Healthcare staffing is complex. Your labor stack shouldn't be.

Centralized credential profiles eliminate scattered tracking and missed expirations. All documentation lives in one searchable location with configurable alerts at facility-defined parameters — 45, 30, or 15 days before expiration. A hierarchical rules engine lets you set requirements globally, then layer in facility- or specialty-specific standards, updating your entire network at once. Every approval is timestamped and tied to a specific assignment, so LaborStack generates comprehensive audit documentation instantly. Checklists align with regulatory standards including The Joint Commission and CMS surveys.

AI candidate match scoring screens hundreds of submissions simultaneously using consistent criteria across all agency suppliers, surfacing qualified matches based on credentials, experience, and role-specific competencies. A key differentiator is transparency: MSP, facility administrators, and agency suppliers see the same match scores through their dashboards. When agencies understand how candidates are evaluated, they submit better-qualified profiles rather than high volumes of mismatched ones — reducing back-and-forth and improving overall submission quality.

Integrated PRN and on-call scheduling provides live availability across all units, prioritizing your internal float pool before escalating open shifts to external agencies — reducing premium spend on positions internal resources could fill. Automated rule engines track hours worked in real time, flagging overtime thresholds before they are crossed so managers can redistribute shifts proactively. Equitable shift distribution also matters beyond cost: balanced scheduling prevents dangerous fatigue and ensures adequate staffing levels across all shifts.

Vendor neutrality ensures every supplier competes under the same facility-defined rules. LaborStack actively routes open roles to the appropriate performance-based suppliers — no hidden prioritization or vendor lock-in. Open competition drives rates down through market forces and attracts a broader candidate pool. Performance scorecards provide neutral scoring on fill rates, credential compliance, and candidate quality, giving you reliable data on which vendors consistently deliver within budget and on time.

Yes. API connectivity uses secure authentication and encrypted transfers to sync with your existing HRIS, ATS, scheduling, and payroll systems. Hours completed in your scheduling system flow directly into the workforce platform with correct rates already applied, eliminating duplicate data entry. For more complex integrations, LaborStack leverages open APIs and co-development partnerships to build the right solution for your environment without requiring you to change how you operate.