SAVINGS CALCULATOR
What does the middleman actually cost you?
Put in your own numbers. Every assumption below is yours to change, and nothing here is a quote.
Your estimate
92% estimated reduction in hiring overhead
Money not spent on agency markups can instead support clinician compensation, staffing capacity and patient care.
Start Direct HiringHiring overhead is money spent above the clinician’s own compensation. This is not a reduction in total spend.
What the Provider Matching fee includes
Network and platform services. Each line says what it does today, not what it is intended to do.
- Direct employer-to-clinician connectionAvailable
- Job posting and applicant managementAvailable
- Direct messagingAvailable
- Interview schedulingAvailable
- Clinician-controlled Compliance WalletAvailable
- Résumé and selected credential sharingAvailable
- Available state-license source checksAvailableWhere a source is available for the state and role.
- HHS-OIG LEIE searchAvailable
- Available state exclusion-list searchesAvailableCoverage varies by state.
- SAM.gov exclusion searchNot enabled yetAvailable when the approved connector is enabled.
- Individual source and date reportingAvailable
- In-app credential-expiration tracking and Compliance RemindersAvailable
Provider Matching reports each item separately with its source and date. There is no combined clearance result and no overall verified-applicant determination.
Optional onboarding services at transparent pass-through cost
Select only the services your organization requires. Third-party screening, laboratory, occupational-health and certification services are priced separately at their disclosed cost.
These are services Provider Matching intends to coordinate. None of them can be ordered through the platform today, and each is marked with what it actually is.
Background and identity
- County criminal-history searchesPlanned
- National criminal-database searchPlanned
- Federal criminal searchPlanned
- National Sex Offender Registry searchPlanned
- Government-issued identification reviewPlanned
Employment and professional
- Employment-reference checksPlanned
- Education verificationPlanned
- Additional primary-source credential verificationPlanned
Drug and occupational health
- Nine-panel or ten-panel drug screenPlanned
- Occupational-health physicalPlanned
- TB/PPD or QuantiFERON testingPlanned
- TitersPlanned
- Vaccination or immunization servicesPlanned
- Immunization-record reviewPlanned
Clinical certifications
- BLS/ACLS documentation reviewPlanned
- BLS/ACLS course or renewal when separately offeredPlanned
Other
- Motor-vehicle report when role-relevantPlanned
- Evidence of workers' compensation coverage when applicablePlanned
Pre-application screening
What a clinician provides before applying: their profile, résumé, license information and the exclusion-source checks Provider Matching can run today.
Post-offer onboarding
Everything above belongs here, after an offer. Medical information, titers, physicals, vaccinations and drug screens are never ordinary pre-application profile requirements.
How this is calculated
For a permanent hire, the traditional cost is the placement percentage you entered applied to the first-year salary you entered. The clinician’s salary is not part of the comparison, because it is paid either way.
For a temporary or flexible engagement, the clinician’s gross compensation is your hourly rate multiplied by weekly hours and by the number of weeks. The traditional cost is the markup percentage you entered applied to that total, and the Provider Matching fee is 7.5% of it.
Savings are the difference between the traditional fee and the approved Provider Matching operational fee. The percentage shown is the reduction in hiring overhead — money spent above the clinician’s own compensation — not a reduction in total spend.
The two percentages start at 20% and 75%. They are editable illustrative starting points, chosen to be adjusted, and are not presented as averages, typical rates or an industry standard.
“Approved gross clinician compensation” means the clinician compensation rate multiplied by the employer-approved compensable hours. Provider Matching does not process payroll and is not the employer or employer of record. The healthcare organization remains responsible for worker classification, wages, payroll taxes, workers’ compensation and all employment obligations.
These estimates are illustrative and depend on compensation, duration, agency pricing and the Provider Matching service selected. They are not a quote, guarantee or promise regarding how an employer will use any savings.