Recruiter at Northwestern Medicine is dangling a sign-on bonus (somewhere in the $10K range) for ED. Heard mixed things about whether they actually pay these on time vs spread it over 2-3 years with conditions. If you've signed and either gotten paid out (or watched a coworker), what was the actual cadence? Lump sum at 90 days? Annual installments? Tied to specific shifts worked?
Interviewed for a cath lab position at Hartford HealthCare and asked about float policy. Got the standard "only when needed" answer. For anyone there: how often is "needed"? Is it once a month, every shift, etc? And do they float you within the same service line or send psych nurses to psych? Coming from a system that floated heavily and burned out hard; trying to vet this before signing.
Got an offer from CHRISTUS Health new grad and weighing it against staying put. For people who made a similar jump: what surprised you about working there? Charting system (Epic vs other), ratios on your specific unit, management quality, how PTO/scheduling actually works in practice. The big one: do they actually enforce ratios or is the staffing matrix a suggestion?
Looking at jobs and noticed Northwestern Medicine advertises tuition assistance. The marketing is vague ("up to" some dollar number). If you're currently using it for an BSN or anything similar — what did the actual reimbursement / loan-repayment look like? Annual cap? Any service commitment after? Trying to figure out if it's actually a meaningful benefit or just a recruiting line.
Interviewed for a ED position at Billings Clinic and asked about float policy. Got the standard "only when needed" answer. For anyone there: how often is "needed"? Is it once a month, every shift, etc? And do they float you within the same service line or send PACU nurses to L&D? Coming from a system that floated heavily and burned out hard; trying to vet this before signing.
Interviewed for a ICU position at Bon Secours Mercy and asked about float policy. Got the standard "only when needed" answer. For anyone there: how often is "needed"? Is it once a month, every shift, etc? And do they float you within the same service line or send cath lab nurses to L&D? Coming from a system that floated heavily and burned out hard; trying to vet this before signing.
Just signed an offer with CommonSpirit Health for a ICU role and starting soon. What does new-grad orientation actually look like? Length, structure, preceptor pairing, how much classroom vs floor time? Heard the formal residency program is solid but want to hear from people who've been through it recently. Any units to specifically request (or avoid) as a brand new RN?
Interviewed for a OR position at AdventHealth and asked about float policy. Got the standard "only when needed" answer. For anyone there: how often is "needed"? Is it once a month, every shift, etc? And do they float you within the same service line or send med-surg nurses to OR? Coming from a system that floated heavily and burned out hard; trying to vet this before signing.
Looking at jobs and noticed AdventHealth advertises tuition assistance. The marketing is vague ("up to" some dollar number). If you're currently using it for an MSN or anything similar — what did the actual reimbursement / loan-repayment look like? Annual cap? Any service commitment after? Trying to figure out if it's actually a meaningful benefit or just a recruiting line.
Looking at jobs and noticed Billings Clinic advertises tuition assistance. The marketing is vague ("up to" some dollar number). If you're currently using it for an BSN or anything similar — what did the actual reimbursement / loan-repayment look like? Annual cap? Any service commitment after? Trying to figure out if it's actually a meaningful benefit or just a recruiting line.
Looking at a telemetry role at Baptist Health (FL) and trying to figure out how much night shift adds. Recruiter quoted me a base but was vague on the differential. Anyone working 11p-7a able to share what your check actually looks like vs day shift? Also curious if weekend nights stack on top of the standard diff. Trying to decide if it's worth the schedule hit.
Bon Secours Mercy reached out about their in-house travel program rather than going through a traditional agency. On paper the rate looks competitive ($60-70/hr) but no travel stipend obviously. For anyone who's done it: how does the assignment process work? Can you choose facilities? Length of contracts? Is it actually flexible or just staff RN with extra steps?
Community Health Systems reached out about their system-wide PRN program rather than going through a traditional agency. On paper the rate looks competitive ($55-65/hr) but no travel stipend obviously. For anyone who's done it: how does the assignment process work? Can you choose facilities? Length of contracts? Is it actually flexible or just staff RN with extra steps?
Got an offer from AdventHealth with 2 years experience and weighing it against staying put. For people who made a similar jump: what surprised you about working there? Charting system (Epic vs other), ratios on your specific unit, management quality, how PTO/scheduling actually works in practice. The big one: do they actually enforce ratios or is the staffing matrix a suggestion?
Billings Clinic reached out about their internal float pool program rather than going through a traditional agency. On paper the rate looks competitive ($60-70/hr) but no travel stipend obviously. For anyone who's done it: how does the assignment process work? Can you choose facilities? Length of contracts? Is it actually flexible or just staff RN with extra steps?
Recruiter at CHRISTUS Health is dangling a sign-on bonus (somewhere in the $10K range) for PACU. Heard mixed things about whether they actually pay these on time vs spread it over 2-3 years with conditions. If you've signed and either gotten paid out (or watched a coworker), what was the actual cadence? Lump sum at 90 days? Annual installments? Tied to specific shifts worked?
Looking at a telemetry role at Billings Clinic and trying to figure out how much night shift adds. Recruiter quoted me a base but was vague on the differential. Anyone working rotating nights able to share what your check actually looks like vs day shift? Also curious if weekend nights stack on top of the standard diff. Trying to decide if it's worth the schedule hit.
Interviewed for a telemetry position at Northwestern Medicine and asked about float policy. Got the standard "only when needed" answer. For anyone there: how often is "needed"? Is it once a month, every shift, etc? And do they float you within the same service line or send cath lab nurses to telemetry? Coming from a system that floated heavily and burned out hard; trying to vet this before signing.
Looking at jobs and noticed Baptist Health (FL) advertises tuition assistance. The marketing is vague ("up to" some dollar number). If you're currently using it for an MSN or anything similar — what did the actual reimbursement / loan-repayment look like? Annual cap? Any service commitment after? Trying to figure out if it's actually a meaningful benefit or just a recruiting line.
Recruiter at AdventHealth is dangling a sign-on bonus (somewhere in the $5K range) for ortho. Heard mixed things about whether they actually pay these on time vs spread it over 2-3 years with conditions. If you've signed and either gotten paid out (or watched a coworker), what was the actual cadence? Lump sum at 90 days? Annual installments? Tied to specific shifts worked?