From boards night to first shift.

License state

Checks whether the nurse can work in the job's state.

Compact license

Expands the map when a multistate license applies.

Graduation timing

Times residency and first-role recommendations.

NCLEX status

Separates roles to explore now from roles to apply to now.

Career stage

Prevents senior requirements from crowding a new grad's shortlist.

Experience

Compares hands-on experience with the role's stated minimum.

Start timeline

Focuses application prompts on a realistic hiring window.

Specialty interests

Raises units the nurse chose and adds adjacent paths to explore.

Target roles

Matches RN, LPN, advanced-practice, leadership, and other role families.

Role level

Balances reachable roles with credible next-step opportunities.

Employment type

Prioritizes full-time, part-time, PRN, contract, or travel work.

Remote openness

Sets the mix of bedside, hybrid, telehealth, and nonclinical paths.

Academic setting interest

Explains when teaching, research, and complex-care settings fit.

Jobs viewed and saved

Learns which titles, units, and employers earn real attention.

Shift preference

Raises day, night, evening, or rotating roles that match.

Weekly hours

Keeps an attractive title from hiding an unworkable schedule.

Weekend tolerance

Treats a common schedule dealbreaker explicitly.

On-call tolerance

Separates otherwise similar roles when call is disclosed.

Commute radius

Lets nearby work beat a superficially similar distant job.

Relocation openness

Opens the map without pretending relocation is effortless.

Pay floor

Avoids top recommendations that cannot work financially.

Benefits priorities

Compares the whole package when salary alone is incomplete.

Facility scale

Matches preferences for close-knit teams or larger systems.

Team culture

Looks for sourced evidence of mentoring, pace, autonomy, and mission.

Orientation priority

Raises roles with stated residency, preceptor, or training support.

Staffing and support priority

Weights support details when the employer can substantiate them.

Employer priorities

Elevates the workplace qualities the nurse says matter most.

Preferred employers

Recognizes explicit interest without hiding alternatives.

Employer overview and images

Gives the match an honest story and a workplace the nurse can see.

Pay, benefits, training, and requirements

Supplies the facts used to compare and explain roles.

Application readiness

Chooses between explore, save, prepare, and apply prompts.

Interview readiness

Offers preparation when a strong match is moving forward.

Application pace

Supports a few deep applications or a broader search.

Recruiting intent

Separates warm, deferred, declined, and still-unknown interest.

Content interests

Keeps nurture useful between study, search, and application moments.

Sessions and last seen

Times follow-up to current engagement instead of stale assumptions.

Application and save counts

Shows momentum and prevents repeated, irrelevant prompts.

Source and campaign

Connects the nurse's path back to the story or role that earned attention.