6 Surveys

Relocation Survey

4 Month Survey

Onboarding Survey

Common sentiments as usual, driving, SSN, relocation length, financial readiness.

Overall great feedback!

Common sentiments focusing on the strong foundation, clarity, love the videos, supportive and well structured.

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6 Surveys

"Survey responses: where silence means happiness, and paragraphs mean pain."

Year Two Survey

Contract Completion

Year One Survey

"I just wanna enjoy my day off without doing work-related assignments"

Gratitude.

Really great scores for year one and comments were about increasing pay.

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New Ideas for Improvement

• Mini "Interstaff Spotlight" videos.
• Feature Interstaff nurses who are near the end of their contract.
• Some still recalled pain points upon arrival.
• Can we improve driving experience by pairing them with a nurse in their city to help teach them? Or provide ideas prior to relocation of where spouses can work? Can we train them on hospital skills prior to relocation? Maybe virtual IPTI will solve this?
• Comprehensive contract transparency.
• Add a laymens terms contract presentation when they arrive. This many hours, this is your overtime opportunity (or not), this is your floating probability (or not), this is any bonus that will be paid to you, etc. And then ensure we follow through #bestservice
• Interstaff Connect Days.
• Core staff has greater presence in the hospital, with leadership and nurses, etc. This demonstrates that we support our nurses and their success.

New Ideas for Improvement

• None really.
• Five filled out- Great score!
• Alice wants to take her child back to Kenya (she is actively working with our team on this)
• Mohammad would like support in his wife finding employemnt.
• All 5 nurses in CPs!

• Yajaira's hospital was hacked! How is that for #adaptability!?!?

New Ideas for Improvement

• Nurses are shifting from survival to growth and skill development.
• Because it is less common for us to be the in between for the nurse, with the facility, it is important we ask them what they want us to do to support them.
• Offer professional development opportunities.
• These should include classes or trainings by nurses, either support them externally or provide them internally. Can Clinical Staff visit them in their facility?
• Change tone of communication from "helping you adjust" to "helping you grow".

• Acknowledge the USRN they have become.

New Ideas for Improvement

• Medical insurance information.
• Side by side comparison of different insurance options so they can make the best choice. Have the advisor join the call with you.

• Expand videos.
• The nurses loved the addition of videos, are there opportunities to add more?
• Follow up 30 days later to see if they've retained information or what they still have questions about.
• Does it make sense to follow up 30 days later to see if there is anything they're still confused about or any ideas for improvement?

New Ideas for Improvement

• More robust Driving Thinkific course.
• Ensure the course answers basic questions, send it to the nurses more often.

• Housing specialist role.
• Welcome Kate!
• Provide regional cost of living brief so nurses understanding housing reality.
• Can we put a cost sheet in the city community and link to it? Something the ambassadors can own? This could even include city specific weather information, etc.

• "Welcome Week" itinerary.
• Can we print the itinerary and include it in their folder.
• Virtual face to face prior to arrival just to say hi.
• Digital Onboarding checklist.
• Can we create a chapter in a Thinkific course about apps in the US and utilizing tech?

Got an idea?

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New Ideas for Improvement

• Budgeting course after theyve been paid.
• After nurses have been paid a few weeks, revisiting budgeting might be a good idea. Even better if this is lead by a peer! Real life budget hacks from an Interstaff nurse!
• Extra shifts.
• Similar to the teams comments- can we identify what hospitals will float and offer extra shifts and share this preemptively? For those that won't can we offer other employment/relationships?
• Peer check ins focusing on rest and health.

• Is there an opportunity to provide "health and rest" related check ins to check in on burn out? Maybe even part of an existing call from clinical? Nurse to nurse?
• Communicate that we acknowledge the struggle. Maybe even an Interstaff nurse doing this.
• “We understand that the first year in the U.S. can feel financially tight — not only because of pay but because everything is new: housing, transport, and hours. While base pay is set by our partner hospitals, we’re working to make your first year lighter through better scheduling transparency, family support, and money-saving resources.”

"Interstaff always communicated with me during my tenure with the company. I was reminded if I had to submit needed paperwork. I received gifts and cards during Christmas for the last 3 years and this made me really happy and it made me felt belong not only an employee of a company but I felt Interstaff has been a family for me away from home. For these, my family and I are truly grateful."

Be Present, Visible, and Proactive — Not Just Available

Nurses deeply value relationship and advocacy. The difference between “I feel supported” and “I feel alone” is often a single live conversation or visible presence during key transitions.

• Q Check-ins.
• Nurse visits, dinners, parties and relocation.
• Fast-response communication.

Strengthen Readiness and Career Growth — Beyond the First Assignment

Once nurses settle, they crave progress, not just stability. Confidence early and growth later are both essential to retention. A flat three-year contract feels stagnant if there’s no visible development path.

• Early mobility support.
• Pre-relocation coaching and skill building.
• Provide growth and PD opportunities.

Ease Financial and Life Stress — Without Raising Pay

Compensation concerns often mask life stability issues — inconsistent hours, lack of spouse income, and confusion about what bonuses or floating rules mean. Transparency and resourcefulness can offset frustration even without changing base pay.

• Educate nurses on pay, floating, OT, taxes, etc.
• Provide frequent financial foundation resources.
• Advocate for nurse hours, OT and bonuses.