An 18-month case study on one ICU nurse, six contracts, and the unit-level data facility leaders should be auditing in their traveler vendor mix.
The numbers most CNOs, CHROs, and VPs of Workforce don't see in vendor scorecards — but should.
Four of six contracts extended over 18 months. That isn't a clinician-specific outcome — it's a staffing-partner outcome. The vendors quietly producing 60%+ extension rates are solving a different problem than the ones filling reqs and watching their nurses walk at week nine.
Most hospitals set a 50-mile radius for traveler eligibility and stop thinking about it. The local traveler pool — clinicians living just beyond that threshold — is often the most durable, highest-retention group a hospital can draw from. They know your region. They re-sign.
Travel nurses leave agencies because the pay is confusing, not because it's low. The agency that gives a clinician a clean pay breakdown on day one is the same one that gives your finance team clean billing, accurate timesheets, and fewer mid-contract escalations.
"The agency you choose shapes the clinicians you get. The pay transparency, assignment fit, and lifestyle flexibility that keep a nurse engaged at her staffing partner are the same factors that keep her engaged on your unit." — Excerpt from the case study
We'll email you the PDF immediately. Your information also goes to our facility-side team, who may follow up if there's a real fit. No drip campaigns, no list rental.
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The case study is based on a composite profile built from interviews and performance data across multiple Trusted Talent ICU contractors. Individual results vary. Pay figures reflect 2025 and 2026 market data and are not guaranteed for future contracts.
The 50-mile radius is a hospital hiring policy, not a tax law — and thresholds vary by facility. The IRS duplicate-expense rule, which governs tax-free housing and meal stipends, is separate. It depends on whether the clinician maintains a permanent tax home while paying for lodging at the assignment site. Both have to be true for local traveling to work. The case study walks through both in plain terms.
They aren't — but they're trackable. The case study lays out the three numbers (extension rate, time-to-fill, and mid-contract churn) that facility leaders can request from any vendor and compare like-for-like across their current mix.
Yes. Trusted Talent partners with health systems, individual facilities, and managed service programs on travel, per diem, locum tenens, and allied clinical staffing. Our business development team can walk you through which engagement model fits your operating context.
You'll receive the case study by email immediately. A member of our business development team — Christie, Nick, Eric, or Anthony — may follow up within a week to see if a brief conversation makes sense. No drip campaigns, no email list rental.
We partner with facility and health-system leaders on workforce strategy across travel, per diem, locum tenens, and allied. We'd welcome the conversation.
