Long-term Care Solutions
America Is Aging Fast.
Your Workforce Can't Keep Up.
Long-term care is one of the fastest-growing sectors in American healthcare — driven by an aging population, rising chronic disease burden, and a society that increasingly needs professional care. The demand is undeniable. The workforce crisis behind it is equally undeniable.
$82B
U.S. long-term care market
by 2030
Up from $470B in 2024 — growing at nearly 8% annually
Americans aged 65+ by 2050 (up from 58 million today — each a potential long-term care resident)
82%
Average staff turnover rate in skilled nursing
(the highest of any healthcare setting —and still climbing)
$730B
82M
Americans aged 65+ by 2050
Up from 58 million today — each a potential long-term care resident
82%
Average staff turnover rate in skilled nursing
The highest of any healthcare setting — and still climbing
THE DEFINING TENSION
"The conversation across skilled nursing today is no longer just about wages or benefits — it's about creating a culture where staff feel valued, engaged, and supported. When culture is neglected, low wages, overwhelming workloads, and leadership instability only intensify the problem."
WHAT LONG-TERM CARE ADMINISTRATORS TELL US
We're turning away residents because we can't staff the beds.
One in four single-site communities has limited admissions due to staffing shortages. Empty beds aren't a clinical problem — they're a direct revenue crisis caused entirely by workforce instability.
We replace our entire CNA workforce almost every year.
With CNA turnover at 44% and average pay under $40,000, the cycle of hiring, training, and losing staff consumes resources that should be going to resident care. Each replacement costs an estimated $2,200 in direct costs alone.
Agency spend is out of control — and making things worse.
Facilities relying heavily on agency staff see higher permanent staff turnover as a result. The short-term fix becomes a long-term accelerant, driving up costs while undermining the stable teams residents depend on.
The federal mandate is gone — but the problem isn't.
CMS repealed the minimum staffing mandate in February 2026. State requirements remain, and the underlying shortage of qualified caregivers is unchanged. The pressure on administrators hasn't eased — it's just less visible.
Long-term care doesn't have a demand problem. It has a workforce precision problem. The facilities that will thrive over the next decade are those that move beyond reactive hiring and agency dependence — and build a workforce system that attracts, retains, and rewards the caregivers their residents depend on. CareTeams was built to make that possible.
THE PROBLEM
Turnover Isn't Your Biggest Problem.
It's a Symptom of Five Bigger Ones.
Every long-term care administrator knows the turnover number. What's harder to see is the web of workforce management failures underneath it — each one feeding the next, each one solvable with the right system.
Risk 01
Your caregivers don't feel seen — so they leave
CNAs earn under $40,000 a year, carry a 1-to-13 resident ratio, and receive little structured recognition for the physically and emotionally demanding work they do every day. When people feel invisible, they find somewhere else to go. And in long-term care, "somewhere else" is rarely far away — a competitor facility, a home health agency, or out of healthcare entirely. Recognition isn't a nice-to-have in this environment. It's a retention tool you can't afford to ignore.
Risk 02
Scheduling is a daily crisis, not a weekly plan
In long-term care, census fluctuates, call-outs are chronic, and the staffing mix required changes with every resident admission and discharge. Most facilities are scheduling reactively — filling today's gaps with whoever answers the phone, regardless of certification, preference, or fatigue. The result is a workforce that feels overworked and mismanaged, a care team that can't build continuity with residents, and an administrator spending hours every day on logistics that should be automated.
Risk 03
Agency dependence creates a vicious cycle
When permanent staff leave, facilities turn to agency workers to fill the gap. But research confirms what administrators already feel: high agency utilization drives higher permanent staff turnover. Agency workers disrupt team cohesion, rarely know residents, and cost two to three times more per shift. The short-term fix accelerates the long-term problem — and the cycle becomes harder to break with every passing quarter.
Turnover hits harder in small teams
Risk 04
Risk 04
Compliance tracking is manual and dangerously lagging
Between CNA certification renewals, state-specific licensure requirements, infection control training, and the enhanced facility assessment now mandated by CMS, compliance in long-term care is a moving target that most facilities track in spreadsheets or not at all. A survey citation for a credentialing gap isn't just an administrative penalty — it affects your Five-Star Quality Rating, your census, and your reputation in the community.
Risk 05
You can't prove staffing levels when surveyors ask
CMS may have repealed the federal staffing minimum, but state requirements remain — and the Payroll-Based Journal reporting obligation is very much alive. Every hour worked, by every staff member, on every shift, must be documented and defensible. Paper logs, buddy punching, and badge swipes don't meet that standard. When a surveyor asks who was on the floor during a specific incident, your answer needs to be instant, accurate, and backed by tamper-proof records.
CMS may have repealed the federal staffing minimum, but state requirements remain — and the Payroll-Based Journal reporting obligation is very much alive. Every hour worked, by every staff member, on every shift, must be documented and defensible. Paper logs, buddy punching, and badge swipes don't meet that standard. When a surveyor asks who was on the floor during a specific incident, your answer needs to be instant, accurate, and backed by tamper-proof records.
You can't prove staffing levels when surveyors ask
Risk 05
$2,200
Direct cost to replace a single CNA — before lost productivity
25%
Of facilities limiting admissions due to staffing shortages
$2,200
Direct cost to replace a single CNA — before lost productivity
25%
Of facilities limiting admissions due to staffing shortages
1 in 4
Nursing assistants actively looking for another job right now
The facilities losing this battle are not failing because they don't care about their staff. They're failing because they don't have the tools to act on that care systematically. Recognition stays informal. Scheduling stays reactive. Compliance stays manual. And the cycle continues. CareTeams breaks it — with a platform built specifically for the long-term care workforce, from the ground up.
PARTNERING TO SOLVE
The caregiver experience inside a long-term care facility, powered by CareTeams.
Marcus Brown, CNA · Bardstown, KY · 14 mo at Springwood
120-bed SNF · 4-Star CMS · Tiered workforce in action
FEATURED DOWNLOAD
A day inside Springwood. Told moment by moment.
A 10-page narrative from the perspective of Marcus, a CNA at a 120-bed Kentucky skilled nursing facility — and the platform respecting his work, his residents, and his life. Built to show what intentional workforce orchestration looks like in long-term care, from pre-shift through clock-out.
OUR SOLUTION
Built to Break the Cycle.
Purpose-Built for Long-Term Care.
CareTeams addresses every dimension of the long-term care workforce crisis — not as a collection of modules, but as a single integrated platform that connects recognition, scheduling, compliance, verification, and now instant pay into one cohesive system.
Your clinical team
Engage
Verify
Who was there
Your clinical team
Engage
Comply
Every credential
Your clinical team
Engage
Engage
Your care team
Your clinical team
Engage
Orchestrate
Your labor
Your clinical team
Engage
Verify
Who was there
Your clinical team
Engage
Comply
Every credential
Your clinical team
Engage
Engage
Your care team
Your clinical team
Engage
Orchestrate
Your labor
Your clinical team
Engage
Reward
Instantly. Always.
VERIFY
Biometric time & attendance —
Payroll-Based Journal ready, always.
CareTeams replaces paper logs and badge swipes with mobile facial recognition and geofenced clock-ins. Every shift produces a tamper-proof record of who was present, when, and in what role — automatically formatted to support your Payroll-Based Journal reporting obligations. When a surveyor asks who was on the floor during a specific incident, your answer is immediate, accurate, and legally defensible. No reconstruction. No gaps. No exposure.
Replaces: paper sign-ins, badge clocks, manual PBJ data entry
COMPLY
AI compliance shield — continuous credentialing,
Five-Star protected
CareTeams monitors every clinician's CNA certification, state licensure, infection control training, and any other credential required for their role — continuously, not quarterly. If something lapses or is approaching expiration, the system flags it and prompts action before a shift is ever built around that gap. Your Five-Star Quality Rating depends partly on survey outcomes. Survey outcomes depend partly on whether the right staff are credentialed for the care they're delivering. CareTeams ensures they always are.
Replaces: spreadsheet credential tracking, periodic HR audits, reactive compliance fixes
ENGAGE
Clinician experience platform —
make every caregiver feel seen
CareTeams gives every CNA, LPN, and RN a single mobile hub to manage their schedule, update credentials, choose assignments, and receive recognition tied to the behaviors that matter most — showing up, staying engaged, completing training. Motivation science drives the recognition engine, not generic points programs. When caregivers feel valued and in control of their work life, they stay. And in long-term care, stability of care team is directly linked to resident outcomes and satisfaction.
Replaces: informal recognition, disconnected HR tools, manual communication
ORCHESTRATE
AI labor orchestration — schedule to census,
not to last week
CareTeams schedules based on real-time census, resident acuity, staff certifications, and personal preferences — not on whoever answers the phone. When a CNA calls out, the system automatically identifies the most qualified, available, and willing replacement and broadcasts the shift instantly. Administrators stop spending hours on logistics and start focusing on care quality. Labor costs align with actual need rather than chronic overstaffing or dangerous understaffing.
Replaces: phone/text shift fills, manual scheduling boards, reactive census management
REWARD
Instant pay & science-backed rewards —
the retention tool no one else offers
Powered by our partnership with One10 and blockchain-based payment infrastructure, CareTeams can pay a caregiver the moment their shift ends — no waiting for the bi-weekly payroll cycle. Complete a certification? Paid immediately. Cover a difficult shift on short notice? Rewarded the same day. For a CNA earning under $40,000 a year, immediate access to earned wages is not a perk — it's a life-changing benefit that no competitor facility can match. The rewards engine is driven by motivation science, targeting the specific behaviors that reduce turnover, improve care quality, and build the culture your residents and families expect.
Unique to CareTeams — no other long-term care workforce platform offers instant shift-end pay
THE ONE10 PARTNERSHIP ADVANTAGE
One10 brings world-class rewards, recognition, and incentive infrastructure to the CareTeams platform — extending what's possible beyond scheduling and compliance into the motivational layer that drives lasting behavior change. For long-term care, where the workforce crisis is fundamentally a retention and engagement crisis, this partnership is the difference between a workforce management tool and a workforce transformation platform.
THE CARETEAMS DIFFERENCE
These aren't five separate tools. CareTeams is one integrated platform where biometric verification feeds compliance records, compliance records inform scheduling decisions, scheduling drives engagement, and engagement is reinforced by instant, meaningful rewards. Every layer connected. Every gap closed. Purpose-built for the long-term care environment from the ground up.
Ready to break the cycle at your facility? Our team works directly with long-term care administrators and DONs — no lengthy RFP, no enterprise sales process. A focused conversation about your specific workforce challenges and a clear picture of what CareTeams makes possible.
RESULTS YOU CAN EXPECT
What Your Facility Looks Like
When the Cycle Is Broken.
The goal isn't just lower turnover or fewer agency hours — though you'll see both. The goal is a facility that runs with confidence: staffed correctly, compliant always, and built on a workforce that chooses to stay.
40%
Reduction in Agency Spend
Internal float pool development and AI shift broadcasting replace costly agency relationships shift by shift.
40%
Reduction in Agency Spend
Internal float pool development and AI shift broadcasting replace costly agency relationships shift by shift.
2x
Improvement in staff retention
Science-backed engagement, instant pay, and flexible scheduling combine to make your facility the place caregivers choose to stay.
100%
PBJ-ready audit trail, every shift
Biometric verification automatically builds the Payroll-Based Journal records CMS requires — no manual data entry, no reconstruction under pressure.
Biometric verification automatically builds the Payroll-Based Journal records CMS requires — no manual data entry, no reconstruction under pressure.
Same Day
Pay for every completed shift
Powered by One10's instant pay infrastructure — a benefit no competing facility can offer and no CNA will walk away from.
Before CareTeams
A CNA calls out — administrator spends an hour calling down the list
Agency called to fill the gap at 2–3× the cost of a permanent employee
CNA completes her shift and waits two weeks for her paycheck
Credential expiration discovered during a survey — citation issued
Top CNA accepts offer from competing facility offering higher pay
After CareTeams
System identifies the best-fit replacement and broadcasts the shift automatically
EverCredentialed internal PRN staff fills the shift — at employed rates, with resident familiarity
CNA clocks out and her earnings are in her account within the hour
Credential flagged 60 days before expiration — renewed before it ever affects a schedule
Top CNA stays — instant pay, recognition, and schedule flexibility make leaving feel unnecessary
A CNA calls out — administrator spends an hour calling down
the list
System identifies the best-fit replacement and broadcasts the shift automatically
Agency called to fill the gap at 2–3× the cost of a permanent employee
Credentialed internal PRN staff fills the shift — at employed rates, with resident familiarity
CNA completes her shift and waits two weeks for her paycheck
CNA clocks out and her earnings are in her account within the hour
Credential expiration discovered during a survey — citation issued
Credential flagged 60 days before expiration — renewed before it ever affects a schedule
Top CNA accepts offer from competing facility offering higher pay
Top CNA stays — instant pay, recognition, and schedule flexibility make leaving feel unnecessary
THE RESIDENT IMPACT
When caregivers stay, residents thrive. Continuity of care — the same faces, the same routines, the same trusted relationships — is one of the strongest predictors of resident satisfaction and clinical outcomes in long-term care. CareTeams doesn't just improve your operational metrics. It improves life for the people in your care.
Ready to See CareTeams in Your Facility?
We work directly with long-term care administrators, DONs, and executive teams. No lengthy RFP. No generic demo. A focused conversation about your specific challenges and a clear picture of what's possible.