Per Diem Nurse Staffing Market by Service Type (Certified Nursing Assistant, Licensed Practical Nurse, Nurse Practitioner), Shift Type (Day, Evening, Night), Experience Level, Facility Type, Specialization - Global Forecast 2025-2032
Description
The Per Diem Nurse Staffing Market was valued at USD 9.54 billion in 2024 and is projected to grow to USD 10.14 billion in 2025, with a CAGR of 6.23%, reaching USD 15.47 billion by 2032.
A concise yet comprehensive orientation to the current per diem nurse staffing environment and the strategic role of flexible clinical talent solutions
The per diem nurse staffing landscape is evolving rapidly as healthcare systems confront ongoing workforce shortages, rising patient acuity, and shifting care delivery models. This executive summary synthesizes the critical forces shaping hourly and short-term nursing engagement across acute, ambulatory, and long-term care environments. It highlights operational levers, talent dynamics, and organizational imperatives that hospital systems, staffing firms, and clinical leaders must address to maintain continuity of care while containing labor cost pressures.
Across divergent care settings, decision-makers increasingly balance clinical quality and regulatory compliance with the need for flexible labor models. As a result, per diem staffing has moved from an ad hoc contingency practice to a strategic capability that supports surge response, specialty coverage gaps, and site-of-care transitions. The analysis that follows uses the latest operational trends, regulatory developments, and workforce behavior data to outline how leaders can transform per diem programs from cost centers into strategic talent platforms that enhance responsiveness and clinical outcomes.
How decentralization of care, digital workforce platforms, and specialization demands are reshaping per diem nurse staffing and operational imperatives
Healthcare delivery is undergoing transformative shifts that directly affect how organizations source and deploy per diem nursing talent. First, care has decentralized beyond traditional hospital walls, increasing demand for short-duration staffing solutions across clinics, home healthcare, and ambulatory surgery settings, which in turn requires more granular scheduling and credentialing workflows. Second, digital platforms and workforce management technologies are accelerating the move toward real-time talent marketplaces, enabling faster matches between demand and supply while introducing new governance and data security considerations.
Concurrently, clinical specialization and the need for high-acuity skills are reshaping per diem utilization; critical care, emergency departments, and specialized procedural areas now rely on per diem clinicians for temporary coverage of complex roles. Labor market dynamics, including shifting worker preferences for flexible schedules and remote administrative functions, are changing recruitment, retention, and engagement practices. Taken together, these shifts necessitate operational redesign, investment in credentialing and training pipelines, and stronger partnerships between clinical leaders and staffing functions to ensure quality, continuity, and workforce sustainability.
Understanding how 2025 tariff measures and trade disruptions indirectly altered procurement costs and operational decisions that affect per diem nurse staffing resilience
The cumulative impact of tariff policy changes and trade disruptions in 2025 has introduced indirect but material effects on per diem nurse staffing economics and operations. Supply chain pressures have rippled through healthcare organizations, increasing costs for clinical supplies, personal protective equipment, and technology hardware that underpin scheduling and credentialing systems. As procurement costs rose, some facilities reallocated budgets and tightened travel and agency spend, which altered the cost calculus for engaging per diem clinicians and for supporting travel-related allowances.
Moreover, tariffs and related regulatory measures have affected the availability and pricing of workforce management software components and medical devices sourced internationally, prompting some organizations to postpone technology investments or seek domestic alternatives. Those deferrals have consequences for real-time scheduling capabilities, automated credential verification, and data integration, lengthening onboarding cycles for per diem staff. In response, leading institutions have pursued strategic sourcing arrangements, accelerated local supplier partnerships, and reprioritized investments that directly support staffing agility and clinician safety. These adaptations underscore the interconnectedness of macroeconomic policy and frontline staffing resilience.
Segment-specific insights that align service type, shift patterns, experience tiers, facility characteristics, and clinical specialties to actionable staffing strategies
Segmentation analysis reveals nuanced demand patterns across service type, shift type, experience level, facility type, and clinical specialization that influence how organizations design per diem programs. Demand for Registered Nurses and Nurse Practitioners typically peaks in high-acuity and specialty units where complex clinical decision-making is essential, whereas Certified Nursing Assistants and Licensed Practical Nurses remain critical in long-term care and home healthcare contexts where hands-on support and continuity of daily care are vital. Shift preferences also matter; day shifts often require broader coverage for scheduled procedures and admissions, evening shifts balance operational handoffs and throughput needs, and night shifts increasingly depend on cross-trained clinicians who can manage reduced on-site support structures.
Experience level shapes deployment strategies, with entry-level clinicians suitable for supervised settings and standardized care pathways, mid-level clinicians providing reliable continuity in moderate-acuity units, and senior-level practitioners essential for supervisory roles, critical incidents, and specialty coverage. Facility type influences the mix and cadence of per diem demand: hospitals and intensive care units require rapid credentialing and high clinical competency, clinics and ambulatory centers focus on predictable procedural coverage, home healthcare emphasizes travel logistics and patient familiarity, long-term care seeks consistent caregiver relationships, and rehabilitation centers prioritize therapeutic continuity. Specialization further differentiates requirements; emergency department coverage demands acute triage skills and rapid adaptability, intensive care units require advanced monitoring competence, maternity and pediatrics necessitate family-centered care capabilities, medical-surgical units need broad clinical versatility, operating room staffing depends on perioperative coordination and specialized credentials, and psychiatry requires de-escalation skills and behavioral health expertise. Integrating these segmentation dimensions enables leaders to match sourcing strategies, training investments, and governance protocols to the specific operational and clinical risks inherent in each demand pocket.
Regional dynamics and cross-border workforce considerations that determine per diem nurse staffing design and compliance across global healthcare markets
Regional dynamics exert a strong influence on per diem nurse staffing practices, driven by differences in regulatory frameworks, labor market behaviors, and healthcare delivery models across the Americas, Europe, Middle East & Africa, and Asia-Pacific. In the Americas, decentralized hospital systems and a mature private staffing sector create demand for flexible nurse pools and advanced workforce management solutions, while regulatory variability across states and provinces necessitates robust, localized credentialing approaches. Conversely, Europe, the Middle East & Africa present a mix of nationalized systems and private providers where cross-border workforce mobility, language requirements, and differing licensing regimes shape sourcing strategies and compliance investments.
In the Asia-Pacific region, rapid expansion of outpatient and community-based care models, combined with variable retention rates among clinical staff, drives a growing reliance on per diem arrangements to bridge episodic demand. Across all regions, investments in digital scheduling, cultural competency training, and regional supply chain resilience vary, prompting leaders to tailor their per diem frameworks to local talent preferences, reimbursement mechanisms, and regulatory regimes. Strategic regional partnerships, adaptive credentialing protocols, and region-specific retention incentives can reduce operational friction and improve coverage reliability across diverse care geographies.
Competitive positioning and strategic moves by staffing providers and healthcare organizations that professionalize per diem nursing and strengthen talent pipelines
The competitive landscape for per diem nurse staffing features a range of players from specialized clinical staffing firms to integrated workforce management vendors and large healthcare systems that operate internal flex pools. Market leaders have emphasized platform-enabled models that combine sourcing, credential verification, and shift-matching algorithms with clinical oversight and quality assurance. Others differentiate by offering specialized clinical talent for high-acuity units or by establishing deep relationships with specific facility types such as long-term care networks or surgical centers.
Strategic initiatives observed among leading organizations include investments in upskilling programs to elevate the capability of per diem clinicians, partnerships with training institutions to create talent pipelines, and enhanced data analytics to measure the impact of per diem deployments on patient outcomes and throughput. Some operators have integrated per diem staffing with broader workforce strategies, incorporating variable talent into predictive workforce models that align staffing flexibility with demand forecasting and financial governance. These moves reflect a broader industry trend toward professionalizing per diem roles and embedding them within holistic workforce strategies that balance quality, cost, and clinician experience.
Actionable operational, talent development, and commercial strategies that healthcare leaders can implement to optimize per diem nurse staffing programs for quality and resilience
Industry leaders should pursue a set of actionable recommendations that enhance agility, clinical quality, and cost-effectiveness in per diem nurse staffing programs. First, invest in interoperable workforce management systems that streamline real-time scheduling, automated credential checks, and integrated compliance workflows to reduce onboarding time and administrative burden. Second, prioritize clinical upskilling and certification pathways for per diem clinicians, aligning competency development with the needs of high-acuity units and specialty services to increase clinical reliability and patient safety.
Third, design compensation and incentive structures that reflect shift difficulty, specialty competencies, and local market differentials to attract and retain high-performing per diem staff. Fourth, develop regionalized sourcing frameworks that account for regulatory variations, travel logistics, and cultural competencies to improve coverage predictability. Fifth, embed rigorous performance measurement tied to clinical outcomes, patient experience, and operational KPIs to evaluate per diem program effectiveness and inform continuous improvement. Finally, foster partnerships with training institutions and community health organizations to create sustainable talent pipelines that reduce reliance on expensive external agency deployments and enhance workforce resilience over time.
A rigorous mixed-methods research approach combining operational data, stakeholder interviews, and scenario modeling to validate actionable per diem staffing insights
This analysis synthesizes qualitative and quantitative inputs drawn from operational performance data, primary interviews with clinical and staffing executives, and cross-industry benchmarking to ensure robust, practice-oriented findings. The methodology emphasized triangulation between on-the-ground operational metrics-such as credentialing cycle times, shift fill rates, and overtime exposures-and stakeholder perspectives from nursing leadership, workforce operations, and procurement to ground recommendations in practical constraints and opportunities.
Data collection prioritized recent operational indicators and firsthand narratives from hospitals, ambulatory centers, long-term care facilities, and home health agencies to capture variability in per diem usage patterns. Secondary sources included regulatory texts, labor market reports, and technology adoption studies to contextualize regional differences and supply chain impacts. Analysis employed scenario modeling to assess the operational implications of procurement cost changes and platform adoption rates, and sensitivity testing to evaluate which interventions most effectively reduce coverage risk. The resulting conclusions favor interventions with clear implementation pathways and measurable performance levers.
Key takeaways and strategic imperatives that position per diem nurse staffing as a durable capability to enhance care continuity and workforce resilience
In summary, per diem nurse staffing has matured into a strategic capability essential to modern healthcare delivery. Organizations that invest in interoperable technology, targeted upskilling, and regionally tailored sourcing will better manage the competing demands of quality, cost, and flexibility. The evolving landscape-marked by decentralized care, heightened specialization, and macroeconomic pressures-requires a proactive approach that treats per diem staffing as an integrated component of workforce strategy rather than a short-term stopgap.
Leaders who implement clear governance, link performance metrics to clinical outcomes, and cultivate sustainable talent pipelines will reduce operational volatility and improve patient care continuity. The insights and recommendations presented here provide a practical roadmap to transform per diem programs into durable competitive advantages that support both immediate operational needs and long-term workforce resilience.
Please Note: PDF & Excel + Online Access - 1 Year
A concise yet comprehensive orientation to the current per diem nurse staffing environment and the strategic role of flexible clinical talent solutions
The per diem nurse staffing landscape is evolving rapidly as healthcare systems confront ongoing workforce shortages, rising patient acuity, and shifting care delivery models. This executive summary synthesizes the critical forces shaping hourly and short-term nursing engagement across acute, ambulatory, and long-term care environments. It highlights operational levers, talent dynamics, and organizational imperatives that hospital systems, staffing firms, and clinical leaders must address to maintain continuity of care while containing labor cost pressures.
Across divergent care settings, decision-makers increasingly balance clinical quality and regulatory compliance with the need for flexible labor models. As a result, per diem staffing has moved from an ad hoc contingency practice to a strategic capability that supports surge response, specialty coverage gaps, and site-of-care transitions. The analysis that follows uses the latest operational trends, regulatory developments, and workforce behavior data to outline how leaders can transform per diem programs from cost centers into strategic talent platforms that enhance responsiveness and clinical outcomes.
How decentralization of care, digital workforce platforms, and specialization demands are reshaping per diem nurse staffing and operational imperatives
Healthcare delivery is undergoing transformative shifts that directly affect how organizations source and deploy per diem nursing talent. First, care has decentralized beyond traditional hospital walls, increasing demand for short-duration staffing solutions across clinics, home healthcare, and ambulatory surgery settings, which in turn requires more granular scheduling and credentialing workflows. Second, digital platforms and workforce management technologies are accelerating the move toward real-time talent marketplaces, enabling faster matches between demand and supply while introducing new governance and data security considerations.
Concurrently, clinical specialization and the need for high-acuity skills are reshaping per diem utilization; critical care, emergency departments, and specialized procedural areas now rely on per diem clinicians for temporary coverage of complex roles. Labor market dynamics, including shifting worker preferences for flexible schedules and remote administrative functions, are changing recruitment, retention, and engagement practices. Taken together, these shifts necessitate operational redesign, investment in credentialing and training pipelines, and stronger partnerships between clinical leaders and staffing functions to ensure quality, continuity, and workforce sustainability.
Understanding how 2025 tariff measures and trade disruptions indirectly altered procurement costs and operational decisions that affect per diem nurse staffing resilience
The cumulative impact of tariff policy changes and trade disruptions in 2025 has introduced indirect but material effects on per diem nurse staffing economics and operations. Supply chain pressures have rippled through healthcare organizations, increasing costs for clinical supplies, personal protective equipment, and technology hardware that underpin scheduling and credentialing systems. As procurement costs rose, some facilities reallocated budgets and tightened travel and agency spend, which altered the cost calculus for engaging per diem clinicians and for supporting travel-related allowances.
Moreover, tariffs and related regulatory measures have affected the availability and pricing of workforce management software components and medical devices sourced internationally, prompting some organizations to postpone technology investments or seek domestic alternatives. Those deferrals have consequences for real-time scheduling capabilities, automated credential verification, and data integration, lengthening onboarding cycles for per diem staff. In response, leading institutions have pursued strategic sourcing arrangements, accelerated local supplier partnerships, and reprioritized investments that directly support staffing agility and clinician safety. These adaptations underscore the interconnectedness of macroeconomic policy and frontline staffing resilience.
Segment-specific insights that align service type, shift patterns, experience tiers, facility characteristics, and clinical specialties to actionable staffing strategies
Segmentation analysis reveals nuanced demand patterns across service type, shift type, experience level, facility type, and clinical specialization that influence how organizations design per diem programs. Demand for Registered Nurses and Nurse Practitioners typically peaks in high-acuity and specialty units where complex clinical decision-making is essential, whereas Certified Nursing Assistants and Licensed Practical Nurses remain critical in long-term care and home healthcare contexts where hands-on support and continuity of daily care are vital. Shift preferences also matter; day shifts often require broader coverage for scheduled procedures and admissions, evening shifts balance operational handoffs and throughput needs, and night shifts increasingly depend on cross-trained clinicians who can manage reduced on-site support structures.
Experience level shapes deployment strategies, with entry-level clinicians suitable for supervised settings and standardized care pathways, mid-level clinicians providing reliable continuity in moderate-acuity units, and senior-level practitioners essential for supervisory roles, critical incidents, and specialty coverage. Facility type influences the mix and cadence of per diem demand: hospitals and intensive care units require rapid credentialing and high clinical competency, clinics and ambulatory centers focus on predictable procedural coverage, home healthcare emphasizes travel logistics and patient familiarity, long-term care seeks consistent caregiver relationships, and rehabilitation centers prioritize therapeutic continuity. Specialization further differentiates requirements; emergency department coverage demands acute triage skills and rapid adaptability, intensive care units require advanced monitoring competence, maternity and pediatrics necessitate family-centered care capabilities, medical-surgical units need broad clinical versatility, operating room staffing depends on perioperative coordination and specialized credentials, and psychiatry requires de-escalation skills and behavioral health expertise. Integrating these segmentation dimensions enables leaders to match sourcing strategies, training investments, and governance protocols to the specific operational and clinical risks inherent in each demand pocket.
Regional dynamics and cross-border workforce considerations that determine per diem nurse staffing design and compliance across global healthcare markets
Regional dynamics exert a strong influence on per diem nurse staffing practices, driven by differences in regulatory frameworks, labor market behaviors, and healthcare delivery models across the Americas, Europe, Middle East & Africa, and Asia-Pacific. In the Americas, decentralized hospital systems and a mature private staffing sector create demand for flexible nurse pools and advanced workforce management solutions, while regulatory variability across states and provinces necessitates robust, localized credentialing approaches. Conversely, Europe, the Middle East & Africa present a mix of nationalized systems and private providers where cross-border workforce mobility, language requirements, and differing licensing regimes shape sourcing strategies and compliance investments.
In the Asia-Pacific region, rapid expansion of outpatient and community-based care models, combined with variable retention rates among clinical staff, drives a growing reliance on per diem arrangements to bridge episodic demand. Across all regions, investments in digital scheduling, cultural competency training, and regional supply chain resilience vary, prompting leaders to tailor their per diem frameworks to local talent preferences, reimbursement mechanisms, and regulatory regimes. Strategic regional partnerships, adaptive credentialing protocols, and region-specific retention incentives can reduce operational friction and improve coverage reliability across diverse care geographies.
Competitive positioning and strategic moves by staffing providers and healthcare organizations that professionalize per diem nursing and strengthen talent pipelines
The competitive landscape for per diem nurse staffing features a range of players from specialized clinical staffing firms to integrated workforce management vendors and large healthcare systems that operate internal flex pools. Market leaders have emphasized platform-enabled models that combine sourcing, credential verification, and shift-matching algorithms with clinical oversight and quality assurance. Others differentiate by offering specialized clinical talent for high-acuity units or by establishing deep relationships with specific facility types such as long-term care networks or surgical centers.
Strategic initiatives observed among leading organizations include investments in upskilling programs to elevate the capability of per diem clinicians, partnerships with training institutions to create talent pipelines, and enhanced data analytics to measure the impact of per diem deployments on patient outcomes and throughput. Some operators have integrated per diem staffing with broader workforce strategies, incorporating variable talent into predictive workforce models that align staffing flexibility with demand forecasting and financial governance. These moves reflect a broader industry trend toward professionalizing per diem roles and embedding them within holistic workforce strategies that balance quality, cost, and clinician experience.
Actionable operational, talent development, and commercial strategies that healthcare leaders can implement to optimize per diem nurse staffing programs for quality and resilience
Industry leaders should pursue a set of actionable recommendations that enhance agility, clinical quality, and cost-effectiveness in per diem nurse staffing programs. First, invest in interoperable workforce management systems that streamline real-time scheduling, automated credential checks, and integrated compliance workflows to reduce onboarding time and administrative burden. Second, prioritize clinical upskilling and certification pathways for per diem clinicians, aligning competency development with the needs of high-acuity units and specialty services to increase clinical reliability and patient safety.
Third, design compensation and incentive structures that reflect shift difficulty, specialty competencies, and local market differentials to attract and retain high-performing per diem staff. Fourth, develop regionalized sourcing frameworks that account for regulatory variations, travel logistics, and cultural competencies to improve coverage predictability. Fifth, embed rigorous performance measurement tied to clinical outcomes, patient experience, and operational KPIs to evaluate per diem program effectiveness and inform continuous improvement. Finally, foster partnerships with training institutions and community health organizations to create sustainable talent pipelines that reduce reliance on expensive external agency deployments and enhance workforce resilience over time.
A rigorous mixed-methods research approach combining operational data, stakeholder interviews, and scenario modeling to validate actionable per diem staffing insights
This analysis synthesizes qualitative and quantitative inputs drawn from operational performance data, primary interviews with clinical and staffing executives, and cross-industry benchmarking to ensure robust, practice-oriented findings. The methodology emphasized triangulation between on-the-ground operational metrics-such as credentialing cycle times, shift fill rates, and overtime exposures-and stakeholder perspectives from nursing leadership, workforce operations, and procurement to ground recommendations in practical constraints and opportunities.
Data collection prioritized recent operational indicators and firsthand narratives from hospitals, ambulatory centers, long-term care facilities, and home health agencies to capture variability in per diem usage patterns. Secondary sources included regulatory texts, labor market reports, and technology adoption studies to contextualize regional differences and supply chain impacts. Analysis employed scenario modeling to assess the operational implications of procurement cost changes and platform adoption rates, and sensitivity testing to evaluate which interventions most effectively reduce coverage risk. The resulting conclusions favor interventions with clear implementation pathways and measurable performance levers.
Key takeaways and strategic imperatives that position per diem nurse staffing as a durable capability to enhance care continuity and workforce resilience
In summary, per diem nurse staffing has matured into a strategic capability essential to modern healthcare delivery. Organizations that invest in interoperable technology, targeted upskilling, and regionally tailored sourcing will better manage the competing demands of quality, cost, and flexibility. The evolving landscape-marked by decentralized care, heightened specialization, and macroeconomic pressures-requires a proactive approach that treats per diem staffing as an integrated component of workforce strategy rather than a short-term stopgap.
Leaders who implement clear governance, link performance metrics to clinical outcomes, and cultivate sustainable talent pipelines will reduce operational volatility and improve patient care continuity. The insights and recommendations presented here provide a practical roadmap to transform per diem programs into durable competitive advantages that support both immediate operational needs and long-term workforce resilience.
Please Note: PDF & Excel + Online Access - 1 Year
Table of Contents
198 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. Growing adoption of virtual nursing platforms to connect nurses with per diem shifts across regions
- 5.2. Increased reliance on data analytics for predicting per diem nurse demand and optimizing staffing
- 5.3. Expansion of specialized per diem nursing services for critical care and tele-ICU patient support
- 5.4. Implementation of dynamic scheduling algorithms to reduce nurse burnout and fill shift gaps efficiently
- 5.5. Rising integration of per diem nurse registries with electronic health record systems for seamless onboarding
- 5.6. Growing emphasis on flexible benefit packages to attract and retain per diem nursing professionals amid shortages
- 5.7. Regulatory changes accelerating credentialing processes to onboard per diem nurses in emergency scenarios
- 5.8. Collaboration between healthcare networks and gig economy platforms to manage per diem nursing workforce
- 6. Cumulative Impact of United States Tariffs 2025
- 7. Cumulative Impact of Artificial Intelligence 2025
- 8. Per Diem Nurse Staffing Market, by Service Type
- 8.1. Certified Nursing Assistant
- 8.2. Licensed Practical Nurse
- 8.3. Nurse Practitioner
- 8.4. Registered Nurse
- 9. Per Diem Nurse Staffing Market, by Shift Type
- 9.1. Day
- 9.2. Evening
- 9.3. Night
- 10. Per Diem Nurse Staffing Market, by Experience Level
- 10.1. Entry Level
- 10.2. Mid Level
- 10.3. Senior Level
- 11. Per Diem Nurse Staffing Market, by Facility Type
- 11.1. Clinics And Ambulatory Care Centers
- 11.2. Home Healthcare Agencies
- 11.3. Hospitals
- 11.4. Long-Term Care Facilities
- 11.5. Rehabilitation Centers
- 12. Per Diem Nurse Staffing Market, by Specialization
- 12.1. Emergency Department
- 12.2. Intensive Care Unit
- 12.3. Maternity And Pediatrics
- 12.4. Medical-Surgical
- 12.5. Operating Room
- 12.6. Psychiatry
- 13. Per Diem Nurse Staffing Market, by Region
- 13.1. Americas
- 13.1.1. North America
- 13.1.2. Latin America
- 13.2. Europe, Middle East & Africa
- 13.2.1. Europe
- 13.2.2. Middle East
- 13.2.3. Africa
- 13.3. Asia-Pacific
- 14. Per Diem Nurse Staffing Market, by Group
- 14.1. ASEAN
- 14.2. GCC
- 14.3. European Union
- 14.4. BRICS
- 14.5. G7
- 14.6. NATO
- 15. Per Diem Nurse Staffing Market, by Country
- 15.1. United States
- 15.2. Canada
- 15.3. Mexico
- 15.4. Brazil
- 15.5. United Kingdom
- 15.6. Germany
- 15.7. France
- 15.8. Russia
- 15.9. Italy
- 15.10. Spain
- 15.11. China
- 15.12. India
- 15.13. Japan
- 15.14. Australia
- 15.15. South Korea
- 16. Competitive Landscape
- 16.1. Market Share Analysis, 2024
- 16.2. FPNV Positioning Matrix, 2024
- 16.3. Competitive Analysis
- 16.3.1. AMN Healthcare, Inc.
- 16.3.2. Aya Healthcare, LLC
- 16.3.3. Cross Country Healthcare, Inc.
- 16.3.4. Supplemental Health Care, Inc.
- 16.3.5. Maxim Healthcare Services, Inc.
- 16.3.6. Medical Solutions, LLC
- 16.3.7. Favorite Healthcare Staffing, LLC
- 16.3.8. Fastaff Travel Nursing, LLC
- 16.3.9. Soliant Health, LLC
- 16.3.10. Travel Nurse Across America, LLC
- 16.3.11. The Adecco Group
- 16.3.12. Team Health Holdings, Inc.
- 16.3.13. Syneos Health Inc.
- 16.3.14. Interim HealthCare
- 16.3.15. Dedicated Nursing Associates
- 16.3.16. Envision Physician Services
- 16.3.17. HealthTrust Workforce Solutions
- 16.3.18. Aureus Medical Group
- 16.3.19. MedPro Healthcare Staffing
- 16.3.20. ATC Healthcare Services
- 16.3.21. Jackson Healthcare
- 16.3.22. InGenesis
- 16.3.23. HenderCare
- 16.3.24. Accountable Healthcare Staffing
- 16.3.25. CareerStaff Unlimited
- 16.3.26. Axis Medical Staffing
- 16.3.27. Gifted Healthcare
- 16.3.28. Greenstaff Medical Australia
- 16.3.29. Flexwise Health
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