Frequently Asked Questions &
Common Concerns

It depends, but with a PWD in place and alignment on goals, nurses on an EB-3 visa can arrive within 24 months. For other visas, like H-1B cap-exempt or TN (for Canadian/Mexican nurses), the timeline can be as short as 1-2 months from interview to arrival. In those scenarios, immigration takes less time than recruiting and licensing.
Several variables affect the timeline:

• The visa type (EB-3, H-1B, TN)
• State licensing requirements
• Whether the nurse has already passed the NCLEX
• How fast your internal team moves
• The nurse’s country of origin
• Immigration backlogs or retrogression (for green cards)

We help set realistic expectations and timelines from day one, and the faster you align internally with decision makers, the sooner we can begin building your pipeline.

Far less than most expect. Global MedTeam handles everything related to immigration, licensing, and relocation. Your team is responsible for conducting interviews, extending offers, and onboarding, just as you would with any other nurse hire.

We also provide integration support for nurses to help them get settled. We take care of the heavy lifting so the nurse can focus on work, and you can focus on taking care of patients. However, small gestures like a warm welcome, a clear orientation plan, or recognizing key milestones go a long way in building loyalty and morale.

While retention rates for internationally educated nurses (IENs) are strong, we recognize that no staffing solution is perfect. Global MedTeam screens rigorously for clinical competence, cultural fit, commitment, and motivation. If a nurse leaves or the fit isn’t right, we offer a retention guarantee, which is not standard in this industry.

More importantly, we stay actively involved post-placement. We coach both nurses and employers, intervene early when concerns arise, and work with you to resolve any issues. If necessary, we’ll help you find a replacement, because your success is our success.

Yes. Despite political headlines, legal immigration for nurses is one of the most stable and bipartisan areas of U.S. immigration policy.

• Nurses are designated as a shortage occupation under the Schedule A list, which gives them a fast track through immigration.
• No significant immigration policies during the current administration have negatively impacted nurse recruitment.
• Multiple bills, including the Healthcare Workforce Resiliency Act, have bipartisan support and are under consideration to expand nurse visa availability.

Global MedTeam closely monitors these developments and is actively involved in advocacy efforts. While immigration policy may evolve, the underlying shortage of nurses and the vital role of IENs is not going away.

This is a concern we hear often, and one we take seriously.
Most failures in the space stem from a lack of transparency, poor communication, weak screening, or unethical practices. Global MedTeam was built to do things differently. We offer:

• Rigorous screening for clinical, cultural, and language fit
• Ethical recruitment standards, so we do right by our nurses
• Retention guarantees, mitigating risk for employers
• Expert support for integration and licensing
• A clear, honest communication style. No overpromising or fine print

Our white papers have been adopted by the Philippine Department of Health as the source of truth on the industry. Our experience, transparency, and outcomes speak for themselves. Even organizations with prior negative experiences have seen dramatically different results when supported by the right partner.

Not at all. Some clients start with a focused cohort, targeting one unit, shift, or specialty. Others commit to a multi-year pipeline strategy.

We’ll help you assess where international recruitment makes the most impact. Whether that’s ICU night shift nurses, OR nurses, or long-term vacancies, we’ll build the right-sized program for your goals and capacity. This isn’t all-or-nothing. It’s about building a tailored, scalable solution.

Absolutely. International recruitment requires an upfront investment, but the long-term ROI is clear:

• You gain a full-time, loyal, high-performing RN
• Travel nurses cost 2–3x more per hour
• Sign-on bonuses often lead to churn
• Expert support for integration and licensing
• Replacing a nurse who leaves costs over $61,000 per NSI’s 2025 report [14]

International nurses stay longer, stabilize your staffing, reduce burnout, and improve the quality of care. Beyond cost savings, they empower your team to prioritize delivering exceptional care over scrambling to stay staffed.

• Finance wants ROI and cost savings
• Nursing wants clinical quality and retention
• Legal wants assurance around compliance and risk

• Broader, more reliable talent pipeline. We have an exclusive multi-year supply of highly trained, English-speaking nurses, especially from the Philippines, and can scale to meet larger or more specialized needs.
• Better nurse quality and retention. Our nurses are trained through U.S.-standardized clinical programs, rigorously screened for dedication and cultural fit, and supported through every step of the journey. We also offer a retention guarantee, a level of accountability most vendors do not provide.
• Faster and more transparent process. Clients often tell us we are easier to work with, more responsive, and more proactive than their current vendor. Our immigration, licensing, and onboarding expertise reduces friction and delays.
• Unparalleled post-arrival nurse support. We don’t stop at placement. We provide ongoing support to help nurses succeed and integrate into your workforce, from onboarding to mentorship and troubleshooting challenges. Not just because it is the right thing to do, but because nurse success drives retention, performance, and ROI.
• Ethical, values-aligned approach. We do not lock nurses into exploitative contracts or treat them as temporary labor. Our model is built around fairness, agency, and long-term retention, earning us trust from both nurses and employers.

• Do they have a robust talent pipeline to meet your actual needs?
• Can they explain the process clearly, step by step?
• Do they provide nurse support before and after arrival?
• Do they align with your organization’s values and ethics?
• Do they align with your organization’s values and ethics?
• Do they back their work with a retention guarantee?
• Can they adapt to your state’s licensing and regulatory nuances?