Benchmarks
The numbers healthcare leaders already cite.
Recruiters, medical staff offices, and workforce analysts already quote these figures on calls and in board decks. Every one below carries a named source, a publication year, and the date this page last checked it, the same discipline an audit would expect. One row is reserved for Rōvn’s own result. It is empty, and this page says so in plain language rather than leaving it off.
01 The three numbers
Three numbers, cited constantly.
Recruiters, medical staff offices, and workforce analysts already quote these on calls and in board decks. Each one below carries a named report, a publication year, and the date this page last checked it.
78
days, on average, to recruit one experienced RN.
NSI 2026 National Health Care Retention & RN Staffing Report. Published 2026. Retrieved 2026-08-12.
Not published
current publication authority is unavailable for this figure.
NSI 2026 National Health Care Retention & RN Staffing Report. Published 2026. Retrieved 2026-08-12.
118
median days to fill one physician search.
AAPPR 2025 Physician Recruitment Benchmarking Report. Published 2025-09-10. Retrieved 2026-08-12.
Reserved
unmeasured
Rōvn’s own row. Nothing goes here early.
See the empty row, section 04 below.
02 Three clocks, measured three ways
Different clocks. Different endpoints. Never added without saying so.
Fill time
The days from an open requisition to a signed offer vary by role and source. Current figures remain omitted until publication authority is available.
Contract to start
The days after that signature, before the clinician’s first shift: 112 more days, on average. AAPPR, AMA 2025.
Credentialing duration
Measured separately, 70% of respondents report that credentialing and privileging alone runs three to four months inside that same window. AAPPR, AMA 2025.
AAPPR’s published summary reports the 118 and 77 day medians without stating the exact event that opens or closes each clock, and this page does not supply that definition on AAPPR’s behalf. The 112 day contract-to-start average and the 70 percent credentialing finding are not in that summary: both come from the American Medical Association’s 23 December 2025 report of AAPPR’s Physician Credentialing Report and Physician and Clinician Onboarding Research Report. Each day count is reported exactly as its own source reports it.
Inside each of these clocks, most of the elapsed time is chase and waiting, not review: a call unreturned, a form resent, a board portal checked again. The chase segments are the part agents can carry. The measured split between chase time and review time will be published here, dated, once Rōvn has a real one to publish, with no percentage promised in advance.
Two more NSI 2026 figures describe the same pressure without a clock at all: an 8.6% average RN vacancy rate and a 17.6% average staff RN turnover rate, both nationally reported, neither facility specific.
Every figure above last checked: 2026-08-12.
03 The whole clock
2301
days, on average, from a physician requisition opening to that physician working.
The only sum on this page.
This is the homepage’s 230: the same two AAPPR figures from section 02, added once, because they measure one continuous timeline, the day a requisition opens to the day the clinician’s first shift starts. Credentialing duration’s separate 70% finding is never folded into this number.
- Days to fill the role, the half everyone measures
- 118 · AAPPR 2025
- More days from signed contract to first day
- +112 · AAPPR, AMA 2025
- The whole clock, Rōvn’s own term for the sum
- 230
Industry benchmarks: AAPPR 2025 median days to fill plus AAPPR, AMA 2025 contract-to-start, both measured on one continuous timeline. Not a Rōvn result. Retrieved 2026-08-12.
04 The empty row
The fourth row, on purpose.
That is the row the register above reserves, the baseline that draws and stops with nothing on it. Nothing here is invented to fill the space early.
Rōvn · reserved row
Rōvn’s measured effect on these numbers: unmeasured. Rōvn has not yet operated at a real facility. When a measured operating outcome exists, it will be published here, dated.
05 Close
This is the gap Rōvn is built to close.
The three numbers above, and the credentialing finding beside them, describe the distance between a signed contract and a working clinician. That is the distance the operating model is built to close.