About
Built for the CNO who has been managing retention in a spreadsheet
Nursing Workforce Planner is the analytics dashboard the 50–300-bed segment has been missing.
Our mission
Rovaryn Digital Inc. builds focused, self-serve analytics tools for underserved B2B markets — specifically the buyers that enterprise software vendors skip because their TAM is too small to justify a VC-backed build. The 50–300-bed hospital, skilled nursing facility, and LTC operator segment is exactly that market: too large for a scheduling app, too small for QGenda, and sitting on a $60,090-per-departure retention crisis with no dashboard to show for it.
The product story
The national RN turnover rate is 16.4% per the 2026 NSI National Health Care Retention Report. A 100-nurse facility loses roughly 16–19 nurses per year. At $60,090 per departure, that's $960,000–$1,140,000 in annual attrition costs — nearly $1 million — with no BLS wage benchmarking tool, no retention risk score, and no structured way to see the problem coming.
Enterprise workforce management platforms (QGenda, Smartlinx) solve this — for 500-bed health systems with IT departments and multi-month implementation budgets. Scheduling tools (NurseGrid, Deputy) handle shifts, not analytics. The gap between “enterprise too expensive” and “scheduling tool not enough” is exactly where Nursing Workforce Planner lives.
This product is for the CNO at a 150-bed community hospital whose Med-Surg unit just lost its third nurse in eight weeks, the Director of Nursing at a 60-bed SNF who needs to justify a pay band adjustment to ownership, and the Healthcare HR Director managing three facilities who gets travel nurse invoices every month but has no unified view of why.