A 10-section staffing intelligence report built for one purpose: answering whether a facility is worth calling. The Opportunity Score tells your BD team exactly where to focus — with LOW, MODERATE, HIGH, and URGENT tiers ranked by the metrics that actually drive agency placements.
That's the question a staffing agency BD rep asks 50 times a day. CMS star ratings don't answer it. Staffing stability scores don't answer it. A facility can be operationally stable and still be a high-value sales target — if it has a real staffing gap, strong revenue capacity, regulatory pressure, and beds to fill.
The Opportunity Score answers the rep's actual question, not a compliance officer's question. A facility scoring LOW is a pass. A facility scoring URGENT is your next call.
Well-staffed, low regulatory pressure, limited placement opportunity. Monitor quarterly.
Some staffing gaps or revenue signals. Worth a periodic outreach to build the relationship.
Real staffing gap, revenue capacity, and regulatory pressure converging. Prioritize this week.
Critical gap across multiple components. This facility needs nurses now. Call today.
The score is a 0–100 composite built from the five metrics that most reliably predict whether a facility will buy agency staff. Every component is traceable to a federal data source.
Three types of people at healthcare staffing agencies use this report for different parts of the same pipeline.
| Who | The problem they bring to this report | How they use it |
|---|---|---|
| BD Rep / Account Executive | Has a territory of 200+ facilities and needs to know which ones to call this week vs. next quarter. Star ratings and Google searches don't tell them who actually needs nurses right now. | Pull reports on facilities in their territory. Sort by Opportunity Score. URGENT and HIGH facilities go on the call list immediately. LOW facilities get moved to a monthly monitoring rotation. The Action Signals section gives specific talking points for each call. |
| Territory Manager | Allocating BD rep time across a multi-facility territory. Needs to prioritize which counties and facilities represent the highest-value deployment opportunities before committing team resources. | Run reports on the top 5–10 facilities per county. County Opportunity Ranking section in each report shows how the target facility ranks against its 20 nearest peers — revealing whether the opportunity is isolated or part of a cluster. |
| VP of Business Development | Evaluating new state markets for expansion. Needs to understand which states have the highest concentration of HIGH/URGENT facilities before committing to a new regional office or recruiter hire. | Pull reports on representative facilities in target states. Opportunity Score distribution across a sample of facilities shows whether a state market is broadly undersupplied or just has isolated pockets of need. |
Ten sections built from PBJ daily staffing data, CMS quality measures, and HCRIS financials. Delivered as an interactive HTML file with all charts and data tables included.
Facility name, CCN, address, bed count, overall star rating, and the Opportunity Score displayed large with its tier badge (LOW / MODERATE / HIGH / URGENT) and five-component breakdown bars. Stability Score shown as a supporting metric.
The score and tier are the first thing a BD rep sees. One number answers "should I call?" — the breakdown bars answer "why?"
Four KPI cards: Opportunity Score, Contract %, recent violation count, and bed count. Auto-generated narrative paragraph that leads with the sales question specific to this facility and ends with "Lead with:" — a suggested talking point for the first call.
The auto-generated talking point saves a BD rep 10 minutes of prep per facility. At 10 calls per day, that's meaningful time savings at scale.
Current RN HPRD vs. 0.55 industry benchmark, total HPRD vs. 3.48 benchmark, compliance projection status (COMPLIANT / AT_RISK / NON_COMPLIANT / CRITICAL), and sub-metric cards for weekend drop-off, zero-RN days, and coverage gap.
The staffing gap is the core sales premise. This section shows the exact shortfall in quantitative terms — giving a rep a defensible data point for the conversation rather than a vague "they seem understaffed."
CMS 5-star overall rating and component stars, with state and national averages for context.
Low quality ratings correlate with regulatory pressure — a facility under CMS scrutiny for care quality has urgency to close staffing gaps that a high-rated facility doesn't.
92-day area chart of daily nurse hours per resident day, showing day-to-day staffing volatility, weekend drop-offs, and industry benchmark line. RN bar chart and zero-RN calendar heatmap.
The zero-RN calendar is the most powerful visual in the report. A facility with 12 zero-RN days in a quarter is not a risk — it's an immediate sales conversation. The heatmap makes this pattern impossible to miss.
Six PBJ-sourced cards: total contract hours, contract %, employee vs. contract split, weekend contract differential, contract hour trend (growing/stable/declining), and contract staffing takeaway box.
A facility already buying agency staff is a warm lead — not a cold call. This section tells you whether the door is already open, how wide it is, and whether demand is growing or shrinking.
Payer mix breakdown (Medicare / Medicaid / Private Pay / Other) with county and state average comparisons.
Revenue capacity determines whether a facility can afford your rates. High Medicaid concentration above 70% is a warning sign for payment delays and rate pressure. High private pay facilities have the margin to pay agency premiums without pushback.
20 nearest facilities ranked by Opportunity Score with HPRD, RN HPRD, zero-RN days, contract %, and tier badge shown for each. Identifies whether the target is the highest-opportunity facility in its county or one of many.
County context is essential for territory planning. If 15 of 20 nearby facilities score HIGH or URGENT, the county is a cluster worth prioritizing. If the target is the only HIGH facility in a LOW county, it's an isolated opportunity.
Quarterly staffing metrics over 11 quarters showing whether the staffing gap is improving, stable, or deteriorating over time.
Trend direction matters for account planning. A facility with a worsening staffing gap over 8 quarters is a growing opportunity. One that just had a single bad quarter may self-correct.
Action Signals: threshold-triggered alerts specific to this facility — RN gap alert, zero-RN alert, contract surge alert. Methodology: both score formulas with component weights, data vintage box showing all six data layers with refresh dates.
Action Signals give the BD rep a reason to call beyond "we staff nurses" — a specific, data-backed observation about this facility's current situation that opens the conversation.
Every data point is traceable to a federal government source. Daily staffing patterns come from CMS Payroll-Based Journal submissions — actual payroll records, not self-reported estimates.
CMS star ratings measure care quality from a patient and regulatory perspective — they answer "is this a good facility?" The Opportunity Score answers "is this facility a good sales target?" A facility can have a 4-star rating and still score URGENT if it has a real staffing gap, strong revenue capacity, and is already buying some agency staff. The two metrics are correlated but not equivalent, and a good BD rep needs both.
Staffing data comes from CMS Payroll-Based Journal (PBJ) submissions, which reflect actual payroll records submitted quarterly by facilities. The current vintage covers Q3 2025. The daily HPRD chart shows 92 days of actual staffing data from that quarter. The report header displays the vintage date for every data layer so you always know how current the underlying data is.
Yes — that's the primary use case for territory managers. Run reports on the facilities in your target geography and rank them by Opportunity Score to build a prioritized call list. The County Opportunity Ranking section in each report also shows you how the target facility compares to its 20 nearest peers, so you can identify clusters of high-opportunity facilities worth allocating BD time to. For high-volume territory builds across multiple counties or states, contact us about IndexIQ credit-based access.
PBJ data covers Registered Nurses (RN), Licensed Practical Nurses (LPN), Certified Nursing Assistants (CNA), and total nursing hours. The contract staffing profile breaks down employee vs. contract split across all disciplines, so you can see whether a facility's agency usage is concentrated in RNs, CNAs, or spread evenly. This tells a staffing agency exactly what type of clinician to pitch first.
The Facility Staffing Opportunity Report ($199) is purpose-built for staffing agency BD teams — it answers "should I call this facility?" with a focus on staffing gaps, contract dependency, and daily patterns. The Facility Intelligence Report ($299) is purpose-built for investors, lenders, and operators — it answers "should I buy, lend against, or benchmark this facility?" with a 14-section dossier covering ownership, financials, compliance history, and investment signals. They draw on overlapping but distinct data layers and serve different decisions.
Enter the facility name or Medicare CCN to generate your report. Not sure which facility to start with? Use the Research Desk to search by name, state, county, or ZIP code — then run Opportunity Reports on your highest-priority targets.
Live facility-level screening, multi-state filtering, and on-demand report generation billed in credits. Built for analysts running repeat diligence workflows.
14,710 SNFs • 12,251 home health agencies • 14.5M staffing records • 50 states
