ScrubPay is the back office for healthcare organizations: hiring, payroll, PBJ, documents, and analytics on one employee record. Built for specialty clinics and skilled nursing facilities as readily as acute care hospitals, from under 10 employees to over 10,000.
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Most facilities run hiring in one place, timekeeping in another, payroll somewhere else, and call an outside agency when the roster runs short, then pay someone to reconcile all of it into a PBJ file every quarter. The data is the same data. It just lives in systems that don't talk, one of which won't even show you its own math.
A separate vendor, a separate bill, and a margin you can't see
One employee record, and one company standing behind it end to end.
Start with whatever hurts today. Turn the rest on when you are ready. Nothing gets migrated twice, because it was never in a second system.
A branded careers page on your own domain, with a pipeline built for clinical roles instead of general HR.
Licenses and certifications live on the employee record with expiration dates, so nobody finds out at survey time.
We don't replace the scheduling and timekeeping system you already run. We tie into it, so approved hours become the input to payroll without a re-key.
Payroll that reads the hours already in the system. Direct deposit, tax filing, W-2s, and a branded app for pay and paystubs, no separate vendor to call.
Your quarterly CMS submission builds itself from payroll you already ran, and every document that fed it stays where you can find it.
Labor cost, agency spend, overtime, turnover, and hours per resident day, read off the same data you pay people with.
Flat platform rate plus a flat per-employee payroll rate. No seat licenses, no module upgrades, no renegotiation when you hire.
Payroll onboarding is quoted separately and depends on your current provider, headcount, and how much history moves over. We scope it before you commit to anything.
We build facility websites for $8,000 plus $100 a month, or $10,000 with the careers page built in. Live in under a week or the onboarding fee comes back to you.
Contract labor runs through The Staffing Company on a flat fee you set per role, not a markup on the wage. It is not bundled into your ScrubPay subscription.
This is what a ScrubPay careers page looks like to an applicant — six sample openings, real pay and shift details, one-tap apply.
See the sample careers page →Every skilled nursing facility owes CMS a Payroll-Based Journal submission each quarter, due 45 days after the quarter closes. Most facilities rebuild it by hand from payroll reports, because payroll and reporting were never the same system. In ScrubPay they are.
Employment and payroll regulation changes constantly, and it's different in every state. Our payroll infrastructure runs on a dedicated compliance engine that stays current across federal, state, and local rules, so it's built into every hire and every check instead of living in a binder.
Every hire clears the same checklist, whether it's your first employee or your five-hundredth.
Documents and requirements update on their own when a rule changes, instead of waiting for someone to notice.
Every check clears the same rules, across every state and locality you operate in.
Garnishment orders can be uploaded as a PDF. We read it, apply it to the right person, and add the deduction, no manual entry.
The industry standard is a multiplier on the clinician's wage. Raise a traveler's pay by a dollar and your bill rate goes up by a dollar and a half, because the agency's cut rides on top of the wage. So facilities hold wages down to hold costs down, clinicians see less than the market would pay them, and nobody can find out what the split actually was.
Through our travel partner, you post the role with two numbers you choose: what the clinician earns, and what the recruiter earns for filling it. Your bill is those two numbers plus the employer payroll liabilities at cost and a flat $5 an hour for the platform. Four lines, all of them visible, none of them moving with the wage.
A travel package is not all wages. Roughly half is typically paid as non-taxable per diem reimbursements: a lodging allowance and a meals and incidental expenses (M&IE) allowance, paid under an accountable plan and capped at the GSA per diem rate for that locality.
Employer FICA, FUTA, SUTA, and workers' comp only attach to the taxable half. So the real payroll liability on a travel contract runs closer to 8% of the total package than the 15% or so you would owe on a staff nurse. That saving is real money, every hour, on every contract.
Under a multiplier, that saving is invisible to you and stays with the agency. We put it on your invoice as a line item and bill it at cost.
Per diem treatment depends on the clinician maintaining a tax home and duplicating living expenses while on assignment. Where a clinician does not qualify, the full package is taxable, the liability line goes up, and your bill reflects that instead of hiding it.
Because only half the package is taxable, 16% on taxable wages lands at 8.0% of what you actually pay the clinician. These are conservative starting estimates, not quotes: markups swing with specialty and state, GSA per diem caps move by locality, and workers' comp varies by class code. Drag every slider to your own numbers. The comparison either holds up against them or it doesn't.
Give that traveler one more dollar an hour. Under a multiplier, the agency's cut rides on the package, so you pay the raise and a share of the raise on top. Under a flat fee you pay the raise and the actual payroll tax on the taxable part of it, at cost, while the recruiter fee and platform fee do not move at all. That gap is why percentage markup quietly holds clinician pay down: every facility doing the math on its own decides the raise is too expensive.
Every time payroll goes out, there's interest on funds waiting to be spent and interchange when a card gets swiped. Most payroll vendors keep that. If your staff use ScrubPay's branded paycard and digital wallet instead of a plain direct deposit, that revenue comes back to your facility.
Illustrative planning estimates, not a quote. Actual revenue depends on card adoption, spend behavior, and program terms, and we'll model your real numbers before you commit to anything.
ScrubPay is the back office your facility runs on. The Staffing Company is the open market you reach into when the roster runs short.
The system of record for the people you employ. Everything that has to be true about a staff member lives here: how they were hired, what they are licensed to do, what they worked, what they were paid, and what you told CMS about it.
Our travel nursing and contingent labor partner. Not an agency with a bench, but access to the open market of independent recruiters and agencies, all working the role you posted at the two rates you set.
The traveler lands in the same record as everyone else. A clinician placed through The Staffing Company shows up on your ScrubPay schedule with licenses already verified, their contract hours flow into your PBJ file under the right job code, and your labor analytics show own staff and contract labor in one number instead of two spreadsheets that disagree.
ScrubPay is built by two brothers in Nebraska. We work with specialty clinics, skilled nursing and assisted living communities, critical access hospitals, and acute care systems alike, and for the ones in our region, we would rather sit at your table than send you a deck.
Thirty minutes, your real numbers, no slide deck. If ScrubPay is not a fit for how your facility runs, we will tell you that on the call.