For healthcare facilities
Soko Healthcare recruits RNs, LPNs, and nurse leaders onto your own staff, for skilled nursing, assisted living, home health, hospice, and hospital teams. Your opening goes to the Soko Nurse Network first, every candidate is reviewed by a registered nurse, and each request is scored and worked the moment it arrives. Direct hire only.
Who we work with
Administrators, nurse leaders, owners, and HR each feel an open nursing position differently. Find your seat below and start there.
Administrators and executive directors
Every open nursing position shows up in all three: agency invoices, overtime, and a schedule that depends on who answers the phone tonight.
Soko recruits for the position, not the shift. A direct hire on your payroll takes the line off the agency invoice for good. The request takes about two minutes, so nothing waits for a meeting.
Directors of nursing and wellness directors
Picking up the cart, rewriting the schedule, and orienting agency nurses who will not be back next week.
Every candidate is reviewed by a registered nurse before you meet them: units worked, patient loads, charting systems, and why they left. You interview nurses who already fit the floor, not a stack of résumés.
Owners, regional and corporate teams
Agency spend, turnover, and the vacancies that never close. A recruiter has to be worth more than the fee.
Direct hire only, so the cost is one-time and predictable, and nothing is owed unless a nurse Soko introduced starts. One request per opening, the same process in every building, and the role captured in writing up front so you can hold us to it.
HR and talent acquisition
And fit with the unit is hard to judge from a résumé or a ten-minute phone screen.
Openings go to a private, referral-built network first, not a job board, and a registered nurse does the clinical read. You keep your process. We bring the candidates and the context.
Why facilities use Soko
We start with the role, the setting, and what makes a hire last on your team.
Your opening goes to our own curated network first, not a job-board posting, then further out if needed.
Soko was founded by a registered nurse. Before you meet a candidate, an RN has read the résumé the way a director of nursing would: units, patient loads, charting systems, and why they left. Nurses you hire join your staff: no per diem, no shift coverage, no ongoing agency markup.
Every opening is captured on the same details as every nurse: license, setting, units, shift, and location. Requests are scored the moment they arrive, so approved, urgent roles are worked first.
The cost of an open position
In agency invoices, overtime, and a director of nursing covering the cart instead of running the building. Six benchmarks, then your numbers.
National average time to fill an experienced RN position. Every one of those days is covered by agency, overtime, or no one.
Source: NSI Nursing Solutions, 2026 National Health Care Retention & RN Staffing Report
Average cost of one RN turnover: recruiting, orientation, and coverage while the position is open.
Source: NSI Nursing Solutions, 2026 National Health Care Retention & RN Staffing Report
Annual RN turnover in nursing homes in 2025. LPNs: 35.3%. CNAs: 42.3%.
Source: Hospital & Healthcare Compensation Service, 2025–2026 Nursing Home Salary & Benefits Report (917 nursing homes, data as of March 2025)
Staff RN turnover in the Southeast in 2026, the highest of any region.
Source: NSI Nursing Solutions, 2026 National Health Care Retention & RN Staffing Report
Contract staff still worked 9 to 10% of nursing hours in nursing homes in 2023, two to three times pre-pandemic levels.
Source: U.S. Department of Health and Human Services, ASPE, January 2025
Florida’s projected LPN shortfall by 2035, up from 11,361 in 2025. The gap lands hardest on skilled nursing and assisted living.
Source: Florida Hospital Association and IHS Markit nurse workforce projections
National and statewide benchmarks understate most local markets. Agency rates, overtime, and time to fill differ by building, so bring your numbers to the call and we will compare them with a direct hire.
Direct hire
Soko recruits for the position, not the shift.
A direct hire on your payroll takes the line off the agency invoice for good.
How Soko works
The same process for every request, so nothing waits in an inbox.
Six quick questions about the role, then how to reach you. About two minutes. Your request is scored and routed the moment it arrives.
A short call to confirm the unit, shift, pay range, must-haves, and who signs and interviews. Then Soko Match lines up license, setting, shift, and location against nurses in the Soko Nurse Network.
A registered nurse reviews each candidate before we introduce them. You interview and make the hire, and the nurse joins your payroll.
Soko Healthcare reviews every request and follows up to talk through the role, the setting, and the schedule. You decide who interviews and who is hired.
Healthcare settings
The roles we recruit for in each setting, onto your payroll, full-time or part-time. One position or several: tell us the qualifications and schedule that matter for each.
LPN charge nurses, RN supervisors, unit managers, MDS coordinators, ADONs, and DONs. Florida counts 1.0 licensed-nurse hour inside its 3.6-hour direct-care floor per resident day, so a licensed vacancy is a compliance gap as well as a scheduling one.
LPNs and RNs for limited nursing and extended congregate care, wellness directors, and resident care directors. Smaller HR teams, so Soko does the sourcing and the first clinical read.
RN case managers, field LPNs, clinical managers, and the director of nursing and alternate that a skilled agency must keep on record.
RN case managers, admissions nurses, on-call and after-hours RNs, LPNs, and clinical leadership.
RNs for med-surg, telemetry, ICU, ED, OR and PACU, plus charge nurses and nurse managers, hired onto hospital staff.
RNs and LPNs with the certifications the chair or clinic requires, and practice or clinical managers.
Browse all 30 specialties we recruit for
An inquiry does not guarantee candidate availability, an introduction, or a hire.
Hospitals
Long-term and post-acute care comes first at Soko. 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.
Leadership search
The DON is the hire that shapes every other nursing hire. Soko Healthcare runs leadership searches individually, starting with the team, the survey history, and what the facility needs from its next leader.
Start here
Your request is scored the moment it arrives and matched against the Soko Nurse Network.
Message or call Soko.
A question about a role or an opening? Send a WhatsApp message or call.
Message on WhatsAppCall (954) 892-7286Quick questions only. Please do not send documents or personal details over WhatsApp.
