Pay transparency, in writing, before you apply.

Hidden pay is the cleanest signal that an employer doesn't trust nurses to make their own decisions. If the range is too low to attract you, they want you to find out after you've already invested four hours in their interview process. By then, sunk cost makes you more likely to take a number you wouldn't have considered on day one.

We don't help employers run that play. Posting a real range is a baseline condition for being on Flor at all. Nurses are professionals making career decisions worth tens of thousands of dollars over a multi-year stretch. The information that decision needs is the pay range and the schedule. Asking for it shouldn't be the part of the process that requires courage.

For hourly roles: a dollar floor and a dollar ceiling. Not a single number, not “starting at,” not “up to.” For salaried roles: an annual range with the same shape. For per diem: the actual hourly rate, not a placeholder.

If shift differentials apply (nights, weekends, holidays, on-call), we surface those separately so you can see the headline rate alongside what your actual paycheck might look like working a 7p-7a rotation. If a differential isn't published, we mark it “not specified” rather than implying it's zero.

“Competitive.” “DOE.” “Negotiable.” Each of those, as the only pay information on a job post, is a missing data point we won't publish. We treat them as a flag, not a filler.

We've turned away employer posts over this. The conversation usually goes: “We'd rather not list a range publicly.” Our answer: nurses don't apply to roles without ranges, and we're not in the business of pushing them to do that. Either they post a range or they don't post on Flor.

When an employer signs the Flor Partner Pledge during onboarding, they commit to listing real ranges. Before each role goes live, our team checks the posting against their committed range. If the numbers look inconsistent — a Med Surg RN at $22/hour, say, in a market where the floor is $36 — we flag it back to the employer for review. About one in five postings goes through a back-and-forth before publishing. The result is a job board where the published pay is the pay the employer is actually paying.

You can filter by pay floor: only show me roles paying $X+/hour. You can sort the job list by pay descending, or by pay ascending if you're comparing PSLF-eligible work and the lower number is fine because forgiveness offsets it. Hourly and salary roles normalize side-by-side so you're not doing math in your head between $42/hour and $87,500/year.

In the job detail view, the pay range sits at the top and stays visible while you scroll. It's not buried beneath a wall of benefits language.

94% of nurses we surveyed have encountered hidden pay during a job search (Flor nurse survey, n=16, RI and surrounding states, 2026). The most common version they described: a posting with no number at all, or a “competitive” or “DOE” listing, with the actual range only revealed after an HR call.