Own your workforce. Without the agency.
Post your open shifts at the rate you set. The clinicians who work out come back to your building — and you can hire them permanently, any time, at no cost. SHIFTit adds a flat 9% platform fee. No markup, no travel costs, no buyout fees.
CNA, LPN and RN — including the NOC and weekend shifts that are hardest to fill.
What would you save vs an agency?
Your numbers, not ours. Change any field.
Estimate only. You set the rate and the clinician receives all of it; SHIFTit adds a flat 9% platform fee — no markup, no travel costs, no buyout fees.
SHIFTit is a Preferred Provider of the California Association of Health Facilities (CAHF).
The federal floor is gone. The measures are not.
CMS repealed the federal minimum staffing standards for long-term care — the 24/7 RN requirement and the hours-per-resident-day minimums — effective February 2, 2026.
What did not change: the requirement for a registered nurse eight consecutive hours a day, seven days a week; the “sufficient staffing” standard your surveyor cites; Payroll-Based Journal reporting, which requires agency and contract hours to be reported alongside your own; and the Five-Star staffing rating.
State standards were untouched as well. Most states set their own minimum, they vary widely from one jurisdiction to the next, and in the states that have one it is now the binding number. Whatever yours is, the shifts still have to be covered.
The Five-Star staffing domain, in points
| Measure | Points |
|---|---|
| RN hours per resident day | 100 |
| Total nursing hours per resident day | 100 |
| Total nursing weekend hours per resident daycontinuity | 50 |
| RN turnovercontinuity | 50 |
| Total nursing turnovercontinuity | 50 |
| Administrator turnover | 30 |
| Total | 380 |
150 of those points — weekend coverage and nurse turnover — reward the same thing: the same clinicians coming back to the same building.
The turnover measure only counts a clinician once they have worked 120 hours in their first 90 days. A building running heavy short-term agency coverage can look steady in the data while the faces at the bedside change every week. Residents notice. So do the nurses you are trying to keep.
The Hiring Pool You Signed Away
Staffing agreements commonly bar a facility from hiring a clinician directly — sometimes for years after the agreement itself ends, and sometimes even after the clinician has left the agency. In post-acute care, where the same CNAs and LPNs circulate through the same buildings for years, that quietly removes your best candidates from your own hiring pool: the people who already know your residents, your building and your routines.
The SHIFTit platform has no conversion fees, buyout fees, transfer fees, or non-solicitation restrictions.
Hire anyone, any time. No fee, no waiting period, no permission needed.
How SHIFTit works in a skilled nursing building
Four steps, and the fourth is the one that compounds.
Post
Define the shift, the unit, the license and the rate. You set the rate — there is no negotiation and no markup on top of it.
Match
Qualified SHIFTerz see the shift and accept the ones that fit. You keep control of who is approved to work in your building.
Validate
Credentials are validated and your facility-specific policies and requirements are e-signed before the shift — not after.
Rehire
Bring back the clinicians who worked out, shift after shift. Hire them permanently whenever you want, at no cost.
SHIFTit vs a traditional staffing agency
| Category | Traditional agency | SHIFTit |
|---|---|---|
| Who sets the rate | The agency quotes a bill rate | You post the rate you want to pay |
| What sits on top | Markup, travel and per-diem costs | A flat 9% platform fee |
| Hiring the clinician permanently | Commonly restricted, or a buyout fee | Any time, no fee, no waiting period |
| Continuity | Whoever is available that day | The same people, back in your building |
| Commitment | Term agreement | Pay as you go, no long-term contract |
Your building is a clinical site
Nursing and allied-health programs need clinical placements, and post-acute care is where a great deal of foundational nursing is actually learned. Hosting a rotation is a multi-week working interview that costs you no recruiting spend — and a student who fits can be hired directly, with no fee, the same as any SHIFTerz.
It is also a retention tool for the nurses you already have. Precepting counts toward clinical ladder advancement and continuing education, and gives experienced staff a reason to stay engaged.
Frequently Asked Questions
How does SHIFTit help skilled nursing facilities adapt to fluctuating workforce needs?
How does SHIFTit help maintain optimal workforce levels in skilled nursing facilities?
What types of SHIFTerz can we find through SHIFTit for our skilled nursing facility?
How does SHIFTit ensure the quality and reliability of SHIFTerz?
How does billing work with SHIFTit, and are there any long-term contracts?
Are there any transfer or buyout fees?
What kind of support does SHIFTit offer to skilled nursing facilities?