Healthcare staffing built around the role you need to fill
MOS Therapy Staffing helps healthcare employers evaluate and fill registered nurse and physical therapist needs through contract staffing and direct-hire recruitment.
We begin with the position, care environment, location, required credentials, timeline, and the way you want the professional engaged—so the next step fits the vacancy instead of forcing every hiring problem into the same model.
Looking for work? Explore healthcare opportunities →Choose the staffing model that fits the vacancy
The right model depends on duration, employment preference, internal capacity, candidate supply, and the facility’s readiness to move forward.
Contract Staffing
Contract staffing can support a defined assignment or a longer-term workforce need while MOS remains responsible for the employment arrangement described in the agreement.
Explore Contract Staffing →Direct Hire
Direct Hire may fit when your facility plans to employ the selected professional directly and needs recruiting support for a permanent RN or PT role.
Explore Direct Hire →Registered nurses and physical therapists are core MOS services
Registered Nurse Staffing
MOS evaluates the license, specialty, care environment, experience, schedule, work authorization, and other role-specific requirements before presenting a potential match.
RN StaffingPhysical Therapist Staffing
Employers can discuss contract and direct-hire options based on the therapy setting, market, experience requirements, and applicable state licensure.
PT StaffingHow MOS evaluates a staffing need
Define the role
Profession, specialty, setting, schedule, and required experience.
Clarify the model
Contract or Direct Hire, expected duration, timing, and employment preference.
Evaluate fit
Market, licensure, credentials, candidate supply, and facility readiness.
Set the next step
A practical route based on the actual vacancy—not a generic sales process.
Solutions for persistent rural-hospital vacancies
Rural hospitals can face a smaller local candidate pool, longer recruitment cycles, retention pressure, and critical coverage needs. Those conditions deserve a workforce evaluation built around the facility and market rather than generic location copy.
What the evaluation considers
Local candidate supply, the role’s clinical requirements, realistic timing, onboarding capacity, relocation considerations, and the staffing model most likely to fit the need.
A staffing discussion grounded in operational facts
Long-term perspective
Contract options can address more than short-term coverage, including persistent and longer-duration workforce needs.
Clinician-specific evaluation
RN and PT requests are assessed according to the profession, setting, credentials, and work environment.
Coordinated next steps
MOS and the facility clarify responsibilities, timing, onboarding, and the information needed to evaluate a potential match.
Healthcare staffing experience since 2008
U.S. operations under MOS Therapy Staffing
Typical Contract Staffing relationships
Documented placement experience across U.S. markets
What clients and healthcare professionals say
Success
Frequently asked questions
What is the difference between Contract Staffing and Direct Hire?
In Contract Staffing, MOS remains the employer of record under the governing agreement. In Direct Hire, the facility selects and employs the professional directly.
Which professionals are central to MOS staffing?
Registered nurses and physical therapists are the two principal clinician services in the current employer architecture.
How quickly can a role be filled?
Timing depends on the role, market, credentials, candidate supply, interview process, and onboarding requirements. MOS evaluates those factors before setting expectations.
What should our facility prepare?
Be ready to discuss the profession, setting, location, schedule, start window, experience and license requirements, engagement model, and the operational effect of the vacancy.
Start with the position—not a generic sales form
Tell MOS what the facility needs, when it is needed, and what is making the role difficult to fill.