01
Filter
License, career stage, role family, location, and dealbreakers keep impossible roles from posing as matches.
Prepared for St Vincent Rehabilitation & Nursing Cent
Hospitals meet nurses too late. We don’t.
We help nurses pass the exam, understand their options, and choose a place where they can thrive—then we help the right hospital show up at the right moment.
Free to start. On our featured tiers you pay nothing until a nurse we sent you is hired.
118,600
recent My Mastery users
June 19–July 19, 2026
28,007
nurse profiles
as of July 22, 2026
19,274
open to recruiting
as of July 22, 2026
75,749
recorded preference signals
across 18,879 profiles
The bigger picture
Others find candidates. We grow relationships.
Most recruiting starts after someone clicks “apply.” Ours can begin years earlier, when a future nurse first asks us for help.
They meet us before the license
Nurses find us studying for the NCLEX — months before any job board sees them. That's the moment their first-employer decision starts forming.
Communication: Daily study sessions in our apps
Small asks build a stated profile
Specialty, setting, shift, city, what actually matters to them — asked one small question at a time, answered on purpose. Stated, not scraped.
Communication: In-app micro-asks
A yes becomes a clear follow-up request
When a student says they're open to opportunities, we record that signal without pretending it is an application. It gives our team a specific reason to follow up.
Communication: Interest recorded; follow-up requested
Jobs that explain themselves
Real workplace photos, honest pay, the employer and the city clearly labeled. Your page is the one nurses actually read before deciding.
Communication: The job board and your employer page
One short application, on our page
Under five minutes, no account-creation maze. Interest and applications are never blurred — nurses always know exactly where they stand.
Communication: Application status updates to the nurse
Handoff with context
When a handoff is confirmed, it can carry the nurse's stated preferences — what they want, not just where they clicked. We never tell a nurse it was sent before that happens.
Communication: Tracked handoff status
Your response sets the standard
Most healthcare candidates expect a response within 72 hours. Featured partners agree to meet that standard, while the nurse sees only the status we can prove.
Communication: Response standard: within 72 hours
The hire — and the loop
A nurse who starts is the conversion everything above serves. Then the story compounds: their story recruits the next cohort.
Communication: Nurse stories, the Briefing, the next class
How the matching gets smarter
Every useful interaction sharpens the next introduction.
We begin with what the nurse tells us, add what their choices reveal, and compare it with what the role and workplace can actually support. Unknown stays unknown.
02
Rank
Specialty, shift, pay clarity, new-grad support, workplace quality, freshness, and stated preferences order the shortlist.
03
Explain
Every recommendation can show why it fits, what is missing, the tradeoffs, and the best next action.
7 signals
Can they pursue the role?
Eligibility and timing keep impossible jobs out of the first page.
7 signals
Can they pursue the role?
Eligibility and timing keep impossible jobs out of the first page.
License state
Nurse-stated
Checks whether the nurse can work in the job's state.
Compact license
Nurse-stated
Expands the map when a multistate license applies.
Graduation timing
Nurse-stated
Times residency and first-role recommendations.
NCLEX status
Nurse-stated
Separates roles to explore now from roles to apply to now.
Career stage
Nurse-stated
Prevents senior requirements from crowding a new grad's shortlist.
Experience
Nurse-stated
Compares hands-on experience with the role's stated minimum.
Start timeline
Nurse-stated
Focuses application prompts on a realistic hiring window.
7 signals
Would they want the work?
Clinical and role fit turn a giant board into a credible shortlist.
7 signals
Would they want the work?
Clinical and role fit turn a giant board into a credible shortlist.
Specialty interests
Nurse-stated
Raises units the nurse chose and adds adjacent paths to explore.
Target roles
Nurse-stated
Matches RN, LPN, advanced-practice, leadership, and other role families.
Role level
Nurse-stated
Balances reachable roles with credible next-step opportunities.
Employment type
Nurse-stated
Prioritizes full-time, part-time, PRN, contract, or travel work.
Remote openness
Nurse-stated
Sets the mix of bedside, hybrid, telehealth, and nonclinical paths.
Academic setting interest
Nurse-stated
Explains when teaching, research, and complex-care settings fit.
Jobs viewed and saved
Observed
Learns which titles, units, and employers earn real attention.
8 signals
Would the job fit their life?
Schedule, place, and compensation make the ranking practical.
8 signals
Would the job fit their life?
Schedule, place, and compensation make the ranking practical.
Shift preference
Nurse-stated
Raises day, night, evening, or rotating roles that match.
Weekly hours
Nurse-stated
Keeps an attractive title from hiding an unworkable schedule.
Weekend tolerance
Nurse-stated
Treats a common schedule dealbreaker explicitly.
On-call tolerance
Nurse-stated
Separates otherwise similar roles when call is disclosed.
Commute radius
Nurse-stated
Lets nearby work beat a superficially similar distant job.
Relocation openness
Nurse-stated
Opens the map without pretending relocation is effortless.
Pay floor
Nurse-stated
Avoids top recommendations that cannot work financially.
Benefits priorities
Nurse-stated
Compares the whole package when salary alone is incomplete.
8 signals
Why this hospital?
Workplace evidence turns an employer name into a choice a nurse can picture.
8 signals
Why this hospital?
Workplace evidence turns an employer name into a choice a nurse can picture.
Facility scale
Nurse-stated
Matches preferences for close-knit teams or larger systems.
Team culture
Nurse-stated
Looks for sourced evidence of mentoring, pace, autonomy, and mission.
Orientation priority
Nurse-stated
Raises roles with stated residency, preceptor, or training support.
Staffing and support priority
Nurse-stated
Weights support details when the employer can substantiate them.
Employer priorities
Nurse-stated
Elevates the workplace qualities the nurse says matter most.
Preferred employers
Nurse-stated
Recognizes explicit interest without hiding alternatives.
Employer overview and images
Job / employer
Gives the match an honest story and a workplace the nurse can see.
Pay, benefits, training, and requirements
Job / employer
Supplies the facts used to compare and explain roles.
8 signals
What help should happen next?
Readiness and behavior decide the next useful action—not just the next ad.
8 signals
What help should happen next?
Readiness and behavior decide the next useful action—not just the next ad.
Application readiness
Nurse-stated
Chooses between explore, save, prepare, and apply prompts.
Interview readiness
Nurse-stated
Offers preparation when a strong match is moving forward.
Application pace
Nurse-stated
Supports a few deep applications or a broader search.
Recruiting intent
Observed
Separates warm, deferred, declined, and still-unknown interest.
Content interests
Observed
Keeps nurture useful between study, search, and application moments.
Sessions and last seen
Observed
Times follow-up to current engagement instead of stale assumptions.
Application and save counts
Observed
Shows momentum and prevents repeated, irrelevant prompts.
Source and campaign
Observed
Connects the nurse's path back to the story or role that earned attention.
These are the parts of the matching design, not a complete set of facts on every person. Current depth: 75,749 preference records across 18,879 profiles with at least one preference.
What it costs
You don’t pay us to try. You pay us when it works.
Building your employer page is part of the pitch, not an invoice—we do that work before you owe us anything. Reach packages are the one thing you buy outright, and they say plainly that they buy exposure, not a promised hire.
Reach
$5,000
Paid upfront. No guarantees — this buys real exposure, not a promised hire.
- Pick one: an audience campaign or a sponsored story
- Written and produced by our editorial team
- Clearly labeled sponsored — credibility survives
- A results recap: what ran, what nurses did with it
- Runs within 30 days of payment
Audience campaign
We put your openings and your story in front of our nurse audience — on the board, in the Briefing, and in a social post.
Talk to usSponsored “Day in the Life”
We research, write, and publish an honest day-in-the-life story about nursing at your hospital, labeled sponsored, built to be read.
Talk to us- We rebuild your employer page — research, editing, real images, the story you never get told
- Applied application science: salary shown, short apply, the details nurses actually weigh
- Featured placement in job search and the employer directory, visibly labeled
- No competing hospitals shown on your page
- Newsletter feature, a social post, and a nurse story
- Metrics reports: what nurses respond to on your page — and what we'd change
- Keeping the Featured badge means responding to candidate handoffs within 72 hours
- Billing starts when your first Nursing Mastery hire starts
- Everything in Featured Employer
- 1–2 professionally produced videos of your team and units
- Priority placement across the site and the Briefing
- Metro exclusivity — we feature one flagship per market
- Monthly reporting on nurse interest in your metro
- Invitation only — we take partners we believe we can fill
- Billing starts when your third Nursing Mastery hire starts
Sponsor a Student
Free app seats
You sponsor NCLEX prep for students without a job lined up. They study free; you get one 15-minute conversation.
Sponsor students- Your sponsorship covers full NCLEX Mastery access for a student cohort
- Each sponsored student agrees to one 15-minute conversation with your team
- You meet nurses months before they're on any job board
- Priced per cohort, pitch slots capped — nurse trust is the product
- Students always know who sponsored them and why
Why presentation wins hires
The reasons nurses skip a posting are measurable.
58.5%
of healthcare professionals won't apply to a posting that hides the salary
Recruitics Clinical Talent Survey, 2025 ↗3.5×
higher application completion rate under five minutes than at 15 minutes or more
Appcast apply-flow benchmark ↗+34%
higher application rate reported for job postings with recruitment video
CareerBuilder data reported by VideoMyJob ↗62%
of healthcare candidates expect an employer response within 72 hours
Recruitics Clinical Talent Survey, 2025 ↗How our teams work
One relationship. Clear ownership.
StageThe nurseNursing MasteryYour team
01
Earn attention
The nurse
Study help, useful content, and small preference questions.
Nursing Mastery
Build a stated profile without a giant form.
Your team
Give us the real reasons a nurse should choose your team.
02
Create the shortlist
The nurse
See roles that fit eligibility, specialty, schedule, pay, and life.
Nursing Mastery
Filter, rank, and explain the match using sourced job facts.
Your team
Confirm pay, requirements, training, benefits, and workplace proof.
03
Apply once
The nurse
Complete one short application on Nursing Mastery.
Nursing Mastery
Reuse known answers and ask only what the role still needs.
Your team
Agree on the minimum handoff packet and receiving workflow.
04
Handoff with context
The nurse
Know when an application is submitted and what happens next.
Nursing Mastery
Send a confirmed application—not a click—and preserve its status.
Your team
Own review, outreach, interview, offer, and disposition updates.
05
Learn and improve
The nurse
Get relevant follow-up through the first 90 days and beyond.
Nursing Mastery
Learn which stories, roles, and facts produce qualified action.
Your team
Share outcomes so the next cohort and next page perform better.
How we build a hospital’s story
01 · Listen
Start with the story nurses need to understand.
Usually that means the things a job title never carries: paid clinical experience, tuition support, an academic liaison, NCLEX preparation, and the path into nurse residency.
This replay explains the workflow we would run for your hospital. The examples are illustrative, not claims about any specific employer.
See it working
This is what a nurse sees, on the live site.
Not a mockup. Every employer page below is built from the same pipeline your page would use—real open roles, real workplace images, and the city around the job.
An employer page
Mayo Clinic Health System
152 open roles, the workplace, and the city—one page a nurse can actually decide from.
Open the page →Your candidate bench
Nurses open to offers
The reverse of a job board: nurses who turned on “open to offers” and match the roles you actually have. Anonymous until they accept an introduction.
See the bench →The directory
3,831 hospitals
Every workplace we have organized, with 7,092 live nursing roles behind them.
Browse hospitals →Questions hospitals ask first.
- What does it cost?
- Reach packages are $5,000, paid upfront, no guarantees. Featured Employer is $10,000 — billed when your first Nursing Mastery hire starts. Flagship Partner is $25,000/month — billed from your third hire. Student sponsorships are scoped per cohort.
- What if we never hire anyone?
- On Featured and Flagship, you pay nothing. That's the deal — we do the work up front because we believe presentation wins hires. Contingency recruiting fees are commonly set at 15–25% of a hire's first-year salary; our featured tiers start billing only after the agreed hire milestone.
- What counts as a hire?
- A nurse who applied through Nursing Mastery, accepted your offer, and started. We confirm each one with you before any billing starts.
- What do you need from us?
- About 30 minutes, honest answers, and any photos or video you already have. We do the legwork — research, writing, editing, image sourcing. Part of the product is helping you present yourself.
- How do we know it's working?
- You get metrics reports on what nurses respond to on your page — what's appealing, what isn't, and what we'd change next.
Start with one real need
Bring us one hard-to-fill role.
We’ll show you what nurses see today, what the story is missing, and how the handoff could work with your team. Building the page costs you nothing.
7,092
active nursing roles currently organized
9,907
with an application route
Audience snapshot: My Mastery, June 19–July 19, 2026. Recruiting data: ScraperVault readback, July 22, 2026.
See the hospital directory