Remedi sees the gap coming, fills it fairly from your own bench first — agency the last call, not the first — and shows the math to the person working the shift. Decades of workforce science from inside the nation’s largest health systems, across hospitals and post-acute care.
Most short-staffing isn’t a surprise. The season, a flu curve, a school calendar, an outbreak two counties over, the weather — and the shifts most likely to lose someone. The roster keeps adjusting as the week moves and fills fairly as it does, so gaps close on your terms instead of at spot rates the morning of.
Float, per-diem, part-time, overtime — ranked by fairness, acuity, and license before anyone calls an agency. When agency is genuinely the answer, its premium goes on the record.
Every clinician opens their own — weekends, nights, holidays, overtime, preferences honored. Fairness they can check is why they take the open shift, and part of why they stay.
Most short-staffing isn’t a surprise. The season, a flu curve, a school calendar, an outbreak two counties over, the weather — and the shifts most likely to lose someone. The roster keeps adjusting as the week moves and fills fairly as it does, so gaps close on your terms instead of at spot rates the morning of.
Float, per-diem, part-time, overtime — ranked by fairness, acuity, and license before anyone calls an agency. When agency is genuinely the answer, its premium goes on the record.
Every clinician opens their own — weekends, nights, holidays, overtime, preferences honored. Fairness they can check is why they take the open shift, and part of why they stay.
On margins this thin, every open shift looks like a hiring failure. But most short-staffing is predictable — and it still gets filled from outside at 1.5 to 2.5× your own rate, by someone who’s never met your patients.
The schedule behind it erodes trust with every ignored request, and every hour of overtime that lands on whoever’s easiest to call. None of that is a failure of effort. It’s what happens when a schedule is built once and then defended by hand, every day, by people who already have another job.
The workforce isn’t short. The plan is.
Remedi manages the plan instead — the gap seen before it lands, filled fairly from your own bench, every call left on a record you can actually go find. A teammate, not a replacement: alongside your team and under their oversight, accountable for every action, on the record you already keep.
Remedi pays off when your agency spend falls, your people stay, and your license bill shrinks. Same side of the table, by design.
The administrator wants the bench used first. The DON wants the grid held. The staff want a schedule they can trust. Remedi works all three off one set of numbers — forecast the gap, fill it from your own bench first, and put it on a ledger anyone in the building can open.
Here is what moves — and, where the public record can say, what a unit of movement is worth.
Gaps close in fairness order from your own roster, float pool and per-diem before anyone reaches outside — and what each covered gap actually costs shows up per shift and per hour.
Agency and travel labor bill 1.5–2.5× your own staff. Every shift you move back in-house recovers that difference. CEPR, 2022
Every unit measured against the grid you set — the hours it came in short, and the hours over — so nothing is graded against a target we hand you.
Requests honored, the posted schedule left stable, and the overtime nobody asked for made visible instead of buried — each decision carrying a reason the person can open.
The roster solves itself, and re-solves when the day breaks. Nobody spends the morning working the phones.
Rest between shifts, hours within limits, no one scheduled past a credential — the breaches caught before the schedule is posted, and fatigue flagged before it crosses the line.
The only number that counts is the one from your own building.
Chronic shortages, burnout, and the expensive scramble to keep every shift covered. Managing that is the whole product, at one price — and what sits downstream of it is yours to add when you want it.
Forecast to filled.
Demand read weeks out. A roster solved on acuity, fairness and cost together. Every gap closed from your own bench before agency, and a ledger the people working the shifts can open themselves.
It becomes the thin note, the authorization nobody chased, the denial that lands three weeks later with no one able to trace it back. The same governed system follows the workforce all the way down — one module at a time, on your schedule.
Thursday night on 3 North comes up short an RN — days before anyone calls out.
Solved against acuity, fairness, and cost together, every line carrying the reason it reads that way.
Float, per-diem, part-time, in fairness order — agency the last call, logged with its premium.
Eligibility checked and the authorization requirement read before the patient arrives.
The encounter captured as it is spoken, structured, and signed before the shift ends.
Built on the coverage already captured — and, if it is ever denied, traced back to this shift.
The schedule, the clock, and the paycheck reading from one set of numbers.
Each one starts with trial time on your own operation, against your own numbers, before it reaches an invoice. See what each one costs →
The people feel it first — the clinician who walks in already knowing the patient, the note finished before the shift ends, the floor that isn’t left short.
More time in direct care, safer patients, and staff who stay.
Burnout doesn’t start with the patient — it starts with the schedule. Decades of organizational-justice research on why clinicians leave point at the same loop: a fair schedule earns trust, trust fills the open shifts from your own bench instead of agency, and fewer gaps mean people stay — which makes the next schedule easier to fill, and fairer still.
People don’t stay for a perfectly solved roster. They stay because the process treated them fairly — and they could see it for themselves.
Forecast the week’s real demand, then share the load fairly — by acuity and specialty, not coverage alone.
When the schedule is fair and they can see how it’s built, staff trust it instead of working around it.
Your own people pick up the open shifts — float, per-diem, part-time — before you ever call an agency.
Fewer gaps, less burnout, a schedule people can plan a life around — the loop the research keeps finding. Your bench deepens, and the next schedule is easier to fill.
Gaps fill from your own people first — external calls fewer, at rates you cap.
Fair shifts and a schedule they can plan a life around — what the organizational-justice research ties directly to staying. Measured on your own rosters, cycle over cycle.
The same clinicians, with the patients who already know them — fewer handoffs dropped.
Labor cost controlled and revenue protected — the margin holds without adding headcount.
Each turn, the schedule gets fairer and fuller — and the return keeps compounding.
Weather, school calendars, transit, outbreak alerts — the forecast reads the world your staff lives in, and coverage shifts before the first call-out. Every catch cited to a rule. Every critical decision still yours.
Three Med-Surg RNs trending below the unit fairness line for four straight weeks — a pattern that predicts attrition before it shows up in exit interviews. The DON notified with the rebalance that fixes it.
Storm system tracking in by Wednesday morning. Remedi already shifted the morning crew — protected the long commutes, surfaced the gap, lined up the fill before the first call-out came in.
A 2am call-out left the unit short. Same-skill, fairness-balanced clinician proposed — the one who already knows the patient. Shift lead approved in 90 seconds.
The complete medical history pulled before admission. Two medication conflicts and a recent imaging study summarized in plain language for the admitting clinician — first hour with the patient, not the chart.
Patient walks in Monday. Plan switched 72 hours ago. Eligibility re-verified at intake instead of three weeks later in a denied claim.
Clinician signs the note and the answer comes back while they are still in it: this denies under CO-50 — add the missing detail. Fixed before billing ever pulled it.
Continuous audit against the standards your setting is held to. The compliance lead notified Tuesday — fixed before the surveyor ever walked in.
A patient’s chart trending toward an incomplete quality measure two days before discharge. The care team notified in time to close it — met and documented, not abstracted after the fact.
Specialist requests imaging for a patient with a complex history. The justification packet is built from the complete medical history and waiting on the request before anyone goes looking for it.
CO-97 came back Tuesday. Reconciled to a missing element in last week’s documentation, routed to the lead who can fix it. Owner notified, root cause closed.
Every clinician’s preferences, fairness position, and history travel with them, cycle after cycle. Governance is over the work — never over the person.
Remedi doesn’t decide anything. Your team does.
It can forecast a gap, draft a note, suggest a fill. What it can’t do is make the call — the last word always belongs to a person. Remedi arrives as governed workflows rather than parts to assemble, so the record that does the work is the record you audit — there is no second version of events to reconcile it against.
Healthcare doesn’t reward speed. It rewards the system that survives the audit, the survey, the lawsuit, and the budget review.
In order of authority.
Yes. No. Not now. The last word — always.
Explains, drafts, and cites every step. Never decides on its own.
Probabilities, not prescriptions. Versioned, evaluated, replaceable.
The rules that fired. Citable to a reg, repeatable on demand.
The reasoning model is replaceable. The rules, the math, and your team’s judgment are not.
The same rules, in motion.
What an hour looks like.
Remedi manages both ends of the discharge on one engine — the hospital that sends the patient on, and the setting that receives them. It works with whatever record you already keep, delivered and governed, without a transformation you’d have to staff. Sophisticated AI shouldn’t require an enterprise budget.
Beds move when labor moves. Staffing flexes to the census you’re about to have — not the one you had — and admission and discharge handoffs close on time, on the record you already use. More bed-days without adding a bed.
Gaps fill from your own bench at W-2 rates instead of 1.5–2.5× agency premiums. Overtime stays contained, and fair schedules are part of why people stay. The margin holds without adding headcount.
The smallest teams feel the agency premium hardest and have no one to spare for a transformation. Remedi is delivered as a service — configured and operated for you — so a critical-access hospital gets the same fair scheduling and governed workflows as a large system, without hiring to manage it.
Remedi reasons over your systems of record — the EHR, your core HR and billing, the rails that already carry your data — and never replaces them.
What it replaces is the sprawl stacked around them: the standalone scheduling, eligibility, denials, prior-auth, and dashboard tools your teams keep a dozen logins for. Each one’s work moves into Remedi, and the subscription gets cancelled. You stop logging in, and the invoice stops arriving.
The systems the operation is built on stay exactly where they are. Remedi reads and writes to them — the EHR, payer, scheduler, scribe, and workforce systems your teams already use. Connect-first is the safe on-ramp.
See how it connectsThe one-job browser tools bolted on around the record collapse into one governed system. Every cancelled license is a second dollar lever — on the same ledger as the agency spend you avoid.
Remedi lets you retire subscriptions rather than add one.
You don’t build it, and you don’t staff it — Remedi is delivered as a service, a tested system of healthcare-trained agents configured to your operation, with the outcomes we’re accountable for written into the contract. Not a framework to build on, not a coding project.
A joint research initiative with Middle Tennessee State University is studying whether schedules built by AI that explains its decisions — every assignment traceable to a reason — are experienced as fairer and more trusted by the people working them. It lives in the units where staffing decisions actually get made, and it measures what those people report.
Research partners help shape what gets measured, and the findings get published either way.
CMS publishes staffing for every certified nursing facility in the country — hours by day, contract labor beside your own, turnover quarter over quarter. Yours is in there right now, and most operators have never had it read back to them.
Tell us the facility and we’ll do that. It takes no data from you, needs no agreement, and every figure traces to the same public source, so you can check the whole thing against us.
Ask for your facility readHospitals aren’t in the staffing file, so the read comes off your cost report instead — the labor picture, not the daily detail.
The next step is your own history rather than the public version of it — your schedule, your call-outs, your census, replayed against what Remedi would have done with them. That one is a conversation, not a form.
To evolve how healthcare works — so better care costs less and reaches more people.
Start HereTell us where the work breaks down. If it’s a fit, we’ll prove it together — on your floor, with your numbers.