The full journey
Workforce need → bedside nurse
The process,without the void.
Most hospitals that consider international recruitment stop at the same wall: it feels like handing a workforce gap into a void and hoping a nurse appears on a floor over a year later, with no visibility into what’s happening in between. That uncertainty, more than cost or visa complexity, is what pushes hospitals back toward staffing agencies that promise something faster and more familiar, even when that “faster” option is more expensive over time and never resolves the underlying vacancy.
Global MedTeam exists to make every stage visible, and to be clear about who is doing what.
Who does what
We take the process. You keep the clinical call.
What Global MedTeam handles
01Defining the role with you: unit, specialty and headcount, not a generic placement request.
02Sourcing and matching candidates against your hospital's specific requirements.
03Visa sponsorship appropriate to each candidate's situation, EB-3, TN or H-1B, with filing and documentation managed end to end.
04NCLEX and state licensure support, completed before arrival rather than scrambled after.
05Relocation logistics, housing and the first days in the community.
06Settling-in support for the nurse and their family through the first year.
What your hospital handles
01Interviewing and selecting from qualified, pre-screened candidates.
02Unit-level onboarding: systems, badge, EMR access and orientation.
03Day-to-day management from day one, exactly as with any employee.
What an open position is already costing you
Every month a gap sits open, you’re paying for it, just not in a line item that says so.
$175–500K+
Annualized cost per unfilled RN FTE
$60,090
Cost of turnover per nurse who leaves, before refilling the role (NSI 2026)
$3.8M
3-year difference: 20 nurses replaced with direct hires
See it for your hospital.
Download the EB-3 Planning Guide to walk through this process at your own pace, or talk to us directly about where your hospital's gap is today.