One workforce intelligence system for pricing, risk, and margin control.
Used daily by finance, operations, and workforce leaders to prevent exposure before it compounds.
Built for the decisions that finance, operations, and workforce leaders are accountable for
Real-time Pay Intelligence
Every decision in the platform is powered by the same real-time pay intelligence layer. Live market data across 400+ healthcare roles, refreshed daily.
Market Snapshot
Travel RN · California4,832 postingsCompetitive Pay Range
Around half of pay postings land in this range • Spread of $16 between typical low and high offers.
Market Rate (Typical Offer)
Typical range $62 – $78
Weekly
Typical weekly pay range
$2,720 typical
Annual
Typical annual pay range
$141K typical
Fill Difficulty
Hard to fill roles — candidates have leverage.
Market Inventory
Open jobs
4,832
3,847 with pay listed
Active locations
312
Hiring companies
847
Job titles in view
24
Estimated Talent Pool
18,450
Estimated candidates active in this market slice.
Metrics reflect observed performance across active healthcare staffing programs.
Built on the core intelligence layer
Pay Intelligence Capabilities
Market Rate Benchmarking
Compare your rates against real-time market data with percentile positioning.
Rate Drift Detection
Flag when rates deviate from approved ranges before margin erosion compounds.
Margin Analytics
Portfolio-level visibility into gross margin with drill-down by facility and role.
Compensation Structure
Decompose total comp into base, differentials, stipends, and bonuses.
Rate Card Management
Centralized creation, versioning, and distribution with approval workflows.
Pay Equity Monitoring
Identify pay disparities with cohort analysis and compliance guardrails.
Why workforce pricing decisions fail at scale
These are not edge cases. They are structural failure modes present in most healthcare staffing operations.
Decisions made without portfolio context
Individual rate approvals look reasonable in isolation. But exposure compounds across roles, locations, and time—before finance ever sees the aggregate picture.
Result: Margin erosion discovered in quarterly reviews, not at decision time.
Lagging benchmarks drive real-time decisions
Most teams price against data that is weeks or months old. In volatile markets, this creates systematic drift between what you're paying and what the market actually requires.
Result: Overpaying in soft markets, losing candidates in tight ones.
No shared definition of "market"
Different teams benchmark against different sources, geographies, and time windows. This produces inconsistent decisions that leadership cannot reconcile or govern.
Result: Rate cards that don't reflect reality, and disputes without resolution.
Approvals optimized for speed, not risk
Approval workflows are designed to reduce friction and fill roles quickly. But speed without visibility means margin and compliance erode silently, surfacing only after damage is done.
Result: Velocity improves while profitability declines.
Decision Surfaces
The same intelligence layer powers different decision contexts—each designed for how different stakeholders actually work.
Financial Modeling & Exposure Control
Workforce pricing decisions are made in isolation—exposure compounds before finance ever sees it.
- ·"What is our true margin exposure?"
- ·"Where is cost drift concentrated?"
- ·"What happens if market conditions tighten?"
- Portfolio-level visibility into workforce cost exposure
- Early detection of margin sensitivity across roles and markets
- Forward-looking modeling to understand impact before commitments are made
Talent Market Modeling
Hiring and pricing decisions are made without real-time visibility into local market conditions.
- ·"Where are markets tightening or loosening?"
- ·"Which regions can absorb demand?"
- ·"How responsive is supply to rate changes?"
- Geographic supply and demand awareness by role
- Early signals of market tightening or surplus
- Context for rate and sourcing decisions
Normalization & Taxonomy
Workforce data from different systems can't be compared without standard definitions.
- ·"Are we comparing like-for-like?"
- ·"Can leadership trust these benchmarks?"
- ·"Are decisions consistent across systems?"
- Canonical role definitions across organizations
- Consistent benchmarks across ATS, VMS, and MSP data
- Decision-grade data integrity
Deployment & Integrations
Intelligence tools fail when they require new workflows or system replacement.
- ·"How does this fit our environment?"
- ·"Will this disrupt existing systems?"
- ·"Can this be embedded or white-labeled?"
- Works alongside ATS, VMS, and MSP platforms
- Embedded, API-first delivery options
- White-label and program-level deployment support
Every decision surface is powered by shared platform capabilities that ensure accuracy, consistency, and scalability.
→ View platform featuresDesigned for different operating environments
The same platform deploys across hospitals, agencies, and program operators—configured for how you work, not rebuilt for each model.
Hospitals & Health Systems
Governance and margin visibility across internal float pools, agency contracts, and contingent labor spend.
View hospital workflow →Staffing Agencies
Margin control and competitive positioning across roles, markets, and facility relationships.
View agency workflow →MSP / Program Operators
Standardized rate governance and supplier performance visibility across multi-vendor programs.
View program workflow →White-label & Platform Partners
Embedded intelligence delivered through your product experience, with no end-user friction.
View integration options →Most organizations discover material exposure they weren't tracking
See where pricing decisions are compounding risk—before the next approval.
Request a no-obligation exposure analysis to understand where margin is at risk in your current workforce pricing.
Request exposure analysisTypically completed within 5 business days • No system access required