Medical-surgical RN staffing
Recruit med-surg nurses for the unit you actually run
We help employers recruit registered nurses for continuing medical-surgical staffing needs. Match the experience to the patient population, then choose Contract Staffing or Direct Hire.
Start with the clinical environment
The job title is only the beginning
Two medical-surgical units may have different patient populations, routines and expectations. A useful recruiting brief explains what the RN will do, which experience is essential and what your facility will teach during orientation.
Medical-surgical nursing is one of our specialties. We recruit and place registered nurses for med-surg units. We match each RN’s experience and qualifications to your unit’s requirements. Explore our full Registered Nurse Staffing service.
When to discuss your role with us
- You need a longer-term RN staffing relationship.
- Your team can define the work, schedule and required qualifications.
- Clinical leaders can support selection, competency checks and orientation.
We focus on longer-term staffing relationships. If you need primarily PRN or one-time coverage, a short-term staffing resource may be a better fit.
A more useful role profile
Make the essential requirements visible
Patient population
Describe the medical-surgical setting and the experience needed for the patients your unit serves. Specify facility-required licenses and certifications.
Additional responsibilities
State any charge, float, telemetry or cross-department expectations. Review candidates against those duties individually.
Working arrangements
Set out shift times, weekends, hours, expected duration and start flexibility. Separate essential requirements from preferences.
The facility’s clinical and credentialing teams determine required qualifications and competencies. We use that brief to match the professional’s experience to the work on your unit.
Compare the arrangements
Choose the employment relationship
Both routes start with a defined role and a suitably qualified RN. The main difference is who employs the professional and manages employment administration.
| Your decision | Contract Staffing | Direct Hire |
|---|---|---|
| Who employs the RN? | We remain the employer of record. | Your facility hires and employs the selected RN. |
| Who manages employment administration? | We manage payroll and employment administration. | Your facility manages its employee and employment responsibilities. |
| Who directs clinical work? | Your facility provides clinical direction and day-to-day supervision. | Your facility provides clinical direction and day-to-day supervision. |
| What is the commercial arrangement? | Staffing rates and responsibilities are set in the agreement. | Recruiting services and fees are set in the Direct Hire agreement. |
A later move from Contract Staffing to direct employment may be discussed through Temp-to-Perm, subject to agreed terms. Review Contract Staffing or Direct Hire for the full service details.
Preparation and continuity
A clear handoff to your unit
Recruit to the actual brief
We consider the professional’s qualifications, experience and expectations alongside the facility’s role, environment and hiring needs.
Prepare for the first shift
Coordinate credentialing and license endorsement support, facility-specific orientation and systems access. Our in-house team supports training and orientation for the role.
Keep communication open
Assign clinical and employment contacts. We remain involved after placement to discuss adjustment, expectations and concerns with both sides.
Before recruiting begins
Six details to include in your med-surg RN request
Facility, patient population, number of RNs and the reason for the vacancy.
Licensure, certifications, competency checks and any additional duties.
Hours, shift pattern, weekends and the expected length of the need.
Workable start window, preceptor support and documentation systems.
Budget or rate parameters and the preferred employment arrangement.
Interview availability, decision-maker and clinical contact.
Candidate availability, licensing and facility onboarding affect timing. The role, schedule, location and employment model affect the commercial discussion. Clarify what is essential and what can flex before candidates are considered.
Before you decide
Your staffing questions
Clear expectations help both your organization and the professional make an informed decision.
Do all med-surg candidates have the same experience?
No. Review experience and qualifications against the actual patient population and duties. State specialty, charge, float and other requirements explicitly.
Who directs the nurse’s clinical work?
Your facility directs clinical care, assigns the work and provides day-to-day supervision. Under Contract Staffing, we manage the employment and administrative responsibilities outlined in your staffing agreement.
Can a contract RN become our employee?
A later transition may be discussed through Temp-to-Perm, subject to agreed terms and the professional’s interest. It is not an automatic conversion or a universal fixed trial period.
How long should we plan for the staffing relationship?
Our Contract Staffing relationships typically run for two to three years. Discuss the duration your unit actually needs and the terms available. For direct employment from the outset, consider Direct Hire.
Start with the role
Share your medical-surgical RN requirements
Start with the unit profile, shift, location, qualifications and expected duration. We’ll review the role with you and discuss the next step.