The Truth About Travel Nursing Podcast

For nearly a decade, Nomad Health stood as one of the most ambitious attempts to reinvent healthcare staffing through software. Backed by prominent venture capital firms and armed with the language of Silicon Valley disruption, the company promised to modernize an industry it described as bloated, inefficient, and overly dependent on recruiters. Now, after raising roughly $250 million over eight years, Nomad is abandoning its recruiterless staffing operations to focus instead on selling technology.

The move has triggered a wave of commentary across the travel healthcare industry, much of it celebratory among traditional staffing firms and recruiters who view the pivot as proof that the idea of recruiterless travel nursing was fundamentally flawed from the start. The prevailing narrative is simple: healthcare staffing is a relationship business, clinicians want human guidance, and technology cannot replace recruiters.

That conclusion may prove premature.

Nomad’s retreat says less about the impossibility of automation in healthcare staffing than it does about the extraordinary difficulty of transforming a labor-intensive industry into a software business while competing directly against entrenched incumbents that were already becoming highly technological themselves.

When Nomad Health launched in 2015, its pitch aligned perfectly with the broader ethos dominating venture capital at the time. Transportation had Uber. Hospitality had Airbnb. Retail had Amazon. Nearly every major industry was being reevaluated through the lens of software platforms and marketplace economics. Healthcare staffing appeared to be another ripe target.

The company’s founders argued that healthcare staffing agencies relied on outdated workflows, manual processes, and armies of recruiters functioning as unnecessary intermediaries between clinicians and hospitals. Technology, they believed, could streamline the process, reduce friction, increase pay transparency, and allow healthcare professionals to connect directly with employers through a self-service marketplace.

It was an appealing vision, particularly to investors accustomed to the economics of software companies. Staffing firms historically receive relatively modest valuations because they are operationally complex businesses with significant labor overhead. Recruiters, credentialing specialists, compliance teams, payroll departments, and account managers all create cost structures that are difficult to scale efficiently. Software companies, by contrast, can expand revenue without increasing headcount at the same rate, allowing for dramatically higher margins and valuations.

Nomad was not merely trying to build a better staffing agency. It was trying to convince investors that healthcare staffing itself could eventually behave like software.

That distinction mattered enormously because it shaped the expectations surrounding the business. Venture capital firms were not investing hundreds of millions of dollars in pursuit of staffing-company economics. They were investing in the possibility that healthcare labor procurement could become a scalable marketplace platform with the kinds of network effects and operating leverage associated with technology businesses.

But healthcare staffing turned out to be far more resistant to disintermediation than many Silicon Valley entrepreneurs initially assumed.

Travel nursing is not simply a matching problem. It is a dense operational ecosystem layered with compliance obligations, labor regulations, payroll requirements, licensing verification, malpractice considerations, procurement systems, and around-the-clock problem resolution. Hospitals often procure labor through MSPs and VMS systems that add further complexity. Many travel clinicians must legally operate as W2 employees rather than independent contractors, creating additional administrative burdens that do not disappear simply because software improves the user experience.

This reality forced companies like Nomad into an uncomfortable middle ground. While marketed as marketplaces, they still functioned operationally as staffing firms. They recruited clinicians, handled credentialing, managed payroll, negotiated contracts, maintained compliance infrastructure, and participated in the same procurement ecosystems as traditional agencies. The workflows may have been more modern, but the underlying business mechanics remained remarkably similar.

That distinction became increasingly important as competition intensified.

One of the central assumptions behind many recruiterless staffing startups was that incumbent agencies were technologically stagnant. In practice, that assumption proved deeply flawed. By the time Nomad entered the market, many of the largest healthcare staffing firms had already spent years digitizing core operations. Aya Healthcare, Medical Solutions, American Mobile, and others had built sophisticated candidate portals, onboarding systems, mobile applications, compliance automation tools, and ATS infrastructure. Some firms had been investing heavily in software since the late 2000s.

More importantly, those incumbents possessed advantages that software-native startups struggled to replicate. They controlled vast clinician databases, longstanding hospital relationships, mature compliance operations, and recruiter networks that had been built over decades. They also possessed something increasingly valuable in the age of artificial intelligence: massive amounts of operational data.

Against that backdrop, Nomad’s recent pivot begins to look less like a collapse and more like a strategic recalibration.

The company now appears focused on monetizing its software infrastructure directly. Public messaging surrounding the transition suggests Nomad intends to license its technology stack to healthcare staffing agencies, offering white-label mobile applications, applicant tracking systems, credentialing tools, workforce management infrastructure, and AI-enabled workflow solutions. In essence, Nomad may be attempting to reposition itself not as a staffing firm, but as a healthcare staffing technology provider.

That shift dramatically changes the nature of the business.

Competing directly against staffing incumbents meant operating inside the same margin constraints and operational burdens as traditional agencies while simultaneously carrying the expectations of a software company. Selling software to staffing firms, however, potentially allows Nomad to pursue the asset-light economics investors originally envisioned.

The irony is that the pivot many critics are interpreting as a failure of technology may actually represent a more realistic expression of the company’s original thesis.

The broader question now confronting the industry is whether recruiterless staffing itself was merely early rather than impossible.

The argument that clinicians require a “human touch” is certainly not without merit. Travel nursing assignments are often stressful, emotionally charged, and operationally messy. Recruiters do far more than sell jobs. They troubleshoot housing problems, coordinate onboarding, explain compensation structures, manage scheduling conflicts, and provide emotional reassurance during uncertain transitions.

Yet much of that work is also highly repetitive, workflow-driven, and communication-centric. Those characteristics happen to align remarkably well with the current trajectory of artificial intelligence.

Modern AI systems are increasingly capable of handling structured communication tasks, managing procedural workflows, retrieving contextual information, and responding conversationally to nuanced questions. Healthcare staffing firms also possess years of historical recruiter-candidate interactions, chat logs, onboarding records, and workflow data that could eventually be used to train highly specialized systems.

The likely outcome is not a world in which recruiters disappear entirely. It is a world in which staffing firms require far fewer recruiters per clinician because software handles an increasing percentage of routine operational interactions.

That future may still be years away. But it is difficult to look at the current direction of AI development and conclude that healthcare staffing will remain permanently insulated from automation pressures.

In that sense, Nomad’s pivot may ultimately be remembered less as the collapse of recruiterless staffing and more as the beginning of a transition toward a different model entirely. The first generation of healthcare staffing startups may have underestimated the complexity of replacing staffing operations wholesale. But they may also have correctly identified where the industry is heading over the long term.

The real battle may no longer be about eliminating recruiters overnight. It may instead center on which companies build the software infrastructure capable of gradually compressing recruiter-heavy operations into something far leaner, faster, and more automated than the industry has historically known.

The post Nomad Health Pivots to Focus on Tech appeared first on BluePipes Blog.

In this episode of the Truth About Travel Nursing Podcast, host Kyle Schmidt pulls back the curtain on “best travel nursing company” lists and the review systems behind them. Building on the previous episode’s breakdown of the BluePipes methodology, Kyle shares hard-earned insights from over a decade of analyzing travel nursing agencies and review data.

You’ll learn why many popular “best of” lists can be misleading, how outdated or incomplete evaluations slip through, and the common tactics used to make lists appear fresh without meaningful updates. Kyle walks through real-world examples to show how some rankings fail to evaluate a broad set of companies—or worse, include agencies that no longer exist.

He also dives into the major review platforms used in the industry—including Indeed, Glassdoor, Google, Facebook, and Travel Nursing Central—highlighting their strengths, weaknesses, and what to watch out for (like fake reviews, hidden data, and inconsistent scoring systems). Plus, he reviews niche services like ClearlyRated and Great Recruiters, explaining how they can—and can’t—help travelers make informed decisions.

If you rely on online reviews or “top company” lists when choosing a travel nursing agency, this episode will give you the tools to separate signal from noise and make smarter, more confident decisions.

The post TTATN 47: What Travel Nurses Ought to Know About Best Travel Nursing Company Lists and Review Sources appeared first on BluePipes Blog.

Welcome to episode 46 of The Truth About Travel Nursing Podcast! In this episode, I take you behind the scenes of one of our most popular features at BluePipes: our annual list of the best travel nursing companies.

The origin story of the list and how it evolved from a comparison of existing rankings to a robust, independent system

A detailed breakdown of the scoring methodology, including:

Aggregated review data from five independent platforms

Minimum review requirements to ensure legitimacy and scale

Delta-based scoring that highlights year-over-year improvements or declines

Why internal staff reviews are included—and why they matter

What makes a company ineligible, including fake reviews and internal manipulation

Why we include 20 companies, not 5 or 10

The importance of working with multiple staffing agencies as a traveler

We just released the 2025 Best Travel Nursing Companies list.
You can view all our annual lists here!

This episode also sets the stage for the next one, where I’ll share everything you need to know about rating and review services and how to evaluate other “Best Travel Nursing Company” lists across the web.

BluePipes 2025 Best Travel Nursing Companies List

Review sources used in our scoring: Glassdoor, Indeed, Google, Facebook, Travel Nursing Central

The post TTATN 46: How BluePipes Determines the Best Travel Nursing Companies of the Year appeared first on BluePipes Blog.

In this episode of The Truth About Travel Nursing Podcast, host Kyle Schmidt breaks down the recent changes to the Telephone Consumer Protection Act (TCPA) and what they mean for travel nurses. With aggressive new rules from the FCC taking effect in 2025, travel healthcare professionals may finally have tools to combat the flood of unsolicited calls and texts from staffing agencies and job boards.

Kyle explains:

The basics of the TCPA and how it protects consumers

How the FCC’s new “one-to-one consent” requirement closes the lead generation loophole

Why blanket consent is no longer valid for robocalls or robotexts

The importance of the National Do Not Call Registry

How staffing agencies and job boards must now clearly disclose who will contact you—and how

What rights healthcare professionals have to sue for violations (up to $1500 per incident)

Why these changes matter and how professionals can still protect themselves with tools like burner numbers

This episode is a must-listen for any travel nurse fed up with spammy recruiter outreach—and for staffing companies looking to stay compliant.

Check out the annual list of the Best Travel Nursing Companies for 2025 at blog.bluepipes.com

The post TTATN 45: What Travel Nurses Ought to Know About the New TCPA Rules appeared first on BluePipes Blog.

In the final installment of our 3-part series on travel nursing job boards, we uncover the dark underbelly of the job board industry. From misleading advertising tactics to outright fraud, Kyle walks you through the shady practices that job seekers—especially travel nurses—must look out for when searching for jobs online.

You’ll learn how thousands of job boards syndicate the same jobs and compete for clicks in ways that can trick or frustrate applicants, all while prioritizing profit over user experience. Kyle breaks down real-world examples of these deceptive practices and provides insight into how BluePipes avoids them.

Why the job board ecosystem is full of redundant, syndicated listings

How pay-per-click (PPC) advertising distorts incentives for job boards

What “click arbitrage” is and how it exploits both employers and job seekers

The role of job scraping and how it contributes to job board spam

How preregistration and fake application processes steal your contact info

What to watch out for: fake Apply buttons, unrelated job listings, and fraudulent job ads

The importance of using trusted, nurse-focused platforms like BluePipes

Fake “Apply” buttons embedded in ads

Search results that include unrelated or misleading jobs

Bait-and-switch redirects to different jobs or different job boards

“Preregistration” forms that steal your contact info before redirecting you elsewhere

Job boards that market fake listings for companies that aren’t even hiring

Fraudulent banner ads claiming nonexistent high-paying jobs

BluePipes.com – Career marketplace and job board built specifically for travel healthcare professionals

Episodes 42 & 43 for background on how job data is syndicated and posted

The post TTATN 44: Job Board Traps Travel Nurses Should Watch Out For appeared first on BluePipes Blog.

Welcome back to The Truth About Travel Nursing Podcast with your host, Kyle Schmidt! In Episode 43, we dive deep into an often-overlooked but critically important topic: the different types of job boards used in the travel nursing industry—and how understanding them can make or break your job search.

At first glance, all job boards may seem the same, but under the hood, they work in very different ways. In this episode, Kyle breaks down the inner workings of these platforms, providing travel nurses—and recruiters—with a roadmap to better and faster job searches. Whether you’re applying to your first travel contract or are a seasoned traveler, this episode will help you navigate the job board landscape more effectively.

Explains how agencies push job listings from their Applicant Tracking Systems (ATS) to job boards using API connections or job feeds (in XML or JSON format).

Describes how job boards process this data, update listings, and manage job closures.

ATS Job Boards

Built into the agency’s ATS, hosted on the ATS’s domain.

Pros: Easy setup, seamless data flow into the ATS.

Cons: Clunky design, poor user experience, minimal marketing reach.

iFrame Job Boards

Embedded job board hosted on agency’s site via an iFrame.

Similar benefits and drawbacks to ATS job boards, often worse on mobile.

Bespoke Job Boards

Custom-built by the agency, hosted on their own domain (e.g., abcstaffing.com/jobs).

Pros: Full design control, better for SEO/marketing, improved UX.

Cons: More complex to build and maintain.

Pro tip for travelers: Agency job boards are a great way to apply directly and ensure your info stays in-house—but you’ll only see that agency’s listings and pay quotes.

Kyle highlights trusted niche platforms like:

BluePipes

Travel Nurse Source

Allied Travel Careers

Vivian

The Gypsy Nurse

Vetted Health

What sets them apart:

Built specifically for travel healthcare jobs.

Feature-rich (e.g., filtered search by shift, contract length, start date).

No “backfill” jobs—they work directly with agencies.

You apply through the site, not redirected elsewhere.

Candidate tools: resume builders, document storage, pay calculators.

Transparent and scalable pricing for agencies, encouraging full job listings.

Accept all types of jobs, not built for healthcare or travel nurse nuances.

Limited search filters; often return irrelevant results (e.g., “ICU RN” yields NICU, CVICU, etc.).

Agencies often can’t or won’t list all their jobs here due to job slot or pay-per-click pricing models.

Clicks may be low-quality or irrelevant, wasting agency budgets and your time.

Understanding how job boards function helps travel nurses:

Focus their job search on high-quality platforms.

Avoid duplicative or outdated listings.

Prevent personal info from being shared without consent.

Save time and find better opportunities, faster.

Recruiters and agency staff also benefit by learning which platforms offer real ROI and how backend systems like ATS and APIs play a role in successful job marketing.

In the next episode, Kyle exposes the dark side of the job board industry—from misleading “apply” buttons to fake jobs and scam tactics that target travel nurses. Don’t miss it!

The post TTATN 43: The 3 Different Types of Job Boards for Travel Nurses appeared first on BluePipes Blog.

In Episode 41 of The Truth About Travel Nursing Podcast, host Kyle Schmidt lifts the curtain on one of the most misunderstood and often frustrating aspects of the travel healthcare world: job postings.

This episode kicks off a series aimed at demystifying everything travel healthcare professionals need to know about job boards—from the nuts and bolts of how job data is handled, to debunking myths around fake jobs and bait-and-switch pay rates. If you’ve ever been confused or skeptical about what you see on a job board, this is where the clarity begins.

Most staffing agencies today work with multiple sources for job listings—sometimes more than 25. These sources can include direct hospital partnerships, vendor management systems (VMS), or third-party aggregators. Without a centralized system, recruiters would have to manually dig through emails, spreadsheets, and logins just to tell you what jobs are available. That’s neither efficient nor scalable.

To fix that, agencies centralize job data in an Applicant Tracking System (ATS) like BullHorn, LaborEdge, or JobDiva. But the real challenge? Getting all those jobs—each with dozens of unique data points like shifts, locations, and rates—into that ATS in a standardized, searchable format.

Manually handling thousands of jobs (and their rapid turnover) is impossible, so agencies rely on automation software. These tools pull job data from various sources—emails, spreadsheets, VMS APIs—and normalize them into a standard format so that everything functions correctly in the ATS.

Sounds simple? It’s not. The data formats vary wildly. One hospital might write “ICU”, another says “Intensive Care Unit”. Shift times could be “7a–7p”, “12-hour days”, or “7:00am–7:00pm”. The automation software must recognize all of these as equivalent. This is typically handled via complex mapping systems—although some systems are starting to use AI to streamline this process.

One leading software solution in this space is JobRobotix, which many agencies rely on to automate and normalize their job data before pushing it into ATS platforms and job boards like BluePipes.

Calculating pay used to be manual—now, it’s increasingly automated. Tools built into ATS platforms or services like JobRobotix can calculate gross and net pay based on bill rates, tax burdens, hours per week, and more. But as Kyle points out, mistakes still happen. Pay errors in job listings often stem from outdated inputs or calculation glitches, not malicious intent.

Kyle addresses three major complaints about travel nurse job postings:

“This job was bait-and-switch!”
Jobs close fast. Some get filled in under an hour, especially if the hospital hires a returning candidate. Automation helps, but it can’t prevent every mismatch between a listing and real-time availability.

“The pay listed was fake!”
While some agencies do post inflated rates, most discrepancies come from errors in automated pay calculations—especially if any of the variables are off.

“There’s no info about the hospital or work conditions!”
That’s because agencies aren’t the employer and often don’t receive that info. Most systems don’t even have fields for nurse-patient ratios or parking situations. Some agencies build canned hospital profiles, but that’s the exception, not the rule.

Understanding the backend chaos of job posting management helps demystify a lot of the confusion around what travel nurses see online. It sets the stage for future episodes in this series, where Kyle will cover:

How jobs get from the ATS to job boards

The pros and cons of different job boards

Warning signs of spammy or fraudulent listings

Whether you’re new to travel nursing or a seasoned pro, this episode arms you with the knowledge to interpret job listings more accurately—and avoid unnecessary frustration.

The post TTATN 42: Behind the Scenes of Travel Nurse Job Postings appeared first on BluePipes Blog.

It’s no secret that nursing pay, and pay for healthcare professionals in general, shifted dramatically from 2019 until present, 2023. For example, travel nursing pay rose dramatically during the pandemic and is declining dramatically as the pandemic wanes.

I recently had the pleasure of discussing the issue of healthcare pay with Zach Smith, RN, BSN. Zach is the VP of brand at Stability Healthcare, one of the nation’s leading healthcare staffing companies. Zach and I dove deep into the complexities of nursing pay and adjacent issues in the healthcare staffing industry. Zach’s expertise comes from his extensive nursing and business experience. With this unique perspective, Zach provides a wealth of insights into the current state and future directions of nursing and healthcare careers in general. In this article, we’ll summarize this insightful conversation and provide links to video and podcast versions for your convenience.

Before diving in, I want to highlight Stability Healthcare, which Zach represents. With its inception in 2009, Stability Healthcare stands out in the industry for its beautiful website and seamless experience. They’re a true leader among their peers. They blend cutting-edge technology with a personal touch to provide world class service that others rarely achieve in this industry.  As a result, they consistently achieve high rankings on our annual list of the best travel nursing companies. This is a testament to their exceptional service and it’s backed by reviews from numerous healthcare professionals.

“My journey from bedside nursing to the business side has been enlightening,” Zach shared as he discussed his transition from hands-on care to advocating for nurses at Stability Healthcare. This segment of our discussion highlighted the critical need for nursing perspectives in decision-making roles at healthcare organizations. Essentially, having someone who understands the front lines involved in shaping policies and practices in healthcare companies has immense benefits for all stakeholders.

Delving deeper, Zach explained how his experiences as a nurse have informed his approach to addressing the challenges faced by healthcare workers, particularly in terms of work-life balance and job satisfaction. He emphasized the need for healthcare organizations to listen to their healthcare providers in order to create more empathetic and effective policies. Zach also discussed how Stability Healthcare leverages his nursing insights to enhance their services. In doing so, they ensure that their offerings are not just beneficial but also practically applicable to the day-to-day realities of nursing.

We next discussed the pay rate disparities between permanent staff and travelers. Zach observed, “We’re still splitting up the same workforce pie.” He emphasized how the pandemic caused inflation in travel nursing pay. On the one hand, we had the obvious  patient census increase which spiked the need for healthcare professionals. Meanwhile, the federal government alone pumped nearly $200 billion to healthcare organizations during that time.

Next, Zach described the post-pandemic shifts in pay rates. Travel nursing pay has decreased as census normalizes and government funding dries up. Meanwhile, pay for permanent staff appears to be trending up. I pointed out that Kaiser workers recently won a 21% pay increase over 4 years and protective terms around subcontracting and outsourcing from a recent strike.

Further, Zach delved into how these pay disparities have evolved over time, discussing the impact of supply and demand on nursing salaries. He highlighted that while travel nurses often receive higher pay due to their flexibility, willingness to relocate and need to pay for duplicate expenses like housing, this discrepancy can sometimes lead to tensions within the healthcare workforce. To address this, Zach suggested that hospitals and healthcare institutions need to develop more transparent and equitable pay structures that recognize the unique contributions of both permanent and travel nurses.

“It’s about linking arms and standing together,” Zach emphasized the power of collective action. His perspective on the effectiveness of strikes and unity among healthcare workers, regardless of their roles, resonated deeply. He advocated for understanding and mutual support across the healthcare spectrum, highlighting the common challenges faced by all. Expanding on this, Zach discussed the importance of creating environments where healthcare workers feel valued and heard. He mentioned how vital it is for healthcare institutions to foster a culture of collaboration and respect, where differences are not just tolerated but celebrated. Zach also touched upon the importance of mental health support for healthcare workers, advocating for resources and programs that address the emotional and psychological stresses of the job.

Zach reflected on the challenges hospitals face in staffing and technology, saying, “Hospitals are not technology companies; they struggle with modernization.” His insights into the resistance to technological innovation and the need for systems supporting flexibility revealed the hurdles in adapting to the evolving demands of healthcare. Zach further explained how this resistance often stems from a lack of understanding of the potential benefits of technology in streamlining operations and improving patient care. He argued for a more proactive approach towards technology adoption in healthcare, suggesting that hospitals partner with tech companies to develop solutions that are tailored to the unique needs of the healthcare industry. Zach also highlighted the potential of data analytics and AI in enhancing patient care and reducing the administrative burden on healthcare workers.

“Nurses and healthcare workers want flexibility,” Zach stated. He highlighted the critical need for varied roles and schedules to sustain healthcare workers’ well-being. Although he noted a lack of optimism about hospitals’ current capabilities, he called for a paradigm shift towards more innovative and flexible solutions. Zach elaborated on the different forms flexibility could take, such as offering part-time positions, remote work options for administrative roles, and flexible shift patterns. He stressed the importance of healthcare institutions recognizing the diverse needs and life circumstances of their staff. By providing more flexible working conditions, Zach argued, healthcare providers can not only reduce burnout but also attract and retain a more diverse and talented workforce.

On the topic of per diem marketplaces, Zach explained, “The challenge is balancing opportunities with available staff.” He outlined the difficulties in creating a functional per diem marketplace, discussing the need for a balance between shift availability and the qualifications and availability of staff. His insights pointed to the potential benefits and the significant challenges in this endeavor. Zach went on to discuss how a successful per diem marketplace could revolutionize the way healthcare staffing is managed, offering more autonomy to healthcare workers and helping facilities manage staffing shortages more effectively. He also touched upon the technological and logistical hurdles that need to be overcome, such as creating a user-friendly platform that

In wrapping up our enlightening conversation, it’s clear that Stability Healthcare is not just about innovative technology. Their commitment to maintaining a personal touch in an ever-evolving industry sets them apart. This blend of technology and human connection is what places them at the forefront, as evidenced by their high rankings and positive reviews from healthcare professionals. For anyone interested in exploring what Stability Healthcare offers, I highly recommend visiting stabilityhealthcare.com. My heartfelt thanks to Zach for joining us and sharing such valuable insights. His expertise has undoubtedly shed light on many aspects of the nursing profession, offering guidance and perspective in these changing times.

The post Navigating the Shifting Tides of Nursing Pay: A Conversation with Zach Smith appeared first on BluePipes Blog.

Hey everyone. Welcome to the truth about travel nursing podcast. My name is Kyle Schmidt and I’m your host. This is episode 40 and we have another amazing guest with us today. We are joined today by Ryan Sendow. Ryan is an experienced travel nurse who specializes in psych. He’s currently taking some time off to focus on completing a Nurse Practitioner Program. He’s also the owner or operator of two very intriguing social media accounts that you will definitely want to follow. One is on Instagram and the other is on snapchat. They are both referred to as “Travel Nurse Takeover”. I can’t wait for you to hear about these unique and inspiring social media accounts and find out how you can benefit from them and even contribute to them which is what makes them really so awesome.

But first I want to get a little housecleaning out of the way. As you know, this is episode 40 of the podcast. I want to make sure that you’re aware that the first 38 episodes of the podcast are what are commonly referred to as evergreen content. That’s a fancy way of saying that they aren’t based on current events; that they’ll most likely always be relevant and useful.

The reason is that the first 38 episodes deal almost exclusively with the business of being a travel health care professional. Things like how to find housing how to evaluate pay packages. Tips for finding companies extra time pay rates and much more. So I highly recommend starting at episode 1 and listening from oldest to newest. Trust me there’s tons of great information to help you get the most out of your travel health care career.

Second, I want to invite you to connect with me and with BluePipes on social media. You can find me on Facebook at Facebook.com/kylebluepipes, that’s Facebook.com/kylebluepipes. Send me a friend request I promise to accept it. Of course, you can connect with BluePipes on Facebook at facebook.com/bluepipesinc. That’s facebook.com/bluepipesinc. And on Instagram @bluepipesinc. It’s really one of the best ways to get all of our new content and you know hear about everything that’s going on in our world.

OK, so Ryan, thank you again so much for joining us. Take us back to the beginning and let us know how you got started in travel nursing.

[Ryan] Yeah. Hey guys. Hi listeners. Thank you Kyle for having me on the show. I appreciate it. As far as getting started in travel nursing, I just knew when I was a nursing school that I wanted to do some traveling. I grew up in Michigan for 26 years and when I was 24 years old I wanted to travel and I was ready to get out. I didn’t do much traveling growing up. I came from a poor family. So we didn’t do much traveling so I just knew that I wanted to get out and explore the country a little bit more. And that’s kind of how I started. I didn’t know any travel nurses at the time. Everyone at my nursing school, no one really knew about travel nursing, and the more I looked into it, it was really intriguing to me.

So it really helped me motivate myself in nursing school to know that there will be an opportunity to travel. That my job would afford me to explore the country a bit more and get paid a little bit more. Obviously it was a positive as well. So there was a lot of different factors and I was really excited when I started out in nursing with the intention to become a travel nurse.

[Kyle] That’s great. That’s great. So you mentioned that you were in that you grew up in Michigan did you. What part of Michigan did you grow up in.

[Ryan] I grew up in the metro Detroit area.

[Kyle] Ok. OK. So that’s a big it’s a big city.

[Ryan] Yeah yeah I I love it here. Actually it was when I was growing out to be. To be honest I was like Man I can’t I can’t wait to get out of Michigan. But after traveling I actually appreciate Michigan a lot more. And that’s what’s kind of cool about traveling nurses is that I think you start having appreciative appreciation to where you came and where you.

Travel Nurse Takeover on Instagram

Travel Nurse Takeover on Facebook

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Hey everyone welcome to the truth about travel nursing podcast. My name is Kyle Schmidt. I’m your host and this is Episode 39 of the podcast. This is a very special episode because we have our very first guest. That’s right. Up until now it’s been just me bloviating into this microphone by myself so I’m certain you’re as excited as I am to have a fresh new voice to help us branch out.

And we have a very amazing first guest. We’re joined by Alex McCoy. Alex is a pediatric travel nurse. She runs a website called FitTravelLife.net. That’s FitTravelLife.net. It’s a website where she shares her personal passion for food fitness and travel. One of the website’s goals is to help you stay fit and healthy while you’re on the road which, as I’m sure you know, is actually a really difficult thing to do. Again that’s FitTravelLife.net. She is also the admin of the Fit Travel Life Facebook group. This is a Facebook group for healthcare travelers to connect, support and encourage each other on their health and fitness journey. So, you can find the Facebook group at Facebook.com/groups/fittravellife. Alex, thank you so much for joining us and welcome to the show. How did you get started in travel nursing? Take us back to the beginning.

Hey Kyle! Thanks so much for having me. I’m super excited to be your very first guest and excited to be on the podcast. So I started traveling a little over two and a half years ago. Initially I was close to home. My husband was finishing grad school and it was more for financial reasons than anything else at the time. And then once he graduated in May of 2017, he’s a physical therapist, we were able to travel together. I do pediatric travel or pediatric Med Surg. We’ve been to Phoenix, Wisconsin, Seattle, Georgia and then I’ve traveled quite a bit around the state of Missouri where I’m from as well. So it’s been a really great experience. We’re very lucky that both of us get to travel together that we both have careers that can work together in that way. It’s just been a lot of fun. I really, really enjoy it and I enjoy learning about the different facilities and how different places do things. I feel like as a nurse I’ve really grown as a traveler so it’s been great.

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