Answers for healthcare employers.

Three things most recruiters don’t have: our own curated nurse network, the Soko Nurse Network; a registered nurse reviewing every candidate before an introduction; and Soko Match, which captures every opening and every nurse on the same details (license, setting, units, shift, and location) and scores each request the moment it arrives. And we recruit only for direct hire: the nurses you hire join your own staff.

Soko Healthcare provides nurse recruitment and introductions. We learn about the position and hiring priorities, identify potential nursing candidates, and support communication around a possible match. Specific service arrangements are discussed directly.

A private, referral-built community of nurses that Soko Healthcare curates. When you share an opening, we look to the network first, then reach further if needed. Nurses join by referral from other members or by applying on this site.

Every opening and every nurse is captured on the same details: license, care setting, units, shift, schedule, and location. Each request is scored the moment it arrives, so urgent, well-defined roles are worked first, and nurses are matched on those details before a registered nurse reviews the fit.

Soko Healthcare was founded by a registered nurse, and every candidate is reviewed by a registered nurse before an introduction: units, patient loads, and fit with the role, not just a résumé.

No. Soko Healthcare provides direct-hire referral and introduction services only. Soko is not a nurse registry, staffing agency, home health agency, or employer of record, does not provide nursing or health care services, and does not assign, schedule, or supervise nurses. The facility hires the nurse directly as its own employee and handles payroll, licensure verification, credentialing, background checks, supervision, and every hiring decision.

Skilled nursing facilities, assisted living facilities, home health agencies, hospice providers, hospitals, specialty clinics, and other healthcare employers hiring nurses onto their own staff may inquire.

RNs, LPNs, and nurse leaders: directors of nursing and ADONs, unit and nurse managers, MDS coordinators, and wellness and resident care directors, in full-time or part-time direct-hire positions. Support depends on the opening and potential candidate alignment.

Yes. Long-term and post-acute care comes first at Soko, and hospitals hiring RNs onto their own staff get the same process: share the unit and the shift, we match nurses on license, unit experience, and schedule, and a registered nurse reviews each candidate before an introduction. Direct hire only: we do not staff shifts or travel contracts.

Yes. Director of nursing, assistant director of nursing, nurse manager, and other nurse leadership searches are discussed individually, starting with the role, the team, and what the facility needs from its next leader.

No. Soko Healthcare does not fill, schedule, or cover shifts, and does not send nurses on short notice. Soko recruits for full-time and part-time positions on the facility’s own payroll, where the facility hires the nurse directly. For shift, per diem, or temporary coverage, facilities typically use a staffing agency or a per-diem platform.

With agency or per diem staffing, the nurse stays on the agency’s payroll and you pay a markup on every hour worked, for as long as the gap lasts. With direct hire, the nurse joins your staff as your own employee, with no ongoing markup. Nationally, agency LPNs in nursing homes cost about $22 an hour more than employed LPNs and agency RNs about $25 more (U.S. Department of Health and Human Services, ASPE, January 2025), and rates in many local markets run well above those averages.

Yes. Summarize the positions in one inquiry and note their different requirements. There is no need to submit sensitive internal documents to begin.

Request nurses on the For Facilities page: six quick questions about the opening, then your contact details. Or book a call. We follow up to talk through the role, the setting, and the schedule.

Agencies and per diem apps cover tonight’s shift. Soko recruits for the position, so once you hire, the line comes off the agency invoice. Many facilities use both while they bring agency hours down: keep the coverage you need today, and request the direct hires that end the need.

Whoever owns the opening: the administrator, executive director, director of nursing, wellness or clinical director, an owner, or HR. Tell us who signs recruiting agreements and who interviews, and we work with both.

Yes. Send one request per opening, or summarize several buildings in one request and we follow up. The process is the same in every building, and a corporate or regional contact can be the signer while each director of nursing interviews.

After a successful submission, Soko Healthcare will review your inquiry and follow up to discuss the position and priorities. An inquiry does not establish a recruiting agreement or guarantee candidate availability.

Share the organization name, work contact, positions being sought, care setting, schedule, and key priorities. Do not include patient information, employee medical information, financial details, or protected documents.

It depends on the role, the setting, and how quickly candidates can interview. Nationally, a registered nurse vacancy takes about 78 days to fill on average (NSI Nursing Solutions, 2026 National Health Care Retention & RN Staffing Report). Soko scores every request the moment it arrives, so urgent, well-defined roles are worked first. We do not guarantee a hiring timeline.

When a potential match is identified, Soko Healthcare can discuss the appropriate introduction and next steps. Employers remain responsible for hiring decisions and any checks required for employment.

No. Candidate interest, availability, and alignment can vary. Soko Healthcare does not guarantee a candidate introduction, hire, or hiring timeline.

Reply to your Soko Healthcare contact or send a brief message through the Contact page. Identify the position that changed or closed so the recruiting record can be updated.

Soko Healthcare reviews the information, records appropriate details in Soko Healthcare’s recruiting database, and uses it to help identify potential candidates whose qualifications may align with the positions described. Read the Privacy Policy for website data-handling details.

The employer pays Soko a one-time referral fee when a nurse Soko introduced starts work. No hire, no fee, and the nurse never pays anything. The fee and terms are set out in Soko’s referral agreement, which Leah Sokolovsky, RN, walks you through before any introduction.

Florida sets a floor, not a target. A nursing home must provide a weekly average of 3.6 hours of direct care per resident per day, including at least 2.0 hours by CNAs (never fewer than one CNA per 20 residents) and 1.0 hour by a licensed nurse (never fewer than one licensed nurse per 40 residents). Paid feeding assistants count toward the 3.6-hour total but not toward the CNA or nurse minimums. Florida Statutes section 400.23, as amended by HB 1239 in 2022.

It depends on the license. An assisted living facility must hold a limited nursing services or extended congregate care license before it offers those services, and it must employ or contract with a nurse to provide them, with a nursing assessment of each such resident at least monthly. Florida Administrative Code rules 59A-36.021 and 59A-36.022.

An agency that provides skilled nursing care may not operate more than 30 calendar days without a director of nursing, and it must notify AHCA within 10 business days when the director leaves and again when a new one is hired. That 30-day clock is why DON searches for home health agencies run on a different urgency than most nurse hires. Florida Statutes section 400.476.

As of 2026, every employee of an assisted living facility gets basic written dementia information at hire. Staff who give personal care or have regular contact with residents complete a one-hour course within 30 days; in a facility that advertises or provides specialized dementia care they complete three more hours within three months, then four hours of dementia-specific training within six months and at least four hours of continuing education each year. Florida Statutes section 430.5025, referenced by section 429.178, which is scheduled for repeal once AHCA adopts memory care licensure rules.