California hospitals continue to face persistent workforce shortages, rising labor costs and increasing pressure on clinical operations. These challenges make it critical for hospitals to access reliable, cost‑effective staffing solutions that support both patient care and financial sustainability.
To help address these needs, HASC partners with Healthcare Workforce Logistics (HWL) through the SoCal Works program — a collaboration strengthened by a rigorous vetting process designed to ensure transparency, capability and alignment with HASC’s workforce priorities.
A key factor influencing workforce outcomes is the structure of the managed service provider (MSP). Agency-owned MSPs supply their own clinicians. This setup creates incentives to favor internal staff, which can limit supplier competition, reduce pricing transparency and restrict workforce flexibility.
HWL, however, is a vendor-neutral MSP, meaning it operates independently and does not employ clinicians or own staffing agencies. This structure eliminates conflicts of interest and ensures staffing decisions prioritize cost control, quality, compliance and long-term workforce stability.
By leveraging HWL’s vendor-neutral model, hospitals gain access to a broad supplier marketplace, clear visibility into rates and markups and independent clinical oversight — equipping leaders to improve patient care while supporting financial sustainability.
Vendor‑neutral MSP vs. Agency‑owned MSP: Key Differences at a Glance
You can view the full comparison chart here:
| Category | Agency‑owned MSP | HWL: Vendor‑neutral MSP |
| Ownership Model | MSP is owned by a staffing agency and supplies its own clinicians | Independent MSP; does not employ clinicians or own staffing agencies |
| Incentives | Incentivized to prioritize internal agency staff and protect agency margins | Aligned with hospital priorities: cost control, quality, compliance, transparency |
| Supplier Access | Internal clinicians often prioritized; external agencies may face limited access | Open, competitive marketplace with regional, national, and specialty agencies |
| Pricing Transparency | Fees and margins often blended, reducing transparency | Fixed MSP fee with visibility into bill rates, pay rates, and markups |
| Cost Control | Less pricing tension, potentially leading to higher long‑term costs | Competition, benchmarking, and analytics promote disciplined pricing |
| Clinical Oversight | Oversight influenced by internal staffing goals | Independent RN‑led teams with consistent standards |
| Quality Assurance | Hospitals may assume more responsibility for issue management | Structured, independent QA and issue resolution processes |
| Workforce Flexibility | Strong in agency staffing but less adaptable to hybrid strategies | Supports travel, local contracts, per diem, float pools, direct sourcing, EOR |
| Strategic Focus | Primarily focused on filling open shifts | Long‑term workforce sustainability and advisory support |
For more information, contact Teri Hollingsworth, vice president, human resources and education services, HASC, at [email protected] or (310) 245-1114.