Healthcare contract staffing built around your workforce needs
Contract staffing gives a healthcare facility access to a professional for an agreed assignment while we remain the employer of record under the governing agreement.
We manage the agreed employment administration while the facility directs clinical work, day-to-day supervision, and patient care.
Define the need before defining the solution
Role, setting, schedule, credentials, location, start date, assignment length, and facility readiness all shape the recommendation.
Who handles what?
The precise allocation is governed by the client agreement. At a practical level, the relationship separates employment administration from clinical direction.
MOS Therapy Staffing
We remain the employer of record and handle the employment administration, payroll, taxes, benefits where applicable, insurance, credentialing coordination, onboarding support, and other responsibilities stated in the agreement.
Your facility
The facility directs clinical work, day-to-day supervision, patient care, facility-specific requirements, systems access, orientation, and performance oversight subject to the governing agreement.
How our contract staffing process works
Describe the role
Share the setting, schedule, start date, credentials, duration, and operational reason for the need.
Confirm fit
We evaluate the request against our clinician pool, markets, service model, and fulfillment capacity.
Source and evaluate
We identify and evaluate potential professionals using the approved screening process.
Facility review
Your team reviews the candidate and completes its required clinical and compliance steps.
Finalize the assignment
The parties clarify terms, responsibilities, start requirements, and onboarding.
Support the work
We and your facility manage the assignment according to the agreement.
Contract Staffing versus Direct Hire
| Decision factor | Contract Staffing | Direct Hire |
|---|---|---|
| Employment relationship | We remain employer of record under the agreement. | The facility employs the selected professional directly. |
| Typical use | Defined assignments or persistent workforce needs. | Permanent roles on the facility’s own team. |
| Facility readiness | Requires onboarding, clinical direction, and assignment support. | Requires interview readiness, a competitive offer, and direct onboarding. |
| Temp-to-Perm | May be available as a contract conversion pathway under agreed terms. | Not classified as Direct Hire. |
Short-term and long-term contract needs
Short-Term Contract Staffing
Short-term assignments may address a defined leave, temporary coverage need, census change, project, or immediate operational constraint. Our short-term assignments are approximately six to eight months, with the duration tailored to your need and agreement.
Long-Term Contract Staffing
Long-term assignments may support hard-to-fill roles, persistent vacancies, limited local supply, continuity needs, or a broader workforce plan. Some of our long-term staffing relationships continue for two to three years. We agree on the assignment duration with your facility.
Healthcare professionals we recruit
Registered nurses and physical therapists are our core staffing specialties. We also support selected allied and nursing roles when operational fit is confirmed.
Registered Nurses
RN requests are evaluated according to specialty, setting, license, schedule, experience, and facility requirements.
Physical Therapists
PT needs are evaluated according to setting, patient population, state license, experience, schedule, and continuity requirements.
Additional clinical roles
PTA, OT, OTA, and LPN/LVN needs may be discussed when they fit our current capabilities.
When Contract Staffing may fit
- A defined assignment or persistent vacancy
- A need for employment administration through MOS
- A facility prepared for clinical supervision and onboarding
- Realistic timing, credential, and market requirements
When another route may be better
- The facility intends to employ the person directly from the start
- The role, market, or profession falls outside our capabilities
- Required onboarding or supervision cannot be supported
- The start date or expectations are not workable
Preparing for our first conversation
License and experience requirements, specialty or patient population, care setting, schedule, supervision, onboarding, systems access, compliance needs, location, start window, expected duration, and rate or budget constraints.
Contract Staffing FAQ
Who employs the contract professional?
We remain the employer of record under the governing agreement, while the facility directs clinical work and patient care.
Can Contract Staffing support a longer-term need?
Yes. Contract Staffing may support both defined short-term assignments and longer-duration or persistent workforce needs.
Is Temp-to-Perm the same as Direct Hire?
No. Temp-to-Perm begins within the Contract Staffing model and may later convert to facility employment under agreed terms.
How long does placement take?
Timing varies by profession, market, credentials, candidate supply, facility response time, and onboarding. Any estimate follows a review of those factors.
Discuss the role with MOS
Share the profession, setting, location, start date, assignment length, and required credentials. If the model is unclear, we can evaluate Contract Staffing and Direct Hire with you.