Your staffing rating just dropped

A six-step play for a nurse staffing agency. It starts from CMS data, stacks Indeed on top, and ends in a message to the administrator that is useful before anyone replies.

Deploy in Glider

Installs this workflow, five project tables and a draft campaign. Source access and any external outputs are checked before research.

Category: Health and life sciences
Sources: 2
Steps: 6

The workflow

TriggerCMS dataStaffing ratings and nurse hours per resident day
Evidence
IndeedThe facility's open nursing roles
Artifact
What you hand overA gap sheet: nurse hours against the state average, and what closing the gap costs with per-diem staff.
Contact
GliderFinds the administrator, with a verified work email and a phone
Message
Send itFrom your own mailboxes, evidence attached

Why it earns attention

A falling public staffing rating is visible to families choosing a facility and to regulators. The administrator needs nurses on the floor while they hire, and the cost of the gap is easy to calculate.

The play in six steps

01
Find facilities whose rating fell
CMS data
What you pull
Care Compare data by facility: the staffing star rating this quarter and last, and RN and total nurse hours per resident day against the state average.
Why it matters
A drop in stars is public and immediate. The hours tell you exactly how big the gap is.
Example
Staffing rating fell from 3 to 2 stars · RN hours 0.38 per resident day vs state average 0.67
02
See what they're trying to hire
Indeed
What you pull
That facility's open nursing postings: role, shift, and how long each has been up.
Why it matters
Long-open roles show they cannot hire fast enough. The shifts tell you where per-diem staff would land.
Example
11 nursing roles open · 6 RN · nights and weekends · oldest up 52 days
03
Build the gap sheet
Your artifact
What you build
Hours needed to reach the state average, translated into shifts per week, and the cost with your per-diem nurses.
Why it works
The administrator can see the price of fixing the rating while they hire, in one number.
Example
About 30 RN hours a week to reach average · 4 shifts · cost per week at your rates
04
Check before you send
Ratings lag the data by months. Mention the published quarter and avoid any claim about care quality.
05
Find the administrator in Glider
Glider
Search for
AdministratorDirector of nursingRegional director of operationsStaffing coordinator
Why them
The administrator answers for the rating. The director of nursing builds the schedule and knows which shifts are empty.
What you get
A work email and a direct phone, with the email verified before it goes into a sequence.
06
Send the evidence, then run the first test
To: the administratorEvery line comes from a step above
Your facility's CMS staffing rating dropped to two stars this quarter, with RN hours at 0.38 per resident day against a state average of 0.67.¹ You have eleven nursing roles posted, six of them RN, mostly nights and weekends.² I worked out what closing the gap would cost with our per-diem RNs while you hire: about four shifts a week.³ Want the sheet?
- Facts from the data (the number is the step)
- What you built for them
- One small ask
Why it works
It quotes their own public numbers and turns them into a weekly cost, with no judgment about their care.
First test
Twenty facilities whose rating fell this quarter and that are actively hiring.
Success looks like
Three facilities book per-diem shifts out of twenty.