A Decade of Growth in Healthcare Staffing

This surge represents more than just cyclical demand recovery, it reflects a fundamental reshaping of the labor model within the healthcare system. 

Rising patient volumes, an aging population, widening workforce shortages, and the growing adoption of flexible labor models are converging to make healthcare staffing one of the most investable verticals in the broader healthcare ecosystem. Investors are responding accordingly, recognizing that staffing platforms, workforce tech, and clinical outsourcing solutions now sit at the intersection of care delivery efficiency and long-term system sustainability.

Notably, this projected compound annual growth rate (CAGR) signals consistent year-over-year expansion, driven by both temporary and permanent placement services across nursing, allied health, locum tenens, and physician specialties. Hospitals and healthcare systems are increasingly relying on staffing providers to fill persistent labor gaps, manage cost volatility, and address burnout-related attrition. 

The ongoing shift toward value-based care and outpatient expansion only accelerates the demand for scalable, on-demand labor. For investors, the healthcare staffing market represents a rare blend of resilient demand, high-margin service delivery, and tech-enabled disruption, making it a key target for private equity, strategic acquirers, and growth capital alike.

Key takeaways from chart:

• Strong and Steady Growth Outlook: The healthcare staffing market is expected to grow from $42.04B in 2024 to $82.47B by 2034, reflecting a CAGR of roughly 7.0%, a compelling rate for institutional investors seeking exposure to long-term healthcare trends.

• Accelerating Growth Post-2028: Growth accelerates after 2028, with annual increases exceeding $5B per year from 2029 onward, highlighting a sustained demand wave and the likelihood of contract expansions across health systems.

• Labor Shortage Tailwinds: Persistent shortages of registered nurses, allied health professionals, and specialists are forcing hospitals to turn to staffing providers as a strategic imperative, not a stopgap—an increasingly embedded expenditure.

• Margin Expansion Opportunities: As demand scales, staffing firms have greater leverage in contract negotiations, travel nurse placements, and premium billing models, supporting continued margin expansion in an inflationary environment.

• Platform and Roll-Up Potential: The fragmented nature of the staffing space leaves ample room for roll-up strategies, where private equity firms can create value through consolidation, tech integration, and scale-driven synergies.

• Technology Integration Is a Key Differentiator: Firms leveraging AI-driven scheduling, credentialing automation, and predictive workforce analytics will lead the next wave of competitive differentiation, reducing client churn and boosting placement velocity.

• Macro Resilience: Even during periods of economic uncertainty, healthcare staffing demand remains stable or grows, making it a defensive sector with offensive upside—an attractive feature for diversified investment portfolios.

Employment Growth Underscores Structural Demand for Healthcare Staffing

The latest projections from the Bureau of Labor Statistics reinforce a clear message for investors: the healthcare staffing market is poised for continued long-term demand. Employment for healthcare diagnosing or treating practitioners including physicians, nurse practitioners, and physician assistants, is expected to grow by 9% between 2023 and 2033, significantly outpacing the 4% average growth across all occupations. 

Registered nurses are projected to see 6% growth, reflecting ongoing pressure on the care delivery system as the population ages and chronic conditions rise. These growth figures not only signal increased hiring but also highlight the growing reliance on flexible staffing solutions to bridge persistent labor gaps.

For the healthcare staffing industry, these employment trends point to sustained revenue expansion and expanding market opportunities. As demand for skilled clinicians rises, health systems will increasingly turn to external staffing firms, travel nurse agencies, and workforce platforms to fill shortages and meet fluctuating patient volumes. 

Whether through contract staffing, per diem services, or locum tenens placements, staffing providers will become even more vital in supporting health systems’ capacity needs. Investors should interpret this projected growth as a green light for strategic capital deployment across staffing operations, digital workforce enablement, and next-gen clinical recruiting platforms.

Key takeaways from chart:

• Healthcare Practitioner Employment Is Accelerating: The 9% projected growth in diagnosing or treating practitioners positions this segment as one of the highest-growth employment categories—fueling demand for locum tenens, permanent placement, and telehealth-compatible staffing solutions.

• Registered Nurses Remain Central to Labor Demand: With a 6% growth rate, nurses will continue to drive a large portion of overall staffing spend. Staffing firms with deep nurse pools, strong travel infrastructure, and digital scheduling tools are best positioned to capture market share.

• Staffing Outpaces Broader Labor Trends: Both healthcare practitioner and RN growth exceed the 4% average across all occupations, further validating healthcare staffing as a counter-cyclical, high-demand segment for investor portfolios.

• Workforce Flexibility Is the Future: As employment expands, the need for dynamic, scalable labor models increases—investors should prioritize platforms that enable flexible scheduling, credentialing, and just-in-time clinician deployment.

• Higher Growth = Higher Complexity: Rapid employment growth creates bottlenecks in licensing, onboarding, and compliance. This creates strong tailwinds for staffing tech companies, AI-driven workforce planning, and end-to-end labor marketplaces.

• Recruiting Infrastructure Will Be Critical: Staffing firms must expand their recruiting reach and talent networks to meet this projected demand. Expect more investment into pipeline development, international recruiting, and AI-enhanced candidate matching.

• Investors Should Bet on Scale and Agility: Players that can scale quickly, maintain workforce quality, and adapt to shifting regional needs will emerge as leaders in the next era of healthcare staffing.

The Workforce Gap Reshaping the Healthcare Investment Landscape

The global healthcare industry is on the cusp of a significant labor crisis, one that could simultaneously threaten care delivery and create substantial investment opportunities across staffing, education, and workforce tech. According to the chart, workforce shortages across key healthcare occupations, especially in nursing, medical doctors, and allied roles, remain deeply entrenched and, while improving slightly over time, are forecasted to persist well into 2030. 

While the total projected shortage across most roles declines between 2013 and 2030, the figures remain stark: a 4.5 million shortage in nursing personnel alone, alongside persistent gaps in other high-skill roles like physicians and pharmacists.

For investors, this signals a sustained demand for solutions that can either expand the talent pipeline or increase the efficiency of existing labor forces. These include investments in nurse education, telehealth platforms, staffing marketplaces, clinical automation technologies, and international recruitment models. 

In short, the long-term supply-demand imbalance in clinical talent is becoming one of the defining structural challenges—and therefore opportunities—in global healthcare investment. This data not only informs direct investment strategies in healthcare staffing and services but also shapes thesis-driven capital deployment across MedTech, EdTech, and AI-powered clinical tools.

Key takeaways from chart:

• Nursing Personnel Remain the Largest Pressure Point: The global shortage is projected to shrink from 9.89M in 2013 to 4.5M in 2030, but even this reduced number remains the highest among all categories—solidifying nursing as the most critical bottleneck in healthcare labor and a major investment theme.

• Medical Doctor Shortage Persists Despite Gains: Physician shortages, while decreasing from 3.05M in 2013 to 1.94M by 2030, still represent a significant supply gap. This supports continued investment in telemedicine platforms, locum tenens services, and international medical training pipelines.

• Dentists, Midwifery, and Pharmacists Show Modest Reductions: These categories show relatively smaller shortages and stable trends, which may make them lower-risk, niche investment areas within workforce development.

• ‘Other Occupations’ Is a Fast-Emerging Category: This grouping, which includes lab technicians, health aides, and administrative staff, maintains a large projected shortage of 3.08M by 2030, suggesting substantial unmet demand for non-clinical support services, training programs, and workflow automation.

• Structural Labor Reform Needed: While total shortages are declining, the persistence of gaps across nearly every role indicates that organic system recovery is unlikely. This reinforces the need for scalable, tech-enabled, and policy-aligned workforce solutions.

• Regulatory Support Creates Tailwinds: Governments and health systems are increasingly funding education subsidies, fast-track certification, and digital tools to fill these gaps—creating opportunities for public-private partnerships and investment in upskilling platforms.

• Compounding Effect on Care Delivery Models: These workforce shortages don’t exist in isolation—they will continue to shape the viability of hospital networks, outpatient care expansion, and home health growth, all of which carry implications for health infrastructure and delivery-focused investments.

RN Turnover Trends Signal Persistent Pressure and Opportunity for Staffing Firms

The hospital staff RN turnover rate remains one of the most critical indicators of labor instability across the U.S. healthcare system. As this chart illustrates, the rate spiked to 27% in 2021 following pandemic-induced burnout and workforce disruption, before gradually improving to 16% in 2024. 

For full-time and part-time RNs (FT/PT only), the rate has declined from a peak of 23% to 14%, showing signs of stabilization. However, despite this progress, current turnover rates remain elevated compared to pre-pandemic benchmarks, reinforcing the structural challenges hospitals face in retaining clinical talent.

For the healthcare staffing industry, these turnover trends are a double-edged sword that presents both near-term volume opportunity and long-term strategic alignment potential. High turnover fuels consistent demand for supplemental staffing, travel nurses, and interim placements. 

At the same time, health systems are increasingly relying on flexible workforce solutions, not only to fill immediate gaps but to build resilient, cost-optimized labor models. This reinforces the importance of scalable staffing firms, digital marketplaces, and workforce-as-a-service platforms, all of which are well-positioned to capitalize on—and help mitigate—the ongoing churn in nursing labor.

Key takeaways from chart:

• Turnover Has Eased But Remains Elevated: While turnover has dropped from 27% in 2021 to 16% in 2024 for all staff RNs, this remains above historical norms, signaling sustained demand for temp and travel nurse staffing.

• Burnout Still Drives Churn: Even with improvements, turnover rates in the mid-teens suggest persistent burnout, workload imbalance, and care delivery pressures—fueling strong recurring demand for supplemental staffing firms.

• Staffing Firms Provide a Pressure Valve: As hospitals struggle to rebuild permanent nurse rosters, staffing partners act as critical infrastructure, delivering continuity of care while avoiding unit closures or quality dips.

• Full-Time and Part-Time RNs Also Show Volatility: Even among FT/PT roles, turnover remains at 14%, a sign that core staff retention strategies are not yet fully effective—a gap often bridged by contract labor and float pools.

• Labor Cost Management Becomes Strategic: High turnover raises recruiting and onboarding costs, incentivizing health systems to outsource staffing functions or embrace flexible labor marketplaces to optimize cost and quality.

• Predictable Turnover = Predictable Revenue: For staffing firms and investors, high and steady turnover rates create a durable revenue pipeline, particularly in travel nursing, shift marketplaces, and float pool management.

• Retention Tech & Workforce Analytics Gain Value: Investors should also watch for growth in SaaS solutions, analytics, and AI that help providers manage turnover risk, optimize shift scheduling, and reduce reliance on crisis hiring.

• Geographic & Specialty Imbalances Widen Opportunity: Behind the aggregate data lie regional and specialty-specific turnover spikes, where staffing firms with niche expertise (ICU, ED, rural markets) can command premium margins.

Diverging Supply-Demand Trends Signal Strategic Inflection Point for Staffing Providers

The evolving dynamics of hospital staffing projections reveal a dual narrative—one of progress in some nursing specialties and deepening challenges in others. By 2025, the registered nurse (RN) workforce is expected to fall just shy of meeting demand (98% adequacy), while licensed practical nurses (LPNs) show even greater strain at 95%. Fast forward to 2035, and we see a full reversal in some categories: RN supply finally catches up (100% adequacy), but LPNs fall significantly behind with just 83% adequacy, signaling a systemic shortage.

At the same time, supply for nurse practitioners, anesthetists, and midwives is projected to far outpace demand, reflecting the impact of expanded educational programs, regulatory changes, and increased adoption of advanced practice roles in hospital settings.

For the healthcare staffing industry, this growing imbalance opens strategic opportunity across the talent lifecycle—recruitment, training partnerships, and flexible deployment models. Staffing providers that can address not just the volume, but also the specialty mix and geographic disparities of clinical labor will be best positioned to support health systems under growing pressure. 

The data validates long-term investment in nursing talent platforms, pipeline development for LPNs, and high-margin opportunities in placing advanced practice providers (APPs), especially in under-resourced or rural markets.

Key takeaways from chart:

• RN Market Reaches Balance by 2035: After trailing demand in 2025, the RN labor market is expected to reach 100% adequacy by 2035. This suggests a temporary but significant opportunity for staffing firms to fill critical RN gaps over the next decade, particularly in acute care and critical access hospitals.

• LPN Shortage Becomes More Severe: The LPN market faces a worsening deficit—dropping to 83% adequacy by 2035. This represents a major opportunity for staffing companies to scale LPN recruitment, especially in long-term care, rehabilitation centers, and outpatient settings.

• Oversupply of Nurse Practitioners Creates Margin Leverage: With 205% adequacy projected for NPs in 2035, staffing firms can capitalize on availability to serve primary care, telehealth, and hospitalist coverage at competitive rates—particularly in value-based care environments.

• Nurse Anesthetists & Midwives Offer Flexible Deployment Potential: These specialties show over 100% adequacy, suggesting strong pipelines and flexibility to staff rural, surgical, and maternal health programs—areas where traditional physician staffing may be constrained.

• Specialty Matching Will Define Market Leadership: As adequacy levels diverge across roles, the firms that invest in advanced talent-matching tech, regional workforce planning, and certification management platforms will lead in fulfilling precise client needs.

• Strategic Upskilling = Competitive Advantage: Firms that help upskill or cross-train RNs and LPNs into high-demand specialties will drive stickier placements, better margins, and longer client retention—particularly as hospital systems look for cost containment.

• Forecast Validates Long-Term Demand for Staffing Intermediaries: Even as total supply rises in some roles, the misalignment with demand reinforces the need for nimble staffing intermediaries to rapidly reallocate labor, close short-term gaps, and manage deployment risk for hospitals.

Sources & References

Precedence Research. Healthcare staffing market. https://www.precedenceresearch.com/healthcare-staffing-market

AAC Nursing. Nursing shortage factsheet. https://www.aacnnursing.org/Portals/0/PDFs/Fact-Sheets/Nursing-Shortage-Factsheet.pdf

Nursing Solutions. National Health Care Retention Report. https://www.nsinursingsolutions.com/documents/library/nsi_national_health_care_retention_report.pdf

Definitive Healthcare. Healthcare staffing shortage. https://www.definitivehc.com/resources/research/healthcare-staffing-shortage

Staffing Industry. Healthcare Staffing Market Assessment 2024. https://www.staffingindustry.com/research/research-reports/americas/us-healthcare-staffing-market-assessment-2024-update