Practice staffing · Per diem clinician shifts
Nursa
Nursa is a healthcare staffing marketplace that connects facilities with local nurses and nursing assistants for per diem shifts, with tools for scheduling and clinician credentials.
Best for
- Facilities filling individual nursing and nursing-assistant shifts
- Clinicians seeking control over local per diem work
Not ideal for
- Facilities requiring every supplemental clinician to be a W-2 platform employee
- Buyers seeking a guaranteed permanent hire from a shift posting
Bottom line
Nursa is a practical alternative for facilities that need access to local per diem clinicians and can work with its independent-contractor model. Its value depends on available clinicians in the relevant market and on the facility’s ability to onboard them efficiently.
Score breakdown
Weights: Outcomes 35% · Product 30% · Implementation 20% · Pricing clarity 15%.
Nursa addresses open shifts at healthcare facilities and gives nurses and nursing assistants a way to select work nearby. IntelyCare and ShiftMed address the same coverage need. Their employment models and local networks differ, so replacing one with another involves more than comparing a headline hourly rate.
Nursa is purchased as supplemental staffing and workforce software. Facilities should compare the total billed shift cost, cancellation terms, and credential requirements with the corresponding offer from another platform. Advertised clinician pay is not the same as the facility’s final bill.
- Shift coverage results (7.3): Company reporting supports rapid shift matching, with results dependent on local supply.
- Staffing marketplace and scheduling (7.8): The platform combines external shifts with scheduling and credential tools.
- Facility onboarding (7.0): Clinician licenses and facility requirements still need coordination.
- Pricing clarity (6.4): Clinician pay is visible in listings, but facility costs need a commercial quote.
The Marketplace and Facility Tools
Clinicians create an account, upload a license and experience, browse nearby work, and request shifts. Facilities can post individual shifts, blocks of shifts, and full-time roles. The current homepage also describes internal scheduling, training modules, and credential tracking.
As checked in November 2026, Nursa advertises more than 4,500 facilities across 31 states and a network of over 600,000 clinicians. These are company network figures. They should not be read as the number of active workers on a particular day or as Nursa’s payroll headcount.
Coverage Depends on the Local Market
An app can expose a shift to nearby clinicians, but the license type, location, shift timing, and facility requirements determine whether a suitable person accepts it. A national network total is therefore a limited guide to coverage for an individual facility.
In its account of a Pulse 2.0 interview, Nursa describes independent-contractor work and reports that more than half of shifts posted in the preceding year were filled in less than 24 hours. That historical company statement supports the rapid-fill use case, but it is not a fill guarantee for a new site.
LeadIQ estimates Nursa annual revenue at $100 million to $250 million as of October 2026. Its workforce directory count is not used as a count of employed nurses. Revenue source
What leaders say
What people like
"I can request nearby shifts that fit the days I want to work."
"We can post an uncovered shift without starting a permanent recruitment process."
What people don't like
"The national network does not tell me how many clinicians will take a shift at our facility."
Where customer reviews couldn't be found, our analysts attempted to give a voice to buyer sentiment, drawing on real information from review sites, forums and product documentation.
Based on: Nursa product page, Nursa supporting source.
Competitor landscape
| Vendor | Overall | Ease of implementation |
|---|---|---|
| Nursa | 7.3 | 7.0 |
| IntelyCare | 7.2 | 6.8 |
| ShiftMed | 7.0 | 7.0 |
Pricing
| Item | Detail |
|---|---|
| Facilities | Commercial staffing terms require a quote. Compare total billed hourly costs and cancellation terms. |
| Clinicians | Posted shift pay varies by location, license, and assignment. |
| Employment model | Nursa describes independent-contractor work; this differs from W-2 staffing models. |
| Cost drivers | Local clinician availability, shift type, urgency, and any separate workforce-software scope. |
Leadership
Recent news
- April 2026: Nursa announced that founder and CEO Curtis Anderson was selected for the inaugural Salt Lake City Titan 100. Source
Methodology
| Weight | Factor | What it measures |
|---|---|---|
| 35% | Customer outcomes | Whether buyers get measurable operational or clinical-workflow results after go-live |
| 30% | Product | Capability depth, reliability, and fit for the job the category buys |
| 20% | Implementation | How hard it is to stand up, integrate, train, and stabilize |
| 15% | Pricing clarity | Whether a buyer can model total cost without a mystery quote |
| Label | Meaning |
|---|---|
| Highly recommend | Strong outcomes and product with manageable caveats |
| Recommend | Solid fit for the right buyer; know the tradeoffs |
| Conditional | Only with a specific use case or heavy caveats |
| Not recommended | Avoid for most buyers in this category |
Read our full methodology for how we weight scores and assign recommend labels.