Where to start?

If you’re a staff nurse, you already have many requirements to be a travel nurse. Your Curis Staffing Recruitment team will notify you if anything else is needed and help fill in any hiring gaps.

RN Degree

You’ll need a registered nurse (RN) degree with a minimum of an Associate of Science in Nursing (ASN) degree.

Nursing Certifications

If you are a Licensed Practical Nurse (LPN), Certified Medication Technician (CMT), Certified Nursing Assistant (CNA), and Personal Care Aide (PCA), we will need a copy of your course or program completion.


After graduating from a nursing program, you must pass the National Council Licensure Examination (NCLEX-RN).

State License

You’ll need a license in any state you work. Therefore, you are responsible for applying for the license you need to work in your desired US State. If you are applying for a job/position as a Travel Nurse, please ensure you can work in that state with your current license.  Want to work in a different state? No problem. We can help with the position and location! If we are not operating in that state or locality, we will do our best to find you a position. We request that you inform us of the healthcare facility, and we will work to find you a perfect match.

Work Experience

Travel Nursing and RN:  To become a travel nurse, you need at least one year of experience in your specialty, preferably in a hospital setting.

Other Clinical Professionals:  Some hospitals have additional requirements, such as ACLS, BLS, PALS, and NALS, speak with your recruiter to find assignments that best fit your experience level.

Compliance Requirements

Once you lock down an assignment, your credentialing specialist will help you through the following nursing compliance requirements.

Vaccination Records & Physical Exam

You’ll need to complete a physical and provide proof of a current TB test and specific immunizations before you start an assignment. Your credentialing specialist can set up any necessary vaccinations or lab work and your physical exam. Many Healthcare Organizations and Systems require annual Flu vaccinations, and those seeking employment with medical staff who are “fully” vaccinated against COVID-19. If, for any reason, you need an exemption for not getting any vaccinations, please let us know.  We will respect your right to opt out of having any vaccinations; to be personal, religious, or medical. However, most healthcare facilities require some vaccinations as a condition of work. In this case, it is our policy to seek to place you in a facility where such requirements are not applicable.

Drug Screen & Background Check

We have an essential requirement for all employees to complete a drug screening test and a background check as part of the hiring process. These requirements are needed before you start a short-term or long-term assignment or contract. A drug screen is typically required within 30 days of start and once per year if you stay at the same facility. Your Recruiter or HR Hiring Specialist will help you book any necessary appointments.


The licensing process varies from state to state, and we can help expedite it. Suppose you live in one of the states that’s eligible for a nursing compact licensure. In that case, your Curis Staffing Recruitment Team can direct you to the organization that can help you convert your license so you’re able to practice in all compact states. You are responsible for ensuring your nursing licensing is renewed before it expires.  If your license expires and is not renewed promptly, you will not be eligible to work for Curis Staffing.


Depending on your specialty, you may need additional certifications. Your Curis Staffing Human Resources team will help you figure out what those are and work with you to find classes in your area to complete the process. Additionally, you can check with your professional associations to learn what classes they offer to assist you in receiving the CME/CNE.


  1. Picture Identification: A photo D. from a reliable source.
  2. Pre-Employment Screening: All applicants are subjected to a 10-panel drug screen and otherwise tested in accordance with applicable regulatory requirements.
  3. Criminal Background Investigation: Employees are checked in a manner compliant with the Client’s requirements and always in accordance with government regulations.
  4. I-9: Documentation and verification upon Pre-employment
  5. Education: Documentation of Education associated with profession/class. (Accepted if it is documented on the application)
  6. Work History: Documentation of work history associated with profession/class or as required by the client. (Accepted if it is documented on the application)
  7. References: At least two satisfactory written or verbal references verifying work performance in relevant clinical areas.


  1. License Verification: Primary Source On-Line Verification of the employee’s license/certification verified with the state unless the state does not offer verification.
  2. Certifications: P.R. card and/or other certifications (ACLS, PALS, etc.) as required by policy and client requirements.
  3. Skills Inventory: A comprehensive skills inventory appropriate to job classification and age-specific self-assessment.
  4. OIG/GSA: Automatically checked on all new hires and approximately every 12 months after that.
    What are the OIG/GSA exclusion lists? GSA (General Services Administration), FDA (Food and Drug Administration), and DEA (Drug Enforcement Agency), and action was taken by licensing boards in all 50 states. Providers who receive payment from the government for Medicare, Medicaid, and other federally funded healthcare programs are required to screen employees and contractors against the U.S. Department of Health & Human Services Office of the Inspector General (OIG) exclusion list to ensure they have not been excluded from a federal health care program. Providers that employ sanctioned individuals may be forced to return all federal funds received from these programs to the date the person became employed.
  5. Annual Training and Orientation: Evidence of a yearly review of Fire & Safety, Infection Prevention, Hazardous Waste, Joint Commission Patient Safety Goals, and OSHA and HIPAA Privacy and Security standards.
  6. Health and TB Test: Pre-employment health self-assessment. Upon hire, TB within the past year/or TB questionnaire and current clear chest x-ray. Each applicant must have received the Hepatitis B vaccination series or have provided a declination—other specific health requirements as directed by the client or state health guidelines.
  7. Testing: Documentation of applicants’ competency tests for most clinical staffing A passing grade of 80 percent or better must be obtained. Specialty areas and paraprofessional testing may be replaced with client interviews or other evaluations.


  1. The branch director or designee interviews prospective employees. During the interview, emphasis is placed on work history and clinical expertise.
  2. Information is provided to applicants regarding performance requirements, Curis Staffing’s policies and procedures, and, in many cases, specific policies and procedures of client institutions.
    Requirement: Read and sign the Curis Staffing, LLC Employee Handbook and Policy and Procedures.
  3. The assignment of employees is made with consideration for the skills and expertise of the employee, the needs of the client, and ultimately the client’s acceptance of the employee’s suitability to perform the duties of the assignment.
  4. Curis Staffing, LLC assists its client institutions, as requested, with implementing their orientation policies and procedures.