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NOMADICARE'S
EMPOWERED
TRAVELER GUIDE
By Laura Latimer
Traveler & Recruiter Matchmaker
inside
Find your dream company
Spot recruiter red flags
Learn about pay
Negotiate like a pro!

Traveler + Recruiter Matchmaker
This is what I do!
Some call me Laura.
Others call me the recruiter matchmaker!
Interviewing recruiters is what I do (other than travel of course!)
I created Nomadicare to be the place that travelers could find an
honest recruiter. I was tired of seeing my friends get lied to and I went
on a mission to create a better way for us travelers to connect to the
honest, kind and responsive recruiters across the industry.
I got better and better each time I interviewed a recruiter. Now about
1 out of 4 pass my test and Nomadicare holds the companies and
recruiters accountable. And then YOU (the traveler) gets matched with
two of them, are given support and mentorship as well as great
resources so you know how to thrive as you live your dream.
This is my way to make this industry even more amazing!

Recruiter Matchmaking
So how does it work?
1. Tell us what you need at Nomadicare.com.
2. We connect you with two honest recruiters from companies across the
country that match your needs.
3. We hold them accountable and check in with you.
4. You live your dream and get tons of free resources to feel empowered!
goodies and free resources for you!
1. 4. Online courses and guides that will walk you through contracts, pay,
red flags and more.
2. The option of a clinical mentor. You are not alone!
3. A surprise welcome gift to your door when you take your first assignment
with a Nomadicare recruiter!

FINDING
YOUR DREAM
RECRUITER
iN Travel Healthcare

Yes, it is an interview!
Recruiters. Does it matter if they are amazing?
Does it really affect our WHOLE ENTIRE TRAVEL JOURNEY?
Yes. A big ol' YES is the answer.
They affect everything: our expectations, our understanding and
knowledge of the processes, our pay, and the job opportunities
presented to us. The difference between a good recruiter and a
great one makes a whole world of difference in our traveling
experience.
In this journey, we are vulnerable. We are brave. We are going
out of our comfort zone and putting a WHOLE lot of trust into
this one person to guide us and do what is right by us.
Take the time to interview your companies and recruiters
and find a great fit! Don't depend on random luck.
Laura

Step One.
Know what you want and need.
Prioritize your WHY!
get a lot of half
We
stories
truths/half
By knowing deeply
online.
concretely why you
and
and what you
travel
you will be able to
need,
free to enjoy your
feel
journey without the
own
of comparison and
pains
uncertainty.

What do you NEED?
1. Where do you want to travel to? Pick 3 top locations.
2. What settings do you want to work in?
3. Are you looking for strike work or more traditional 13-
week assignments?
4. Do you need medical insurance?
Do you need that insurance to start on day 1 of your job?
5. Do you have certain medical needs to confirm that it is
covered under the insurance they offer?
6 Are you traveling with a true tax home and need a
company that has tax-free benefits?
Or are you traveling with no tax home and need
taxed travel options?

What do you NEED?
7. If you are using company housing what is important to
you to be included?
8. Do you need 401k options?
Are you willing to stay with one company to get vested
and matched?
9. Do you want to stay with one recruiter or are you okay
getting passed around depending on the state?
10. Are you someone who uses overtime hours?
11. What personality do you fit best with? Do you value a
recruiter who is direct and fast-paced? Or a friendly and
relationship-based?
12. Are you new to traveling and need clinical mentorship
and extra care and knowledge from your recruiter?

Now see if the company as a whole
is a good match.
Successful
ask people
questions,
better
as a result,
and
get better
they
answers.

Questions for the COMPANY
Be careful when you talk to a company for the first time. Many
times, the recruiter who randomly picks up and answers the
phone is yours and it can be hard to switch later if they are not
personally a good fit for you.
It's better to ask on Facebook forums or go through
Nomadicare.com to get matched with a recruiter from some
companies you are interested in learning more about.
If you know specifically the company you are interested in then
you can ask in forums or in the Nomadicare form: “Who knows a
great recruiter from XYZ Company that I can connect with?” And
if you know what “great” means then that’s even better!
Aka: "Who knows of a recruiter who feels like a friend and is super
responsive from XYZ company". That way you have a better
chance of talking to someone great right away.
At Nomadicare, you not only fill out what benefits you need and
we help you skip the step of sorting through a lot of companies
and the benefits they offer but on top of that, you get a match
with friendly and honest recruiters.

Questions for the COMPANY
1. Do you offer the benefits I need (see above to determine specific
benefits to ask about)
2. Do you have jobs in _____ for my specialty? What is an
estimate of how many are currently listed in your database?
(Ask about top three places you want to go).
3. Do you have a lot of opportunities in _____ (your specialty)?
4. How many travelers does each recruiter handle?
*If more than 30 ask: How do you ensure I get the attention I
need?
5. How many recruiters do you have on staff?
You are trying to learn if the company is small, medium or large.
Small:: More boutique like with less overhead.
You typically are treated like family, get paid well but they will
have less jobs.
Medium: More jobs, more structured but typically will still feel
known and appreciated.
Large: Stereotypically you will be a number and passed around
often.
Make sure you get a great recruiter at the very large agencies!

Questions for the COMPANY
6. Do you help me locate housing if I take the stipend?
What kind of housing do you provide?
7. Do you have a clinical liaison in your staff? What happens if I
have an ethical or clinical question?
8. Who will be available to talk to me after business hours?
9. Will I be with one recruiter the whole time or could I get passed
around?
10. How much does your insurance cost? (Nothing is free).
11. Can I see your list of benefits? (See how well they match the list
you made for yourself).
12. Anything else you want to tell me that makes your company
unique?

Next, it's time to interview the
recruiter!
Recruiters.
have the
They
to make a
Power
company great
bad
an amazing
and
terrible.
company

Questions for the RECRUITER
1. What made you decide to become a travel healthcare recruiter
What is your favorite part of your job?
2. What does being a recruiter with integrity, openness, and
honesty mean to you?
3. What is one thing you wish more travelers knew?
4. Are you okay with me working with multiple recruiters from
different companies?
5. How can I get a hold of you? What hours are you available?
6. In what scenario would you submit my resume to a job before
talking with me?

Questions for the RECRUITER
7. What does it mean to have a tax home?
See how they break this down and walk you through it.
Are they patient and thorough, or general and vague?
Do they just say, "I'm not a CPA?".
8. How do you break down my pay for me?
This is a big area where a great recruiter will be very thorough
and transparent.
9. How often can I talk and hear from you if we will be working
together?
10. Tell me about who you are as a recruiter.

Listen to your GUT
Immediately after the interview
answer these 'gut reaction' questions.
1. Do you feel cared for and listened to by the recruiter? Did they
ask questions about why you want to travel and who you are?
2. Were they detailed and knowledgeable in their answers?
There is a lot to know in this industry. Do they have the knowledge
needed to be great? Do they have the care and patience to guide
you or did they skim the surface?
3. Did they quickly transition to sales or trying to get your
resume/paperwork?
4. Did the interaction feel pushy or rushed?
5. Did you like them, feel comfortable and want to talk to them
again?

Decide on TWO OR THREE and become a team
We stay on the top of a recruiter's mind when we are actively engaged
with them. We want to be on the top of their mind for the best jobs and
pay! This is just human nature. Just like we look for our dream recruiters,
they also work harder for dream travelers.
The travelers who are open, kind, and quick to give them paperwork
and information are the travelers the recruiter will hustle for and do
everything they can to keep.
On the other hand, travelers who are secretive, hard to get a hold of,
and act entitled are the ones the recruiters won't be too heart broken to
lose.
It is a relationship built on communication and trust on both sides.
Here are some tips to work as a powerful team together:
1. Communication: Keep them all in the loop about where you are
submitted and what you are looking for.
2. Give them all a fair chance between assignments and don't pin them
against each other.
3. Get your credentials and paperwork to them.
4. Don't go missing after you accept a job with someone else.
5. Be grateful and say “thank you” for their hard work and time.

Recruiter Red Flags
We vote for what stays in this industry simply by what we agree
to.
When we collectively, as travelers, start only working with
recruiters who are playing fair and kind, we eliminate the bad
recruiters and tactics.
So here are some things I think we should all be saying no to
and walking away from if our recruiters do this:
1. Submitting us to jobs without our explicit approval. Never
okay.
2. Submitting us to jobs before we negotiate and go over the
full pay package. We should know we want the job and pay
before going into an interview.
3. Not putting things in writing. If your recruiter promises you
something it needs to be included in the contract, in writing
and signed.

Recruiter Red Flags
4. Not fully breaking down our pay for us. By showing us only
one lump sum, they are taking our power away to negotiate
and catch red flags in our pay.
5. Not being available. If your recruiter takes days to get back
to you, just walk away. We are traveling the country, that it can
be scary, and we need a recruiter who is there for us.
6. Making us feel guilty for talking to more than one recruiter.
Talking to multiple companies is how we learn of more
opportunities. It's selfish and immature to make us feel bad
about thriving in our industry.
7. Any used car tactics or overt pushiness. This style of recruiting
is bringing the industry down for everyone. Walk away and give
the good recruiters your business and time.

HOW TO BREAK
DOWN YOUR
PAY PACKAGES
Let's break this bad boy down
to the dollar!

.
It does not mean more happiness.
It will not bring fulfillment or peace.
Money. MOney.
However, just because I advocate, "Don't travel only for money!",
it doesn't change the reality that money is a major player in our
industry.
It is important for us to know how we get paid and where our
money is going. Remember: Nothing is free! Everything comes out
of your pay bucket. Different companies will distribute your
money in different places for marketing and to sound like they
have better benefits. What matters is that the benefits they offer
are what you need.
This guide will help you negotiate and break down pay packages
so you can make the best decision for your adventure!
xx
Laura

You can give the next two pages to
your recruiter when they are
putting together your pay package!
Dear recruiter,
Can you please break down the
pay package like this for me?
This will help me see where the
money is going and helps keep
everything very clear which
makes for an awesome
experience! I appreciate you!

Pay Package
Taxable Base Rate Per Hour:
Housing Stipend Weekly:
Meals and Incidental Stipend Weekly:
Total Relocation:
When do I receive this?
Insurance Reimbursement:
(Only if I have my own insurance and not using yours)
Total Licensing/Credential Reimbursement:
Anything else (such as completion bonus, continued
education reimbursements):
My Overtime Rate:
My Extra Time Rate:
What is the Guaranteed Hours/Call off Policy:
What is the Canceled Contract policy:
(i.e., 2-week notice/4 week notice, etc.)

Assignment Details
Start Date:
End Date:
Time off requests during contract:
Facility name and address:
Shift:
Float Requirements:
Hours per week:
Will I be paid for orientation?
Is there any extra testing/unpaid online orientation/etc
that I will have to complete before starting?
Do you have any feedback from previous travelers about this
placement?
If applicable: When do my health benefits start?
If applicable: When do the 401k benefits start? Is there a vesting
period?

Woo. Now you can see everything
in your pay package clearly.
(Make sure all of this is in writing and in the contract as well)
ha-Ching
Time to turn it into a common
denominator.
(What you are paid by the hour)

Break it Down to the Hourly Rate
1. Taxable Base Rate Per Hour: 22 per hour
2. Housing Stipend Weekly: 460
Broken Down into Hourly: 460 divided by 36= 12.7
3. Meals and Incidental Stipend Weekly: 300
Broken Down into Hourly: 300 divided by 36= 8.3 per hour.
4. Total Relocation: 500 total
Broken Down into Hourly: 500 divided by 468 = 1.06 per hour
5. Insurance Weekly: 62 a week
Broken Down into Hourly: 62 divided by 36 = 1.06 per hour= 1.73
6. Licensing/Credential Reimbursement: 200 total
Broken Down into Hourly: 200 divided by 468 = .42 per hour
7. Anything else total:
For example: 1000 Completion Bonus
Broken Down into Hourly: 1000 divided by 468 = 2.13 per hour
Add it all up!
22+12.7+8.3+1.06+1.73+.42+2.13=
48.36
Total hours in contract = 468 (36 hours a week x 13 weeks)

Now that you have an hourly number you can easily
compare contract offers from multiple companies.
1. Your pay is so much more than just the taxed and non-taxed
numbers- your pay includes everything a recruiter is giving you
whether it's in the form of a reimbursement, benefit or money.
2. Nothing is free. Not housing, not licenses, not bonuses, not
medical insurance. Nothing. Each category is a part of your pay
package.
3. Different companies move your money around and put it in
different places for marketing or logistics.
4. Because each company moves your money around differently,
we need to add up all those numbers into one hourly number
that includes everything. It is the only way we can actually
compare pay between companies or assignments.

OTHER MUST
HAVE
NEGOTIATING
TOOLS
Be empowered.
you got this.

Extra time Rates
1. EXTRA TIME may be called a different name at each company. But what
we are talking about is any hours you work that go over what you are
contracted to work.
2. So if your contract says you will work 36 hours- then extra time starts at
37. This is not the same as overtime which is mandated by state laws.
3. The contract you sign should have a number in it that says what you get
paid if you work more hours than contracted.
4. Now that you have calculated your blended hourly rate, you know about
how much you are making per hour when everything is added up.
5. Use that number as a tool to know about what you should be getting
for your extra time rate.
6. The recruitment company is still getting the full bill rate from the hospital
(and sometimes more!) when you work over your hours. So you should be
getting paid a fair amount. Many companies will profit unfairly off of these
extra hours.
7. So from the last example, use that hourly rate and make sure the
number next to your extra time is close to that blended number.
48.36

Extensions
1. Extensions are the ultimate win/win for everyone. The recruitment
companies love them and save money when you extend. The hospital
loves it and trusts you. You don't have to pack and move (yay!) and you
already know you like the job!
2. On your extension, there are a few things in your original pay package
that the company is not able to pay for again. For example, your travel
and license fees.
3. So where does that money go the next time around? For some
companies, they just keep it and make more profit off of you on your
extensions.
4. If a company does this it's like you got a pay decrease on your extension
and they got a pay increase for doing less work.
5. Make sure you feel empowered to know that the reimbursement money
did, in fact, come from your pay package and it was not free. They should
be giving it to you in a new way on an extension.
6. You could get it in the form of more money in your taxable income, in a
bonus, in a CEU reimbursement, etc.
7. Look at your original pay breakdown to see about how much money
you should be negotiating for an extension.

N
TES

N
TES

Live
your
xo Laura
dream!

Want more resources or
a vetted recruiter match from Laura?
Sweet. go Here.
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