FAQ’S

Yes—core strategy.

Yes—independent recruiters earn commissions.

Yes—white-label capability.

Yes—as part of a larger healthcare labor exchange.

Yes—independent recruiter program available.

Yes—quick credential verification.

High performers do.

Yes—with accountability.

Yes—mutual rating system.

Yes—real-time earnings dashboard.

24/7 support.

Indirectly—by choosing shifts with preferred rates.

Yes—facilities can hire directly.

Yes—earn for referrals.

Yes—depending on shifts and demand.

Yes—performance-based reputation.

Cancellations affect your rating—higher cancellation rates result in fewer shift opportunities.

Yes—no restrictions.

Same-day or next-day options.

Through the Handglove payment system.

No—work anytime.

Yes—full autonomy.

Clinicians cannot SIGN UP directly; they must be authorised through an MSP or approved by the facility.

- Licensed CNAs, LPNs, RNs.

Through support and verification systems.

Yes—clear reporting.

Yes—HIPAA-compliant systems.

Yes—24/7 support.

Yes—complete flexibility.

Typically much more cost-effective, as we eliminate factoring fees and leverage a workforce largely made up of facility staff who are willing to work at comparable pay rates.

Yes—by filling shifts quickly, facility can block overtime staff from pick up shifts.

Licences and credentials are verified.

Yes—control your workforce quality.

Yes—full visibility before acceptance.

Yes—ratings, attendance, and experience.

Yes—low no-show rates with performance tracking.

Replacement matching begins instantly.

Flexible agreements—minimal friction.

No—simple onboarding process.

Yes—only a cooperative account can manage multiple facilities

Yes—automated recurring scheduling.

Increase the rate or expand criteria—the platform suggests optimisations.

Yes—favourite and rebook preferred staff.

based on availability, location, credentials, and ratings.

Yes—dynamic pricing increases fill speed.

Facilities—full pricing control.

Via dashboard or mobile app in under a minute.

✔ Designed for real nursing workflow
✔ Minimal training required
✔ Works alongside existing process

👉 “Adoption happens when it actually makes life easier.”

✔ Simple scheduling interface
✔ Auto-fill reduces calls & texts
✔ Less time chasing staff

👉 “Less coordination. More coverage.”

✔ You set the rates
✔ Reduce overtime + agency dependency
✔ Pay only when shifts are filled

"More control = lower total staffing cost.”

✔ Pre-screened professionals
✔ Performance tracking & ranking
✔ Repeat-request top performers

“You don’t get random staff — you get proven staff.”

✔ Built for real-time gaps
✔ Instant access to available clinicians
✔ Auto-backfill reduces manual scrambling

“If it doesn’t work — it doesn’t belong in your building.”

Let’s prove it with one shift.

Real scenario
Real clinician
Real payment cycle

👉 No theory—just results

Because access was locked.

Factoring firms controlled it
Now Handglove opens it to facility leaders

“Your facility is the payer.”

Same billing cycle
Same payment system
Just now you’re on the return side

“No new workflow.”

Same scheduling
Same approvals
Same staffing process

👉 Zero operational change

“You start small.”

One shift
One trusted clinician
Full visibility from start → finish

👉 Test it safely before scaling

You’re already doing it.”

You approve staffing daily
You manage budgets already
This simply adds return to decisions you already make

“You control the risk.”

You choose which shifts
You choose which clinicians
You already know your staff performance

👉 This isn’t guessing—it’s informed control inside your own facility

You already manage staffing.
You already approve the spend.
You already understand the system.
👉 Now it’s time to own the upside.

✔ Control over investment selection
✔ Visibility into every transaction
✔ Predictable, shift-based returns
✔ Alignment with your facility operations
✔ No disruption to current workflow

You’re not learning a new system.

You’re simply:

Owning a layer that already exists
Capturing value already flowing through your facility

You approve a clinician shift
Payroll is funded instantly
The facility pays in 30 days

You receive:
Your capital back PLUS structured return

👉 Repeat across multiple shifts = consistent revenue stream

Today:

Factoring companies profit from your payment cycles
Agencies profit from your staffing gaps

With Handglove:
👉 You capture both sides of the value

You choose which clinicians to fund
You choose which shifts to participate in
You already know your facility’s reliability

👉 This is not blind investing — it’s informed control

You select the shifts and clinicians you trust
You fund the payroll for those shifts
Clinicians get paid immediately
Your facility pays the invoice (as usual)
You receive your capital + structured return

✔ Same workflow
✔ Same clinicians
✔ Same facility

👉 New outcome: You capture the profit

Our investors include RDONs, DONs, HR directors, and administrators—leaders who understand facility staffing costs firsthand and want to participate in the financial upside.

Yes—based on shift volume.

Yes—internal funding model replaces factoring.

Fully transparent tracking.

Through facility payments with structured returns.

Yes—optional model for scaling.

Ensures clinicians are paid quickly without waiting 30–45 days.

Capital used to pay clinicians before facility payment is received.

Yes—predictable, recurring revenue model.

Because every shift becomes a revenue-generating transaction with scalable network effects.

We modelled a 45-day DSO and 5% invoice slippage. Even under stress, the model remains margin-positive. The capital requirement increases, but the spread cushion protects the downside. Our guardrail is maintaining a minimum 25% gross margin

Hospitals optimise for patient care and compliance – not workforce liquidity management. Outsourcing staffing shifts balance sheet burden off them. We absorb operational coordination while capital partners power payroll velocity. That separation creates efficiency.

Because we are scaling capital in proportion to verified receivables — not ambition.

Growth only happens when:
• Shifts are filled
• Invoices are issued
• Facilities are vetted
• Payroll cycles are structured

This isn’t growth-at-all-costs.
This is receivable-backed expansion.

And I understand the operational side — I’ve worked inside healthcare. I know how facilities operate, how clinicians think, and where staffing breaks down. We’re not experimenting with the system. We’re solving a problem I’ve lived

We structure funding only against verified, completed shifts tied to creditworthy facilities.

Before capital deployment:

• Shift verification is completed
• Invoice is validated
• Facility credit profile is assessed
• Exposure is short-duration (30–45 days)

We’re not funding projected revenue. We’re funding delivered healthcare services.

Additionally, we diversify across multiple facilities to avoid concentration risk. No single hospital represents systemic exposure.”

Most staffing agencies compete on relationships. We compete on payroll reliability and capital structure.

The industry bottleneck isn’t demand — it’s liquidity. Agencies fail because they can’t float payroll during growth.
We’re building infrastructure around invoice-backed payroll velocity. That allows us to scale faster, onboard larger hospitals, and guarantee clinician payment without stress.

Whoever guarantees payroll controls clinician retention.
Whoever controls clinician retention controls hospital contracts.”
You reposition from “agency” → to “infrastructure player".

Unlike:
• Hospitals (real estate heavy)
• Pharma (R&D heavy)
• Manufacturing (inventory heavy)

Handglove staffing is:

✔ People-based
✔ Technology-enabled
✔ Operationally scalable
Expansion requires systems, not buildings

As our clinicians are:
• Paid on time
• Paid weekly
• Paid without delays

They don’t leave.

Reliable payroll becomes our competitive advantage.
Retention = stable revenue = lower acquisition cost

The U.S. healthcare staffing market is worth tens of billions annually.
Drivers:
• Nursing shortages
• Burnout & flexible workforce trends
• Aging population
• Facility staffing mandates
Per diem is growing because:
• Facilities reduce fixed labor cost
• Clinicians prefer flexibility
• Hospitals outsource risk
That equals expansion runway

Healthcare never shuts down.
• Hospitals operate 24/7
• Assisted living facilities need daily coverage
• Shifts must be filled
• Payroll happens weekly
That means:
✔ Constant demand
✔ Recurring invoices
✔ Predictable cash cycles
Investors love recurring revenue more than one-time transactions.

Unlike tech startups:
• Revenue is tied to completed shifts
• Invoices are verifiable
• Facilities are creditworthy
• Payment cycles are structured
For a factoring or credit investor, this is:
✔ Asset-backed
✔ Short-term exposure
✔ Measurable risk
✔ Predictable interest return
That reduces downside.

High Margin Potential
Typical economics:
• Facility bill rate: $70–$120/hr
• Clinician pay: $40–$65/hr
• Gross spread: $20–$40/hr

Multiply by:
• 50 clinicians
• 36 hours/week
• 52 weeks/year

Now scale that to 500 clinicians.
This becomes a payroll velocity machine.

Because we understand both sides – our board of advisors are already in healthcare, we see the staffing gaps firsthand, and we are building infrastructure around payroll reliability. Whoever controls payroll reliability controls clinician and facility loyalty.

This isn’t speculative tech. This is real services, real facilities, real receivables. Capital turns fast. Exposure is short-duration. And as we onboard more hospitals, payroll velocity compounds.

More shifts → more invoices → more capital cycles → more return.

We’re not asking you to fund an idea. We’re inviting you to power the payroll engine behind healthcare mobility – and scale with us as we capture market share.

This is a recurring, asset-anchored, high-velocity credit opportunity inside a multi-billion-dollar industry.”**

Hospitals operate 24/7 and consistently face staffing shortages. The demand is constant. The problem isn’t revenue — it’s timing. Facilities pay Net-30 to Net-60, while clinicians expect weekly pay. That timing gap creates both risk and opportunity.

Our model converts completed shifts into verified, invoice-backed receivables. Each payroll cycle becomes a short-duration, asset-backed cash flow event. For a credit or factoring partner, this means predictable turnover, measurable exposure, and structured returns tied to real healthcare services — not speculation.

As we scale clinicians and facilities, capital velocity increases. More shifts mean more receivables, more cycles, and more recurring return.

In short, we’re turning healthcare staffing demand into a controlled, repeatable credit engine — with strong downside protection and scalable upside

Yes—matching clinicians to shifts quickly.

More users = faster fills + lower cost.

By onboarding facilities and clinicians simultaneously.

High—based on transaction volume.

Speed + cost + control.

By removing middlemen (factoring firm) and optimising pricing.

Yes—model is transferable.

To become the infrastructure powering healthcare staffing globally.

A global healthcare labor exchange.

Handglove IS NOT a staffing agency—

We turn your internal staff into your first staffing solution—and remove the cost and risk of staffing agencies.

We're the backbone of your workforce, empowering you to cover call-outs internally first, with flexible per diem and agency backup when needed—without the fear of 4-hour cancellation penalties.

No middlemen—a direct connection between facility and clinician, reducing cost and delays.

Hospitals, nursing homes, assisted living facilities, and healthcare professionals (CNAs, LPNs, RNs).

Handglove is a healthcare staffing platform that connects facilities with the world's most skilled clinicians instantly.

Yes—fully automated workflows.

No—transparent pricing.

Yes—bank-level security.

Yes—automated.

Yes or through structured billing. They get cheaper discounts.

Handglove manages payments.