Healthcare hiring should connect the people doing the hiring with the people doing the work.

The problem with the traditional agency model

An agency sits between the organization that needs a clinician and the clinician who wants the work. It controls what each side knows about the other, and it is paid from the gap—with temporary staffing markups that can exceed 75%. That money comes out of the same budget that pays clinicians and staffs shifts. The organization rarely sees what the clinician was actually offered, and the clinician rarely sees who is really hiring.

None of that is necessary to make a match. It is necessary to protect a middleman’s position.

The Zero-Agency Pledge

Staffing firms and third-party recruiters are strictly prohibited. Provider Matching is reserved for healthcare organizations hiring clinicians for their own teams. Money not spent on agency markups can instead support clinician compensation, staffing capacity and patient care.

This is a rule rather than a sentence. Every organization attests, at the point it is created, that it is hiring for its own healthcare team and is not acting as a staffing agency, recruiting firm, candidate reseller or third-party intermediary. That attestation is recorded with a timestamp and the version of the policy accepted, and an organization cannot approve itself.

What direct hiring changes for clinicians

You hold your own profile, your own credentials and your own conversations. You choose which compliance records to share and with whom, you can withdraw that access, and you talk to the organization that is actually hiring you.

Provider Matching does not negotiate your compensation and takes nothing from it. Nobody is paid a percentage of what you earn.

What direct hiring changes for employers

You post your own openings and speak to applicants yourself. You see the wallet items each clinician chose to share, with the date and source of each check, and you make your own hiring, credentialing, privileging and classification decisions.

There is no large upfront placement fee tied to a salary, and no hourly markup sitting on top of a clinician’s rate.

Transparent compliance

Clinicians keep a compliance wallet: licenses, credentials and documents they control. Exclusion-source checks are reported separately, each with its own source and date, because a result from one source says nothing about another.

There is no combined score and no single badge. Provider Matching does not currently procure criminal background checks, drug screens or automated references. As those services become available, their scope and cost will be disclosed clearly—without hidden agency markups.

Transparent economics

Employers post and connect directly, then pay a clearly disclosed operational fee only when the applicable paid service is used. Any fee we show comes from published configuration rather than being written into a page, and where no fee has been published we say so instead of estimating one.

Applications are free for clinicians during the marketplace launch. See what the difference looks like for your own numbers →

How prohibited staffing-agency activity is reported and handled

Clinicians can report an organization from a job posting or from a conversation. A report records the reason, any explanation given, the context it came from, who filed it and when. Reports are visible to the person who filed them and to nobody else—including the organization being reported.

A report is a signal, not a verdict: filing one does not change an organization’s standing. Review is a human decision, and an organization found to be acting as a staffing agency can be marked prohibited or suspended, after which it cannot publish openings or reach new applicants.

Employer and clinician responsibilities

Healthcare employers remain responsible for final hiring, credentialing, privileging, classification and employment decisions. Clinicians are responsible for the accuracy of what they upload and share.