If you are considering using a healthcare staffing agency in Washington, one of the first questions you will probably ask is: How much does a healthcare staffing agency cost?
There is no single statewide price that applies to every healthcare staffing assignment. The cost depends on factors such as the type of professional you need, the length of the assignment, required credentials, shift requirements, location, urgency, and whether you need temporary, per diem, temp-to-hire, or permanent placement.
Washington also does not currently provide a reliable statewide average staffing-agency rate that employers can use as a standard benchmark. The Washington State Department of Health requires registered nursing pools to report information including amounts charged to facilities, amounts paid to healthcare personnel, and labor-related costs. However, the department’s first annual report cautions that the collected average and total-cost data could not yet be accurately presented because of differences in how the data was interpreted and reported. [1]
That means employers should be cautious about websites claiming that every healthcare staffing agency in Washington charges a particular percentage or fixed hourly rate.
Instead, it is more useful to understand what goes into a healthcare staffing agency’s cost and what you should ask before signing an agreement.
What Does a Healthcare Staffing Agency Cost?
A healthcare staffing agency generally charges an employer according to the terms of the staffing agreement.
For temporary, per diem, or contract staffing, the employer typically pays the staffing agency an agreed rate for the staffing service. That rate is different from the amount ultimately paid to the healthcare professional because the agency may also have employment and operating costs associated with providing the worker.
For example, a staffing agency may have costs associated with:
- Employee wages
- Payroll taxes
- Workers’ compensation
- Professional liability coverage
- Credential verification
- Background checks
- Skills testing
- Recruiting
- Scheduling
- Payroll administration
- Compliance administration
- Account management
- Replacement or backup staffing
- Other employment-related expenses
Washington’s Department of Health specifically requires nursing pools to report labor-related costs such as payroll taxes, workers’ compensation insurance, professional liability coverage, credentialing, and other employee-related costs. [1]
The important point is that an agency’s bill rate is not simply the healthcare worker’s wage.
Why Healthcare Staffing Costs Vary
Two employers can request the same type of healthcare professional and receive different staffing costs.
Several factors can influence the final rate.
1. The type of healthcare professional
An employer seeking a registered nurse will generally have different staffing requirements from an employer looking for a certified nursing assistant or caregiver.
The qualifications, responsibilities, licensing requirements, experience, and availability of different healthcare occupations can affect the cost of filling a position.
For context, the U.S. Bureau of Labor Statistics reported a national median annual wage of $97,550 for registered nurses in May 2025. Nursing assistants had a median annual wage of $39,530 in May 2024, while medical assistants had a median annual wage of $44,200. These are employee wage statistics, not healthcare staffing agency rates. [2][3][4]
This distinction is important when comparing staffing quotes.
2. Temporary, per diem, contract, or permanent placement
The staffing model can make a significant difference.
An employer may need:
- A nurse for a single shift
- Per diem coverage
- Temporary coverage during leave
- A longer-term contract assignment
- A temp-to-hire employee
- A permanent direct hire
These arrangements involve different recruiting, scheduling, employment, and administrative requirements.
A short-notice temporary assignment, for example, can require an agency to identify an appropriately qualified professional quickly, verify credentials, coordinate availability, and manage the assignment.
A permanent placement may involve a different recruitment and hiring process.
There is therefore no sensible single “staffing agency percentage” that applies to every situation.
How Much Does Nurse Staffing Cost in Washington?
Nurse staffing costs depend on the type of nurse, the assignment, qualifications, location, schedule, and urgency.
Washington’s nursing workforce data also shows why employers may experience different levels of availability depending on the role and location.
A 2025 Washington nursing workforce projection reported estimated RN supply of approximately 60,940 compared with projected demand of approximately 69,980 for 2025. That represents a modeled difference of about 9,040 nurses between projected supply and demand. The same projection shows the gap widening in subsequent years under its modeled assumptions. [5]
This does not mean every Washington employer is experiencing a 9,040-person shortage, and it should not be interpreted as a staffing quote or guarantee. It is a statewide workforce projection.
The Washington State Board of Nursing also maintains a workforce dashboard containing information about Washington’s nursing workforce, including geographic distribution, employment status, education, and workforce trends. [6]
For employers, the practical lesson is simple: availability matters when evaluating staffing costs.
A difficult-to-fill position may require more recruiting effort than a readily available role.
How Much Does CNA Staffing Cost?
There is no reliable statewide CNA staffing-agency price that should be treated as a universal Washington rate.
The cost of CNA staffing can vary according to:
- Assignment length
- Shift
- Facility type
- Location
- Required experience
- Staffing urgency
- Credential requirements
- Number of workers required
- Temporary versus permanent placement
- Contract terms
National wage data provides useful context but should not be confused with an agency’s bill rate.
The U.S. Bureau of Labor Statistics reported a median annual wage of $39,530 for nursing assistants in May 2024. It also projects about 211,800 openings per year for nursing assistants and orderlies, on average, from 2024 through 2034, largely because of replacement needs. [3]
For an employer, the more useful question is therefore not simply “What does a CNA cost?”
It is:
What will it cost us to fill this specific staffing requirement, under these specific conditions?
What About Caregiver and Home Health Staffing Costs?
Caregiver and home health staffing costs also vary according to the nature of the assignment.
Factors can include:
- Hours required
- Number of shifts
- Client needs
- Required qualifications
- Location
- Assignment duration
- Weekend or holiday coverage
- Short-notice requirements
- Temporary versus longer-term arrangements
Washington’s Employment Security Department currently projects healthcare and social assistance among the state’s stronger-growing sectors. Its 2026 projections update says education and health services are expected to have the highest sector-level growth from 2024 to 2029, at an average annual rate of 1.97%. The department also identifies home health and personal care aides and registered nurses among the occupations with the highest average annual openings due to growth during that period. [7]
Again, these are labor-market projections, not staffing-agency prices.
Temporary Healthcare Staffing vs. Permanent Hiring
When comparing staffing costs, employers should look beyond the hourly or placement rate.
Direct hiring can involve costs and time associated with:
- Advertising vacancies
- Recruiting candidates
- Reviewing applications
- Interviewing
- Checking references
- Verifying credentials
- Background screening
- Onboarding
- Payroll setup
- Managing the recruitment process
A staffing agency can handle some or all of these activities depending on the service agreement.
Temporary staffing can also be useful when the requirement itself is temporary.
For example, an employer may need additional healthcare personnel because of:
- Employee leave
- Unexpected vacancies
- Increased patient demand
- Schedule gaps
- Seasonal requirements
- Difficulty filling a permanent position
- Short-notice staffing needs
The correct comparison is therefore not simply:
Agency rate vs. employee wage.
It should be:
Total staffing requirement vs. the cost, time, risk, and administrative effort required to fill it.
Is Using a Healthcare Staffing Agency Worth the Cost?
That depends on the employer’s circumstances.
A staffing agency may be particularly useful when an organization needs qualified personnel quickly, has difficulty reaching suitable candidates, or needs temporary coverage rather than another permanent employee.
Washington’s healthcare labor rules also recognize temporary staffing agencies as one possible source of qualified personnel in certain circumstances involving mandatory overtime for covered healthcare workers. Washington Labor & Industries guidance lists seeking personnel from a contracted temporary staffing agency among the steps that may be relevant after other staffing options have been considered. [8]
However, an employer should not assume that using an agency is automatically cheaper than direct hiring.
The better question is whether the staffing solution provides the combination of:
- Appropriate qualifications
- Availability
- Speed
- Reliability
- Compliance
- Administrative support
- Assignment flexibility
- Overall value
What Should You Ask a Healthcare Staffing Agency Before Hiring?
Before agreeing to a staffing arrangement, ask the agency to explain exactly what is included.
1. What type of staffing do I need?
Clarify whether you need:
- Per diem
- Temporary
- Contract
- Temp-to-hire
- Permanent placement
- Direct hire
2. What is included in the quoted rate?
Ask whether the rate covers services such as recruitment, credential verification, background checks, payroll administration, and ongoing support.
3. How are healthcare professionals screened?
Ask about:
- License verification
- Credential verification
- References
- Background checks
- Skills assessments
- Interviews
- Other screening procedures relevant to the role
4. What happens if a worker becomes unavailable?
For temporary and per diem staffing, understand the agency’s replacement and backup process.
5. What are the contract terms?
Review:
- Assignment length
- Minimum hours
- Cancellation terms
- Payment terms
- Conversion or temp-to-hire terms
- Replacement policies
- Any additional charges
6. Can the agency support urgent staffing requirements?
If your organization frequently experiences last-minute staffing gaps, ask how quickly the agency can respond and what types of professionals it can realistically provide.
How Allan Staffing Agency Approaches Healthcare Staffing
Allan Staffing Agency provides healthcare staffing solutions for employers seeking qualified healthcare professionals in Washington.
The agency currently lists staffing support for:
- Registered Nurses
- Licensed Practical Nurses
- Certified Nursing Assistants
- Home Health Aides
- Caregivers
- Medical Assistants
Its employer services include temporary, permanent, per diem, and contract-based placements. Allan also describes its process as including sourcing, screening, credential verification, and onboarding. [9]
Allan’s website currently states that employers can request staffing support without paying a fee until they hire. Employers should confirm the applicable commercial terms for their specific staffing requirement before proceeding. [10]
Because staffing requirements vary, Allan can assess the position, qualifications, schedule, location, and type of placement required before providing the appropriate staffing arrangement.
The Bottom Line on Healthcare Staffing Agency Cost
There is no single healthcare staffing agency cost that applies to every employer in Washington.
The final cost can depend on the healthcare professional required, the assignment type, qualifications, schedule, location, urgency, duration, and the services included in the staffing agreement.
Washington’s own nursing-pool reporting system illustrates why employers should be careful with generic online claims about “average staffing agency fees.” The Department of Health has begun collecting statewide data on amounts charged, worker compensation, and labor-related costs, but its first report says the available average and total-cost figures could not yet be accurately presented because of data-collection limitations. [1]
For employers, the most useful approach is to describe the actual staffing requirement and obtain a quote based on that requirement.
Need healthcare staff in Washington?
Tell Allan Staffing Agency what role you need, how quickly you need coverage, and whether you’re looking for temporary, per diem, contract, temp-to-hire, or permanent staffing.
Request staffing support from Allan Staffing Agency today.
Sources & Further Reading
The information in this guide is based on government, regulatory, workforce, and search-quality sources. Staffing rates vary by role, assignment, location, qualifications, and contract terms, so published wage figures should not be interpreted as healthcare staffing agency bill rates.
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- Washington State Department of Health — Nursing Pool Annual Survey
Information about Washington’s nursing-pool reporting requirements, including amounts charged to facilities, amounts paid to healthcare personnel, and labor-related costs.
Washington State Department of Health - Washington State Department of Health — Nursing Pool Annual Report
Provides information about Washington’s nursing-pool reporting data and explains limitations affecting the presentation of statewide average and total-cost figures.
Washington State Department of Health - Washington State Board of Nursing — Workforce Data Dashboard
Provides Washington nursing workforce information, including workforce characteristics, geographic distribution, employment information, and other workforce data.
Washington State Board of Nursing - Washington Employment Security Department — Employment Projections
Provides Washington-specific labor-market projections, including occupational and industry employment trends.
Washington Employment Security Department - Washington Employment Security Department — Washington Employment Projections Update
Provides current information about projected employment growth and occupations expected to contribute significantly to future job openings in Washington.
Washington Employment Security Department - U.S. Bureau of Labor Statistics — Registered Nurses
Provides national information on registered nurse employment, wages, job outlook, education, and occupational requirements.
U.S. Bureau of Labor Statistics - U.S. Bureau of Labor Statistics — Nursing Assistants and Orderlies
Provides national employment and wage information for nursing assistants and related occupations.
U.S. Bureau of Labor Statistics - U.S. Bureau of Labor Statistics — Medical Assistants
Provides national employment, wage, and occupational information for medical assistants.
U.S. Bureau of Labor Statistics - Washington State Department of Labor & Industries — Healthcare Labor Standards
Provides Washington-specific information about healthcare labor standards, including requirements relating to healthcare staffing and temporary staffing agencies.
Washington State Department of Labor & Industries
- Washington State Department of Health — Nursing Pool Annual Survey
Important Note About Wage and Staffing Rates
Wage figures published by the U.S. Bureau of Labor Statistics describe employee compensation at the national level. They do not represent the amount an employer pays a healthcare staffing agency.
Healthcare staffing agency costs can include factors such as employee compensation, payroll-related costs, workers’ compensation, professional liability coverage, credentialing, recruiting, screening, scheduling, administration, and other services. The actual rate should therefore be confirmed directly with the staffing agency based on the employer’s specific requirements.
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