Best Healthcare Staffing Platforms for Filling Shifts

The best choice depends on the roles and settings you need, the platform’s local professional network, employment model, credentialing process, scheduling controls, and support when a shift changes.

*Ratings are U.S. Apple App Store snapshots checked in October 2026 for the worker-facing apps linked in each platform section. They indicate app experience, not facility service quality.

How we ranked healthcare staffing platforms

This list compares each option using the same five criteria:

• Coverage model: Whether the service supports per diem shifts, longer assignments, travel contracts, or permanent hiring.
• Roles and settings: The professionals and facility types served.
• Facility workflow: Features for posting shifts, setting rates, reviewing credentials, communicating, and managing schedules.
• Worker experience: Scheduling flexibility, pay options, employment classification, and app usability.
• Trade-offs: Geographic limits, setting constraints, onboarding requirements, and differences between a marketplace and a staffing agency.

Public pricing is not consistent enough for a reliable price ranking. Several platforms require facilities to request a quote, and total cost may vary by role, market, shift urgency, and service model. Facilities should compare the complete bill rate, cancellation terms, minimum commitments, and any implementation or managed-service fees before signing.

A platform can cover schedule gaps, but it should remain part of a broader workforce strategy. The American Hospital Association recommends integrating workforce planning with strategic planning. It also identifies flexible scheduling, management support, open communication, and employee input as factors that can support clinician retention.

1. Clipboard: best overall for fast, flexible shift coverage

Who it’s for

Clipboard is a healthcare staffing platform for facilities that need to cover per diem shifts, often at short notice, by connecting with pre-screened local professionals. Its healthcare staffing app lets professionals find and book available shifts. The marketplace serves long-term care, home health, dental, and hospital settings, with certified nursing assistants (CNAs), licensed vocational nurses (LVNs), and registered nurses (RNs) making up its core clinical network. Clipboard is not a staffing agency, making it a fit for operators that want more direct control over shift posting and coverage.

Pros

• 95% of shifts posted at least one day in advance are staffed.
• 85% of assignments involve a familiar professional.
• If a professional cancels, Clipboard automatically searches for a replacement at no extra cost.
• Clipboard prevents a professional from booking another shift until outstanding charting is completed.
• Facilities can hire professionals they meet through the platform without a placement or buyout fee.
• Clipboard provides 24/7 live support and reports response times of less than 30 seconds.
• There is no approval step: a posted shift is filled by an available local professional without a scheduler reviewing and selecting candidates.

Cons

• The number and type of available professionals can vary by location.
• Facilities remain responsible for confirming that each professional meets their site-specific requirements.
• A flexible marketplace should complement workforce planning rather than replace a stable core team.

What facilities should consider

Clipboard’s strongest differentiators are designed around three recurring facility concerns: whether a shift fills, whether the professional already knows the facility, and whether required charting is completed. After posting shifts, facilities can quickly see the available coverage for the roles, times, and locations they need.

Before choosing Clipboard:

• Request the full hourly bill rate and terms for overtime, cancellations, and replacement coverage.
• Test credential visibility, live arrival tracking, timekeeping, Charting Recall, and escalation procedures in a facility demo.
• Confirm how quickly automatic backfill works for nights, weekends, and hard-to-fill roles.
• Choose it for flexible local coverage and repeat-worker tools; consider another option if you need a fully managed agency workforce or multiweek travel contracts.

Rating

The Clipboard worker app is rated 4.6 out of 5 in the U.S. Apple App Store. The separate facility app has its own rating of 4.3 out of 5.

Takeaway: Clipboard is the strongest starting point for facilities seeking an alternative to a traditional agency for flexible, local shift coverage.

2. Nursa: best for facility control over rates and scheduling

Who it’s for

Nursa suits facilities that want to set rates, post per diem shifts, and communicate directly with nursing professionals. Its app says the marketplace serves hospitals, skilled nursing facilities, and other healthcare organizations across more than 31 states.

Pros

• Facilities can post shifts without startup costs and pay for completed shifts.
• Operators can set rates and approve pricing before posting.
• Credential screening includes license verification, background checks, and facility-specific requirements.
• Favorites and auto-scheduling can help facilities build a repeat pool of professionals.
• A public application programming interface (API) is available for workforce-management integrations.

Cons

• Service is not available in every state.
• Local professional supply still determines how quickly a shift may fill.
• Per diem coverage may solve immediate gaps without addressing retention or baseline staffing needs.
• Posted shifts do not fill on their own: clinicians submit requests and a scheduler reviews profiles and schedules one of them, unless the facility opts into auto-scheduling for a favorites list.

What facilities should consider

Nursa is most relevant when a facility wants direct control over shift rates and requirements. Its geographic reach is substantial but not nationwide, so local nursing supply is more important than the overall state count.

Before choosing Nursa:

• Confirm that every required role is supported in your state and local market.
• Ask how many active, approved professionals work within commuting distance of the facility.
• Verify overtime, cancellation, and additional service charges.
• Test favorites, auto-scheduling, credential screening, and any required workforce-management integration.
• Choose it for rate control and direct communication; consider another option if you need travel staffing or a W-2 workforce.

Rating

The Nursa app is rated 4.7 out of 5 in the U.S. Apple App Store.

Takeaway: Nursa is a practical option for facilities that value direct communication and control over shift rates.

3. ShiftKey: best for a bid-based PRN marketplace

Who it’s for

ShiftKey connects facilities with independent professionals seeking as-needed, or pro re nata (PRN), shifts. It covers certified nursing assistants (CNAs), licensed practical nurses (LPNs), registered nurses (RNs), respiratory therapists, physical therapists, and other roles, with dental coverage in some markets.

Pros

• Facilities can use the platform to connect with independent professionals for open PRN shifts.
• Professionals can select shifts and submit a desired rate within the platform’s bidding process.
• Credential-management tools help professionals track compliance documents.
• Its nationwide network can suit organizations operating in multiple markets.

Cons

• Not every specialty is available in every state.
• A bid-based workflow may require different rate controls than a fixed-rate marketplace.
• The facility app and professional app have separate ratings and user experiences.
• Each shift normally waits on a scheduler accepting one professional’s bid, though Instant Accept and direct offers to favorites can remove that step for professionals the facility has pre-screened.

What facilities should consider

ShiftKey combines a marketplace of independent professionals with tools for repeat scheduling and workforce oversight. It says accepted rates are set without hidden fees or surge pricing, credentials are visible in the platform, and facilities can favorite professionals or send shifts to people they have worked with before. An OnShift integration may also matter to post-acute operators.

Before choosing ShiftKey:

• Verify professional depth by role, setting, and commuting radius.
• Confirm overtime, cancellation, payment, and optional service terms.
• Decide whether the bidding workflow fits your rate controls.
• Choose it for repeat-worker tools and scheduling integration; consider another option if you prefer W-2 professionals.

Rating

The ShiftKey professional app is rated 4.7 out of 5 in the U.S. Apple App Store. Its separate facility app should be evaluated independently.

Takeaway: ShiftKey is best suited to facilities comfortable using a marketplace of independent professionals and a bid-based rate workflow.

4. Medely: best for longer local and travel assignments

Who it’s for

Medely serves facilities that want one source for per diem shifts, local assignments, and travel assignments. Its network includes nurses and allied health professionals, giving it a broader assignment mix than a per diem-only app.

Pros

• Supports per diem, local, and travel assignments.
• Covers both nursing and allied health professionals.
• Professionals can manage credentials, alerts, bookings, and earnings in the app.
• Medely says more than 7,000 facilities post positions on its platform and more than one million shifts have been booked since 2016.

Cons

• Professionals must be screened and accepted before they can use the platform.
• The fit may vary by specialty and local shift supply.
• Facilities should confirm whether the booking, cancellation, and support workflow matches their internal process.
• Longer assignments are not booked on the spot: facilities review applicants and may interview them before selecting, unlike per diem shifts, which professionals book themselves.

What facilities should consider

Medely stands out for covering several assignment lengths rather than only individual per diem shifts. That breadth can reduce the number of vendors a facility uses, but buyers should verify whether the platform has enough local professionals in each required specialty.

Before choosing Medely:

• Confirm local depth for specialized units and allied-health roles.
• Compare rates and ask about overtime, cancellations, assignment changes, and permanent-hire conversion terms.
• Check how quickly professionals can complete facility-specific onboarding.
• Test the workflow for timecards, compliance documents, and support escalations.
• Choose it for a mix of per diem and longer assignments; consider a simpler platform if you only need occasional local nursing shifts.

Rating

The Medely app is rated 4.9 out of 5 in the U.S. Apple App Store.

Takeaway: Medely is a strong option when a facility needs both individual per diem shifts and longer local or travel assignments.

5. IntelyCare: best for a W-2 nursing workforce

Who it’s for

IntelyCare focuses on nursing coverage in long-term care, assisted living, skilled nursing, rehabilitation, hospice, and other post-acute settings. Its distinguishing feature is that nursing professionals work as W-2 employees rather than independent contractors.

Pros

• Supports per diem work, PRN shifts, and block booking.
• Covers RNs, LPNs, licensed vocational nurses (LVNs), CNAs, and state-specific nursing assistant titles.
• W-2 professionals may qualify for benefits, workers’ compensation coverage, and employer payroll-tax contributions.
• Professionals can choose weekly direct deposit or an eligible early-pay option.

Cons

• Its role and setting mix is more concentrated than platforms covering a broad range of allied specialties and hospitals.
• The W-2 model is structurally different from an independent marketplace, so facilities should compare total service and cost rather than hourly rates alone.
• Onboarding and credential approval may affect how quickly a new professional can begin booking.

What facilities should consider

IntelyCare’s W-2 model is the central purchasing distinction. Facilities should compare the complete service, worker protections, and administrative responsibilities with independent-professional marketplaces rather than judging the options on hourly figures alone.

Before choosing IntelyCare:

• Ask for active W-2 professional counts by role and distance from each facility.
• Request recent fill, late-cancellation, and no-show rates for comparable shifts.
• Confirm the complete bill rate, block-booking controls, onboarding time, timekeeping, and replacement process.
• Check whether the available roles and settings match every location in your organization.
• Choose it for a W-2 post-acute nursing workforce; consider another option for broad allied-health or travel staffing.

Rating

The IntelyCare worker app is rated 4.2 out of 5 in the U.S. Apple App Store.

Takeaway: IntelyCare is the clearest fit in this list for post-acute facilities that prefer access to a W-2 flexible nursing workforce.

6. KARE: best for senior living and skilled nursing

Who it’s for

KARE is designed around senior care communities and nursing homes. Its worker app connects caregivers and nurses with per-shift openings at assisted living and skilled nursing facilities.

Pros

• Clear focus on senior living and skilled nursing settings.
• Professionals can choose per-shift work through the KARE Heroes app.
• The focused network may be useful for operators seeking professionals familiar with post-acute and senior care environments.
• Facilities use a separate KARE Communities app to access local professionals and fill open shifts.

Cons

• The setting focus is narrower than platforms serving hospitals, dental practices, and a wider allied-health mix.
• Coverage and professional availability can vary by market.
• Facilities should review attendance, cancellation, and support policies before using the service for critical gaps.
• Shifts do not fill automatically: a worker applies, the community approves that individual, and the worker then confirms, so a shift can stall at either step.

What facilities should consider

KARE’s specialization is both its advantage and its limit. A network focused on senior care may offer a better setting match for assisted living and skilled nursing, but it is less useful to organizations that also need hospital, dental, or broad allied-health coverage.

Before choosing KARE:

• Confirm local supply for every role, shift, and facility location.
• Ask for total bill rates, overtime rules, cancellation charges, and service fees.
• Review credential checks, facility-specific requirements, timekeeping, and expiration monitoring.
• Test no-show escalation, replacement attempts, and after-hours support.
• Choose it for a specialized senior-care pool; consider another option if you need broad cross-setting coverage.

Rating

The KARE Heroes app is rated 4.3 out of 5 in the U.S. Apple App Store.

Takeaway: KARE belongs on the shortlist for senior living and skilled nursing operators, but it is less suitable for facilities seeking broad cross-setting coverage.

7. Aya Healthcare: best for enterprise and travel staffing

Who it’s for

Aya Healthcare is a national healthcare staffing agency rather than only a shift marketplace. It supports travel nursing, allied health, per diem work, permanent hiring, and broader workforce services, making it the most expansive option in this comparison.

Pros

• Broad service mix covering travel, per diem, permanent hiring, and workforce solutions.
• National scale can suit health systems with needs across multiple locations and assignment types.
• The Shifts app lets credentialed professionals browse and book per diem openings.
• Enterprise services extend beyond filling individual open shifts.

Cons

• Its agency model is not directly comparable with marketplace platforms that connect facilities and independent professionals.
• The broader service structure may be more than a single facility needs for occasional local gaps.
• Professionals must sign up and complete credentialing before using the Shifts app.
• Assignments run through candidate submission and client review, usually including a pre-assignment phone interview, so filling one takes longer than booking a per diem shift in the app.

What facilities should consider

Aya should be evaluated as a broad staffing and workforce partner rather than only as a per diem app. Its range may suit large or multi-location organizations, while a single facility with occasional local gaps may not need the additional service complexity.

Before choosing Aya:

• Request local candidate depth, submission speed, fill rates, and cancellation data by specialty.
• Compare bill-rate components, contract lengths, cancellation terms, conversion fees, and any managed-service fees.
• Define which party owns onboarding, compliance, offboarding, and operational escalation.
• Determine whether the organization needs travel, permanent hiring, or enterprise workforce services in addition to per diem coverage.
• Choose it for multi-location or enterprise staffing needs; consider a lighter marketplace for occasional local shifts.

Rating

The Shifts by Aya Healthcare app is rated 4.9 out of 5 in the U.S. Apple App Store.

Takeaway: Aya is the best fit here for larger organizations seeking travel and enterprise workforce support alongside per diem coverage.

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Staffing gaps tend to cluster around events beyond your control like flu waves and holidays. The platform worth choosing is the one that still covers shifts in those weeks, in your area, for the roles you find hardest to fill. National headcounts and app ratings say little about that, so ask each provider for local numbers and run a small pilot on your toughest shifts first. And keep investing in your own team, because a flexible bench works best alongside a stable core staff.

Samay Jhunjhunwalla

Head of Operations, Clipboard

How to choose among the top healthcare staffing companies in the USA

A high app rating or large national footprint does not guarantee coverage for a specific facility. Before choosing a platform, ask each provider for evidence tied to your market and workflow:

1. Check local depth. Ask how many active, fully credentialed professionals are available within a practical travel radius for each required role. National reach can conceal meaningful local shortages. The Health Resources and Services Administration projects a larger 2038 registered nurse shortage in nonmetropolitan areas than in metropolitan areas, reinforcing the need to assess supply around each facility rather than rely on a platform’s national totals.
2. Review coverage and continuity data. Request recent fill rates, time to fill, late cancellation rates, no-show rates, and repeat-worker rates for comparable facilities in your area. This matters particularly in senior care: LeadingAge President and CEO Katie Smith Sloan says aging services require “continuity, consistency, and trust” between direct-care workers and the people they support.
3. Confirm the employment model. Determine whether professionals are independent contractors, W-2 employees, or agency staff and what responsibilities the facility retains. The Department of Labor explains that a temporary staffing arrangement can create joint employment under the Family and Medical Leave Act, with responsibilities divided between primary and secondary employers according to the facts. Buyers should establish who hires, pays, provides benefits, supervises the work, keeps required records, and handles employment-law obligations.
4. Inspect credential controls. Verify license checks, background screening, exclusion checks, health documents, facility-specific requirements, and expiration alerts. Ask whether an independent body evaluates the provider and whether it reports standardized performance measures. The Joint Commission’s Health Care Staffing Services certification offers this type of review for qualifying temporary staffing firms, although not every marketplace or service model is eligible.
5. Model the full cost. Compare the bill rate plus cancellation charges, overtime rules, minimums, implementation fees, and managed-service costs. Cost differences can become substantial when supplemental labor use expands. In a review of six hospitals, the U.S. Government Accountability Office found that average hourly costs rose by 53% to 266% for supplemental registered nurses between 2019 and 2022, compared with 14% to 45% for directly employed RNs. Those pandemic-era findings are not a current price benchmark, but they illustrate why facilities should model volume and duration rather than compare one quoted rate.
6. Test the workflow. Run a limited pilot across common and hard-to-fill shifts before expanding the relationship.

The largest healthcare staffing companies may offer national reach and more service lines, while a focused marketplace may provide a simpler workflow in a strong local market. The right measure is dependable coverage for the roles, shifts, and settings your facility actually needs.

Frequently asked questions about healthcare staffing platforms

Choose a platform based on local coverage

Start with the service model that matches the need, then validate the professional network in the facility’s market. Facilities seeking flexible shift coverage can explore Clipboard and compare its local role availability, credentialing workflow, pricing, and service terms against the other shortlisted platforms before running a pilot.