.
As procurement teams adjust to changes in import costs and supply timelines, staffing organizations face pressure to maintain competitive pricing while protecting margins. This has catalyzed a strategic review of local sourcing options, investments in domestic training pipelines, and the optimization of administrative processes that govern international hires and credential transfers. In turn, healthcare facilities are examining bundled service agreements and long-term supplier relationships to stabilize access to essential equipment and credentialing support.
Moving forward, transparent communication between providers and staffing partners will be essential to manage the operational impacts of tariff-driven cost dynamics. Organizations that create contingency plans for supply disruptions, diversify supplier networks, and invest in domestic capacity-building will be better able to preserve service continuity and reduce vulnerability to policy-driven shocks.
Segment-driven clarity on specialization, facility demands, and employment modes to align credentialing, recruitment, and shift coverage strategies
A granular perspective on segmentation offers clarity on where demand pressures and strategic opportunities are most acute across service and employment dimensions. Based on staffing type, the landscape encompasses allied health staff such as laboratory technicians, occupational therapists, physical therapists, radiology technologists, and respiratory therapists; nursing roles that include contract nurses, per diem nurses, permanent placement candidates, and travel nurses with long-term and short-term assignments; physician staffing comprised of locum tenens specialists and permanent physicians where locum placements often center on anesthesiology and emergency medicine; and therapy staffing spanning occupational therapist, physical therapist, and speech therapist placements. Each of these subgroups brings distinct credentialing timelines, mobility patterns, and compensation expectations that influence sourcing and scheduling.
When viewed through the lens of facility type, demand profiles diverge markedly between ambulatory surgery centers, clinics, hospitals, and long-term care facilities, driving differentiated requirements for skill mix, shift coverage, and continuity. Facilities with high procedural throughput emphasize specialized allied roles and perioperative nurse staffing, whereas long-term care settings prioritize stable nursing relationships and therapy continuity. Employment type further nuances strategy, with contract staffing offering rapid flexibility, permanent staffing supporting institutional knowledge retention, and temporary staffing providing short-term surge capacity. Shift type considerations-day shift, night shift, and swing shift-also shape recruitment tactics because candidate preferences and compensation differentials vary across these schedules.
Taken together, segmentation highlights that a one-size-fits-all approach is ineffective. Instead, staffing strategy must align role-specific credentialing pathways, facility-level operational rhythms, and employment modalities to create predictable staffing pipelines and responsive deployment capabilities.
Regional contrasts in workforce supply, regulatory complexity, and capacity-building that shape differentiated staffing and deployment strategies across global territories
Regional dynamics create differentiated staffing pressures and strategic considerations that leaders must factor into talent deployment and partnership strategies. In the Americas, aging populations in many jurisdictions and a concentration of complex acute care facilities drive sustained demand for specialty nurses, locum physicians in high-acuity specialties, and advanced allied health personnel. Workforce mobility within the region is supported by established credentialing frameworks, but varying state and provincial regulations require careful coordination when deploying clinicians across borders.
In Europe, Middle East & Africa, the supply landscape is heterogeneous, with pockets of high specialist concentration coexisting alongside regions that rely heavily on international recruitment and training partnerships. Regulatory divergence across national systems amplifies the importance of localized compliance expertise and culturally competent onboarding processes. Organizations operating across these geographies must therefore invest in regional partnerships and adaptable credentialing workflows to maintain staffing resilience.
Across Asia-Pacific, rapid healthcare infrastructure expansion and policy emphasis on improving access to care are creating new opportunities for both permanent and flexible staffing models. Governments and providers are increasingly focused on developing domestic training pathways and leveraging technology to extend clinical reach, which alters the balance between locally trained clinicians and internationally recruited staff. These regional dynamics underscore the need for differentiated talent strategies that reflect local regulatory landscapes, training capacity, and patient care models.
How provider strategies in scale, specialization, technology adoption, and talent pipeline investment are reshaping competitive differentiation and client value
Competitive intelligence on leading companies highlights a range of strategic postures that influence industry direction, from consolidation and vertical integration to specialization and platform-driven service delivery. Some organizations emphasize scale and broad geographic reach, leveraging centralized credentialing and workforce management systems to deploy clinicians efficiently across diverse facility types. Others focus on niche specializations such as high-acuity locum placements or therapy staffing, investing in deep clinical networks and targeted training programs to maintain quality and clinician loyalty.
Technology adoption also differentiates companies, with market leaders integrating scheduling algorithms, telehealth enablements, and candidate engagement platforms to streamline placement cycles and improve clinician experience. Operational excellence in compliance, credential maintenance, and rapid onboarding is a recurring theme among top performers, enabling faster time-to-deployment and reduced administrative friction for partner facilities. Strategic partnerships with educational institutions and localized training initiatives further distinguish firms that are building sustainable talent pipelines rather than relying solely on contingent labor.
For buyers and partners, the implication is clear: selecting a staffing company entails evaluating not only pricing and coverage but also platform capabilities, compliance rigor, and investment in clinician development. Organizations that offer configurable service bundles and transparent performance metrics will be better positioned to support evolving client needs.
Practical, high-impact actions to strengthen workforce resilience, streamline operations, and align staffing models with clinician preferences and care priorities
To translate insight into measurable advantage, industry leaders should prioritize a set of targeted actions that enhance resilience and operational effectiveness. First, investing in integrated workforce analytics and predictive scheduling tools will enable clearer visibility into demand drivers and reduce reliance on costlier short-term staffing. Second, strengthening local training partnerships and in-house professional development programs will mitigate exposure to international supply fluctuations and support career pathways that improve retention.
Third, organizations should standardize and streamline credentialing and compliance workflows to accelerate placement timelines and reduce administrative burden for both clinicians and facilities. Fourth, reexamining employment models to offer hybrid options-such as part-time permanent roles with flexible shift blocks or extended travel assignments-can better match clinician preferences and organizational coverage needs. Fifth, enhance supplier diversification and procurement agility to respond to policy-driven supply changes and logistical constraints.
Finally, cultivate closer collaboration between clinical leadership and staffing partners to align patient-care priorities with staffing strategies. Regular joint reviews of clinical demand, quality outcomes, and workforce well-being indicators will create a feedback loop that informs continuous improvement and fosters long-term partnership value.
A rigorous, triangulated methodology combining executive interviews, operational reviews, and regulatory analysis to produce actionable staffing insights
The research approach combined qualitative and operational analysis to synthesize industry trends, policy developments, and practical implications for staffing strategy. Primary inputs included in-depth discussions with executive leaders in clinical operations, workforce managers, and staffing executives, providing direct perspectives on recruitment challenges, deployment logistics, and clinician experience. These conversations were complemented by secondary analysis of regulatory guidance, public-facing industry reporting, and documented case studies of staffing program implementations to ensure that conclusions reflect observed practice.
Analytical rigor was maintained through thematic coding of interview insights and cross-validation against operational process reviews and documented compliance practices. The methodology emphasized triangulation, ensuring that recommendations were grounded in multiple sources and reflected both frontline operational realities and strategic leadership viewpoints. Attention was paid to sectoral and regional differences to ensure that findings are adaptable across facility types and international contexts.
Limitations are acknowledged where data access was constrained or where rapidly changing policy environments could alter near-term operational conditions. Nevertheless, the methodology was intentionally pragmatic, designed to produce actionable recommendations that executives can implement without requiring extensive additional data collection.
Strategic synthesis of key trends and decisive actions leaders must take to preserve care continuity, optimize staffing, and build sustainable workforce pipelines
In conclusion, the staffing landscape for healthcare delivery is being reshaped by a confluence of technological change, evolving clinician expectations, regulatory dynamics, and regional capacity constraints. These forces are creating both challenges and opportunities for providers, staffing firms, and healthcare systems, and the organizations that respond with integrated, segmentation-aware strategies will be best positioned to maintain continuity of care and operational efficiency. Key themes include the imperative to align talent pipelines with facility-specific needs, to invest in credentialing and scheduling efficiencies, and to pursue diversified procurement and local capacity-building approaches.
Decision-makers should prioritize actions that balance short-term operational continuity with longer-term workforce resilience, including investments in analytics, training, and flexible employment models. Collaborative partnerships between clinical leadership and staffing partners will be essential to align workforce deployment with care priorities and to create sustainable models that support clinician retention and patient outcomes. Ultimately, pragmatic, informed leadership will determine which organizations navigate the current period of change successfully and which will need to make more significant course corrections.
Note: PDF & Excel + Online Access - 1 Year
Clear framing of workforce dynamics and operational priorities to orient leaders on immediate actions and strategic staffing decisions
The health services staffing environment is experiencing a period of intensified complexity driven by demographic shifts, regulatory pressures, and evolving care delivery models. Leaders across acute, ambulatory, and long-term care settings must reconcile immediate operational demands with longer-term workforce planning, and this requires a concise, evidence-driven synthesis of the forces reshaping staffing strategies. This executive summary distills those forces into clear implications for staffing providers, healthcare executives, and policy makers.
Beginning with an overview of the macro drivers, the introduction outlines how technological adoption, clinician mobility, and payer dynamics intersect to redefine staffing priorities. It emphasizes the need for integrated planning that aligns staffing type decisions with facility needs and employment models, while also acknowledging the operational constraints of shift structures and specialized clinical roles. This framing primes readers to assess deeper thematic analyses that follow, and it sets expectations for pragmatic recommendations that are grounded in current industry experience and operational realities.
Throughout the summary, the focus remains on actionable insight rather than theoretical projection. The aim is to equip executives with a clear line of sight into immediate decisions they can take-ranging from talent acquisition tactics to cross-regional deployment strategies-so they can maintain continuity of care and optimize workforce utilization amid ongoing disruption.
How technological advances, clinician preferences, and regulatory shifts are concurrently redefining staffing models and deployment strategies across care settings
Several transformative shifts have converged to alter the landscape of clinical staffing, each reinforcing the need for adaptive strategies. Advances in digital health and remote monitoring broaden care delivery options, altering demand patterns for in-person clinical staff and prompting organizations to reassess skill mixes and deployment models. At the same time, clinician career preferences are changing, with greater emphasis on flexible schedules, well-being supports, and role diversity, which affects recruitment and retention across nursing, allied health, physician, and therapy cohorts.
Regulatory and reimbursement changes are also influencing staffing decisions, as providers respond to evolving quality metrics and payment models that reward outcomes and continuity. These pressures encourage the reallocation of clinical resources toward settings that can demonstrate efficiency and improved patient pathways. Concurrently, operational leaders are integrating data-driven scheduling and workforce analytics to optimize shift coverage and reduce reliance on short-notice contingent labor.
Taken together, these shifts imply that staffing strategies must be both proactive and nuanced. Organizations that successfully blend technological enablers, flexible employment arrangements, and targeted professional development will be better positioned to maintain continuity of care, manage costs, and attract the clinicians essential to sustaining service lines.
Operational consequences of tariff-induced supply and mobility shifts and practical strategies to safeguard staffing continuity and cost stability
The introduction of new tariffs affecting cross-border goods and services has had a material influence on operational planning for staffing providers and healthcare institutions that rely on international supply chains for equipment, credentialing support, and contractor mobility. These policy measures have introduced additional cost considerations into vendor contracts and have prompted providers to reassess procurement strategies, vendor portfolios, and the logistical assumptions behind international placements. The ripple effects extend to workforce mobility and the ancillary services that support temporary and locum staffing arrangements.
As procurement teams adjust to changes in import costs and supply timelines, staffing organizations face pressure to maintain competitive pricing while protecting margins. This has catalyzed a strategic review of local sourcing options, investments in domestic training pipelines, and the optimization of administrative processes that govern international hires and credential transfers. In turn, healthcare facilities are examining bundled service agreements and long-term supplier relationships to stabilize access to essential equipment and credentialing support.
Moving forward, transparent communication between providers and staffing partners will be essential to manage the operational impacts of tariff-driven cost dynamics. Organizations that create contingency plans for supply disruptions, diversify supplier networks, and invest in domestic capacity-building will be better able to preserve service continuity and reduce vulnerability to policy-driven shocks.
Segment-driven clarity on specialization, facility demands, and employment modes to align credentialing, recruitment, and shift coverage strategies
A granular perspective on segmentation offers clarity on where demand pressures and strategic opportunities are most acute across service and employment dimensions. Based on staffing type, the landscape encompasses allied health staff such as laboratory technicians, occupational therapists, physical therapists, radiology technologists, and respiratory therapists; nursing roles that include contract nurses, per diem nurses, permanent placement candidates, and travel nurses with long-term and short-term assignments; physician staffing comprised of locum tenens specialists and permanent physicians where locum placements often center on anesthesiology and emergency medicine; and therapy staffing spanning occupational therapist, physical therapist, and speech therapist placements. Each of these subgroups brings distinct credentialing timelines, mobility patterns, and compensation expectations that influence sourcing and scheduling.
When viewed through the lens of facility type, demand profiles diverge markedly between ambulatory surgery centers, clinics, hospitals, and long-term care facilities, driving differentiated requirements for skill mix, shift coverage, and continuity. Facilities with high procedural throughput emphasize specialized allied roles and perioperative nurse staffing, whereas long-term care settings prioritize stable nursing relationships and therapy continuity. Employment type further nuances strategy, with contract staffing offering rapid flexibility, permanent staffing supporting institutional knowledge retention, and temporary staffing providing short-term surge capacity. Shift type considerations-day shift, night shift, and swing shift-also shape recruitment tactics because candidate preferences and compensation differentials vary across these schedules.
Taken together, segmentation highlights that a one-size-fits-all approach is ineffective. Instead, staffing strategy must align role-specific credentialing pathways, facility-level operational rhythms, and employment modalities to create predictable staffing pipelines and responsive deployment capabilities.
Regional contrasts in workforce supply, regulatory complexity, and capacity-building that shape differentiated staffing and deployment strategies across global territories
Regional dynamics create differentiated staffing pressures and strategic considerations that leaders must factor into talent deployment and partnership strategies. In the Americas, aging populations in many jurisdictions and a concentration of complex acute care facilities drive sustained demand for specialty nurses, locum physicians in high-acuity specialties, and advanced allied health personnel. Workforce mobility within the region is supported by established credentialing frameworks, but varying state and provincial regulations require careful coordination when deploying clinicians across borders.
In Europe, Middle East & Africa, the supply landscape is heterogeneous, with pockets of high specialist concentration coexisting alongside regions that rely heavily on international recruitment and training partnerships. Regulatory divergence across national systems amplifies the importance of localized compliance expertise and culturally competent onboarding processes. Organizations operating across these geographies must therefore invest in regional partnerships and adaptable credentialing workflows to maintain staffing resilience.
Across Asia-Pacific, rapid healthcare infrastructure expansion and policy emphasis on improving access to care are creating new opportunities for both permanent and flexible staffing models. Governments and providers are increasingly focused on developing domestic training pathways and leveraging technology to extend clinical reach, which alters the balance between locally trained clinicians and internationally recruited staff. These regional dynamics underscore the need for differentiated talent strategies that reflect local regulatory landscapes, training capacity, and patient care models.
How provider strategies in scale, specialization, technology adoption, and talent pipeline investment are reshaping competitive differentiation and client value
Competitive intelligence on leading companies highlights a range of strategic postures that influence industry direction, from consolidation and vertical integration to specialization and platform-driven service delivery. Some organizations emphasize scale and broad geographic reach, leveraging centralized credentialing and workforce management systems to deploy clinicians efficiently across diverse facility types. Others focus on niche specializations such as high-acuity locum placements or therapy staffing, investing in deep clinical networks and targeted training programs to maintain quality and clinician loyalty.
Technology adoption also differentiates companies, with market leaders integrating scheduling algorithms, telehealth enablements, and candidate engagement platforms to streamline placement cycles and improve clinician experience. Operational excellence in compliance, credential maintenance, and rapid onboarding is a recurring theme among top performers, enabling faster time-to-deployment and reduced administrative friction for partner facilities. Strategic partnerships with educational institutions and localized training initiatives further distinguish firms that are building sustainable talent pipelines rather than relying solely on contingent labor.
For buyers and partners, the implication is clear: selecting a staffing company entails evaluating not only pricing and coverage but also platform capabilities, compliance rigor, and investment in clinician development. Organizations that offer configurable service bundles and transparent performance metrics will be better positioned to support evolving client needs.
Practical, high-impact actions to strengthen workforce resilience, streamline operations, and align staffing models with clinician preferences and care priorities
To translate insight into measurable advantage, industry leaders should prioritize a set of targeted actions that enhance resilience and operational effectiveness. First, investing in integrated workforce analytics and predictive scheduling tools will enable clearer visibility into demand drivers and reduce reliance on costlier short-term staffing. Second, strengthening local training partnerships and in-house professional development programs will mitigate exposure to international supply fluctuations and support career pathways that improve retention.
Third, organizations should standardize and streamline credentialing and compliance workflows to accelerate placement timelines and reduce administrative burden for both clinicians and facilities. Fourth, reexamining employment models to offer hybrid options-such as part-time permanent roles with flexible shift blocks or extended travel assignments-can better match clinician preferences and organizational coverage needs. Fifth, enhance supplier diversification and procurement agility to respond to policy-driven supply changes and logistical constraints.
Finally, cultivate closer collaboration between clinical leadership and staffing partners to align patient-care priorities with staffing strategies. Regular joint reviews of clinical demand, quality outcomes, and workforce well-being indicators will create a feedback loop that informs continuous improvement and fosters long-term partnership value.
A rigorous, triangulated methodology combining executive interviews, operational reviews, and regulatory analysis to produce actionable staffing insights
The research approach combined qualitative and operational analysis to synthesize industry trends, policy developments, and practical implications for staffing strategy. Primary inputs included in-depth discussions with executive leaders in clinical operations, workforce managers, and staffing executives, providing direct perspectives on recruitment challenges, deployment logistics, and clinician experience. These conversations were complemented by secondary analysis of regulatory guidance, public-facing industry reporting, and documented case studies of staffing program implementations to ensure that conclusions reflect observed practice.
Analytical rigor was maintained through thematic coding of interview insights and cross-validation against operational process reviews and documented compliance practices. The methodology emphasized triangulation, ensuring that recommendations were grounded in multiple sources and reflected both frontline operational realities and strategic leadership viewpoints. Attention was paid to sectoral and regional differences to ensure that findings are adaptable across facility types and international contexts.
Limitations are acknowledged where data access was constrained or where rapidly changing policy environments could alter near-term operational conditions. Nevertheless, the methodology was intentionally pragmatic, designed to produce actionable recommendations that executives can implement without requiring extensive additional data collection.
Strategic synthesis of key trends and decisive actions leaders must take to preserve care continuity, optimize staffing, and build sustainable workforce pipelines
In conclusion, the staffing landscape for healthcare delivery is being reshaped by a confluence of technological change, evolving clinician expectations, regulatory dynamics, and regional capacity constraints. These forces are creating both challenges and opportunities for providers, staffing firms, and healthcare systems, and the organizations that respond with integrated, segmentation-aware strategies will be best positioned to maintain continuity of care and operational efficiency. Key themes include the imperative to align talent pipelines with facility-specific needs, to invest in credentialing and scheduling efficiencies, and to pursue diversified procurement and local capacity-building approaches.
Decision-makers should prioritize actions that balance short-term operational continuity with longer-term workforce resilience, including investments in analytics, training, and flexible employment models. Collaborative partnerships between clinical leadership and staffing partners will be essential to align workforce deployment with care priorities and to create sustainable models that support clinician retention and patient outcomes. Ultimately, pragmatic, informed leadership will determine which organizations navigate the current period of change successfully and which will need to make more significant course corrections.
Note: PDF & Excel + Online Access - 1 Year
Table of Contents
194 Pages
- 1. Preface
- 1.1. Objectives of the Study
- 1.2. Market Segmentation & Coverage
- 1.3. Years Considered for the Study
- 1.4. Currency
- 1.5. Language
- 1.6. Stakeholders
- 2. Research Methodology
- 3. Executive Summary
- 4. Market Overview
- 5. Market Insights
- 5.1. Impact of AI-driven workforce management platforms on staffing efficiency and cost
- 5.2. Rising demand for specialized travel nurses in post-pandemic rural and urban settings
- 5.3. Implementation of telehealth nurse staffing models to address remote patient care shortages
- 5.4. Integration of advanced credentialing verification to expedite healthcare staff deployment
- 5.5. Growth of per-diem and gig work among healthcare professionals driven by flexible schedules
- 5.6. Adoption of data-driven predictive analytics for anticipating staffing needs during peak seasons
- 5.7. Emergence of cross-border nurse recruitment to mitigate domestic shortage of specialized staff
- 5.8. Expansion of mental health professional staffing in response to increased workplace burnout
- 5.9. Regulatory adjustments affecting nurse staffing ratios and their impact on hospital operations
- 5.10. Evolution of staff wellbeing programs as a retention strategy in competitive healthcare markets
- 6. Cumulative Impact of United States Tariffs 2025
- 7. Cumulative Impact of Artificial Intelligence 2025
- 8. Healthcare Staffing Market, by Staffing Type
- 8.1. Allied Health Staffing
- 8.1.1. Laboratory Technician
- 8.1.2. Occupational Therapist
- 8.1.3. Physical Therapist
- 8.1.4. Radiology Technologist
- 8.1.5. Respiratory Therapist
- 8.2. Nurse Staffing
- 8.2.1. Contract Nurse
- 8.2.2. Travel Nurse
- 8.3. Physician Staffing
- 8.3.1. Locum Tenens
- 8.3.2. Permanent Physicians
- 8.4. Therapy Staffing
- 8.4.1. Occupational Therapist Staffing
- 8.4.2. Physical Therapist Staffing
- 8.4.3. Speech Therapist Staffing
- 9. Healthcare Staffing Market, by Employment Type
- 9.1. Contract Staffing
- 9.2. Permanent Staffing
- 9.3. Temporary Staffing
- 10. Healthcare Staffing Market, by Shift Type
- 10.1. Day Shift
- 10.2. Night Shift
- 10.3. Swing Shift
- 11. Healthcare Staffing Market, by Facility Type
- 11.1. Ambulatory Surgery Centers
- 11.2. Clinics
- 11.3. Hospitals
- 11.4. Long Term Care Facilities
- 12. Healthcare Staffing Market, by Region
- 12.1. Americas
- 12.1.1. North America
- 12.1.2. Latin America
- 12.2. Europe, Middle East & Africa
- 12.2.1. Europe
- 12.2.2. Middle East
- 12.2.3. Africa
- 12.3. Asia-Pacific
- 13. Healthcare Staffing Market, by Group
- 13.1. ASEAN
- 13.2. GCC
- 13.3. European Union
- 13.4. BRICS
- 13.5. G7
- 13.6. NATO
- 14. Healthcare Staffing Market, by Country
- 14.1. United States
- 14.2. Canada
- 14.3. Mexico
- 14.4. Brazil
- 14.5. United Kingdom
- 14.6. Germany
- 14.7. France
- 14.8. Russia
- 14.9. Italy
- 14.10. Spain
- 14.11. China
- 14.12. India
- 14.13. Japan
- 14.14. Australia
- 14.15. South Korea
- 15. Competitive Landscape
- 15.1. Market Share Analysis, 2024
- 15.2. FPNV Positioning Matrix, 2024
- 15.3. Competitive Analysis
- 15.3.1. AMN Healthcare Services, Inc.
- 15.3.2. CHG Healthcare Services, Inc.
- 15.3.3. Cross Country Healthcare, Inc.
- 15.3.4. Aya Healthcare Inc.
- 15.3.5. Maxim Healthcare Services, Inc.
- 15.3.6. Supplemental Health Care, Inc.
- 15.3.7. Favorite Healthcare Staffing, Inc.
- 15.3.8. Aureus Medical Group, LLC
- 15.3.9. Medical Solutions, LLC
- 15.3.10. Atlas Medstaff, LLC
- 15.3.11. Nomad Health
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