Internal float pool for health systems
MedicalMatch InternalPool overlays your existing HRIS and scheduling software so your entire employed workforce can function as float capacity. Every open shift goes to all qualified clinicians at once, ranked with your closest internal fit first.
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A health-system-wide float pool covers every role at every location, not only nursing. Every open shift is shown to all qualified clinicians at once, then tiered so the scheduler sees the closest fit first.
Employees at the location where the shift is open.
Employees in the same organization at another department or location.
Independent clinicians from the Marketplace, credentialed to your standard.
Profession agnostic: physicians, advanced practice providers, nurses, allied health, and non-clinical support roles such as environmental services and patient transport.
At 5 p.m. on a Friday a shift opens. The unit float roster is empty, so the shift goes to overtime or outside coverage. What the scheduler cannot see is the cross-trained clinician two floors up, or the eligible one at a sister location looking for hours.
More per year for a travel or contract RN FTE than an employed RN FTE (NSI, 2026)
Average time to recruit an experienced RN from outside (NSI, 2026)
Typical time to go live with InternalPool
MedicalMatch is built around four connected cost levers. Health system leaders typically ask about agency spend first, but the larger financial picture includes internal workforce utilization, overtime exposure, and the recruiting and turnover costs sitting underneath it.
Every open shift reaches qualified staff at the same location and across your network at once, so hours stay inside your organization.
Internal utilizationExtra shifts spread across every eligible employee instead of the same few people, under the overtime rules in your scheduling system.
Overtime exposureCredentialed independent clinicians at your base rate plus one transparent flat surcharge, instead of agency bill rates.
Agency spendWork with clinicians on real shifts first, then hire directly through Recruit2Hire with zero hire‑away fees.
Recruiting and turnover*With integration.
Full-time, part-time, PRN, and float staff, matched across every department and location.
Credential status, unit competency, and clearance are known when the shift is offered, not after someone accepts.
Your requirements and competencies by department and profession. Clinical training through Lippincott.
Cleared at one location means cleared across your system, subject to site-specific requirements you set.
Which roles, locations, and conditions are in scope, at what rates. It runs the same at 5 p.m. Friday as 9 a.m. Tuesday.
Credentialed independent clinicians see the same shift, so your team chooses by skill set and cost.
Industry benchmarks from published national data, not MedicalMatch outcomes.
| Travel and contract coverage | Internal pool | |
|---|---|---|
| Fully loaded annual cost per RN FTE | $189,758 | $123,676 |
| Typical hourly rate | Averages $91, ranges to $160 | Employed base rate |
| Markup over base wages | 40% to 60% agency markup | None |
| Time to fill an experienced RN | 78 days externally | Internal, same-day possible |
| Onboarding | Per assignment | Once per system |
| Unit familiarity and EHR fluency | Rebuilt each contract | Retained |
At that gap, replacing 20 travel RNs with employed staff is worth roughly $1.32 million a year. Sources: NSI Nursing Solutions, 2026 National Health Care Retention and RN Staffing Report; AMN Healthcare float pool management benchmarks; American Hospital Association, 2026 Health Care Workforce Scan.
Agency spend calculator
Enter your travel and contract RN numbers. See the estimated annual gap if more of those hours were covered by your own employees first.
Estimated annual savings
$660,820
We map your eligible clinicians across every department and location before you commit to anything.
We map your eligible clinicians across every department and location before you commit to anything.
Book a Facility DemoAn internal pool does not eliminate external coverage, and it should not. The goal is choosing every shift on skill set and cost, with internal and external options side by side.
A multi-week surge larger than your pool can absorb.
Coverage for roles that are not on your roster.
Locations without the headcount to build a meaningful pool.
Events that call for more hands than any internal pool holds.
Start with the units carrying the heaviest premium labor spend, then expand.
Every eligible clinician by unit, credential, competency, and location.
Configured by department and profession. Everything after depends on this step.
Who is eligible by unit, role, competency, and licensure.
Which departments cross-match, which locations, and which roles open to the Marketplace.
Begin where premium labor costs most, then expand across the system.
InternalPool does not replace your HR or recruiting function. It unifies the workflow those teams already run, alongside the rest of the platform.
Credentialed independent clinicians, including ShiftNow for same-day fill.
Explore MarketplaceWork with clinicians first, then hire directly with zero hire-away fees.
Explore Recruit2HireSee how it connects to your current systems on the integrations page.
An internal float pool platform shows open shifts to qualified employees across units and locations so a health system uses its own capacity instead of paying for outside coverage by default. MedicalMatch InternalPool does this as an overlay on existing HRIS and scheduling systems, so the whole employed workforce becomes float capacity without building a separate pool.
Scheduling software assigns people to shifts within the view it has, which is usually one unit or one building. InternalPool determines who across your entire system is eligible for a given shift, keeps that eligibility current through credentialing and compliance tracking, onboards clinicians to your own requirements, and shows the same shift to credentialed marketplace clinicians at the same time, under the rules you set.
Because eligibility is usually fragmented. Cross-trained clinicians in other departments, staff at nearby facilities in the same system, and part-time or PRN clinicians are frequently eligible for a shift but invisible to whoever is filling it.
Yes. InternalPool is your current employee network: full-time, part-time, PRN, and float staff across your departments and locations. Independent clinicians come through the Marketplace, are credentialed through CredentialHub, and appear in the same view as the External tier.
Your employees’ credentials stay in the systems you already use, and InternalPool matches each shift to the eligibility rules you set by unit, role, competency, and licensure. Independent clinicians from the Marketplace are verified through CredentialHub, including primary-source license verification and background screening through ClearStar.
Yes. A clinician cleared at one facility carries that status across your system, subject to any site-specific requirements you configure.
No. InternalPool unifies the workflow those teams already run. It does not replace them.
No, and it should not. Multi-week census spikes, specialties you do not employ, and single-site facilities without the headcount to build a pool are all cases where external coverage is the right answer.
Most systems are live within 2 to 6 weeks. The range depends on complexity and the number of facilities in scope.
Yes. Shifts show to qualified clinicians within a 100-mile radius, clinicians can opt in to specific locations and get SMS alerts, and clearance at one location carries across the system, subject to site-specific requirements you set.
No. It overlays your current scheduling system. Overtime rules stay in your scheduling system, so they remain consistent with existing policy.
Yes. InternalPool is profession agnostic. The same workflow supports physicians, advanced practice providers, nurses, allied health professionals, and non-clinical support roles such as environmental services and patient transport, across every location in your system.
We map your eligible clinicians across every department and location before you commit to anything.
Book a Facility Demo