Deaconess Health System, an Indiana-based system with 20+ hospitals, 150+ care sites, and $2.8B net operating revenue, faced nursing turnover approaching 20% and heavy dependence on expensive agency labor. This created cost pressure and staffing instability across the organization. Leaders needed a more scalable approach to fill shifts and retain nurses. They implemented the Works platform to modernize workforce management. AI-powered dynamic pricing helped optimize incentives to encourage earlier shift pickup. Automated shift assignment reduced manual effort and supported a more proactive planning approach. The rollout emphasized usability for nurses while reducing manager workload. The organization reduced nursing turnover from 18.5% to 8.6%. It reduced incentive spend by 32% while reaching 77% eligible staff adoption. It scaled its flex worker team from 140 to 350+. It also reduced staffing office scheduling time by 20%.

Mercy Hospital Center, a Top 25 US health system, faced post-pandemic labor challenges across its 40+ hospitals. It relied on manual procurement processes and operated with 25% travel nurse utilization. These constraints made it difficult to control premium labor spending while meeting staffing needs. Mercy implemented an agency labor procurement solution for managing agency labor. It also deployed AI-powered dynamic incentive pricing to better align incentives with real-time staffing demand. These changes streamlined procurement and improved how incentive shifts were priced and managed. Over three years, Mercy saved $70M+ in premium labor spend. It reduced agency spend by 62% and lowered travel nurse utilization by 60% while decreasing the system-wide incentive rate by 44%. It also decreased total labor cost by 16%, exceeded fill rate goals by 8%, and filled 1,000,000+ shifts.

A top 1000+ bed pediatric hospital faced limited visibility into staffing costs and fragmented data across silos. High MSP fees increased spend and reduced transparency. Hiring leaders had limited control over recruiting and staffing decisions. The hospital needed a clearer, faster way to fill clinical nursing roles across units. The hospital transitioned from a managed services provider model to a direct sourcing platform with Flex technology. The implementation covered all clinical nursing units, including Emergency, Women's Health, Critical Care, and Acute Care. The solution included mobile management, a clinician-centric experience, and real-time dashboards to improve oversight. It was implemented in 2–4 weeks with white-glove support. Over 12 months, the hospital saved $1.25M in staffing costs. It achieved a 100% fill rate within 3 weeks of request. Time to hire decreased by 45%, averaging 8.9 days. The program also delivered an 82% retention rate and a 1:1 submittal-to-offer ratio while doubling float pool capacity.

Deaconess Health System faced nursing turnover approaching 20% and relied heavily on expensive agency labor. The organization needed a better way to manage staffing without constant reactive interventions. This pressure increased cost and operational strain across its workforce. The team implemented the Works platform to modernize workforce management. The solution used AI-powered dynamic pricing and automated shift assignment to improve how shifts were filled. It enabled more proactive, data-driven staffing decisions and reduced manual effort for managers. The implementation reduced nursing turnover from 18.5% to 8.6% and reduced incentive spend by 32%. It reached 77% eligible staff adoption, with nurses noting that the system encouraged early shift pickup. It also scaled the flex worker team and reduced staffing office scheduling time.

Mercy Hospital Center faced post-pandemic labor challenges that strained staffing budgets and operations. Manual procurement processes slowed agency labor sourcing and limited visibility. Travel nurse utilization reached 25%, increasing reliance on premium labor. Leaders needed a scalable way to improve fill rates while controlling incentive and agency costs. Mercy implemented Works Flex to manage agency labor procurement more efficiently. The team also deployed Works OnDemand with AI-powered dynamic incentive pricing to better align incentives with staffing needs. These solutions streamlined procurement workflows and improved staffing decision-making. Clinical operations leadership monitored fill rates alongside incentive spend to validate impact. Mercy delivered substantial premium labor and agency spend reductions over a multi-year period. Travel nurse utilization declined significantly while overall labor costs decreased. System-wide incentive rates fell even as fill performance exceeded targets. The organization filled more shifts while spending less on incentive shifts.

A top 1000+ bed pediatric hospital faced limited visibility into staffing costs and fragmented data across silos. The organization also incurred high managed services provider (MSP) fees. Hiring leaders had limited control over the process and outcomes across clinical nursing units. The hospital transitioned from an MSP model to a direct sourcing platform using Flex technology. The solution supported all clinical nursing units, including Emergency, Women's Health, Critical Care, and Acute Care. It provided mobile management tools, a clinician-centric experience, and real-time dashboards. The implementation was completed in 2–4 weeks with white-glove support. The hospital saved $1.25M over 12 months after the transition. It reduced time to hire by 45%, averaging 8.9 days. It delivered a 100% fill rate within 3 weeks of request. It achieved an 82% retention rate and doubled float pool capacity.