The questions careful buyers ask. Answered plainly.
General counsel, CNOs, compliance officers, and agency owners ask sharp questions, and they should. Here are the answers, stated the same way we would state them in a procurement review: mechanisms we can show, boundaries we will not cross, and honesty about where we are.
AI operates the workflow. Source systems prove the facts. Humans make every regulated decision.
The boundary questions first.
Is Rōvn a staffing agency?
No. Rōvn is a platform and a verified worker network, not a staffing agency, a job board, or an employment intermediary. There are no placement fees, commissions, or success fees, ever: facilities hire directly, and Rōvn never places, schedules, or deploys workers. Assigning a cleared worker to a shift or unit is always the facility's own staffing decision.
Who makes the hiring and credentialing decisions?
A person at your organization, every time. AI compresses the work, source systems prove the facts, and humans make every credentialing, privileging, hiring, and clinical decision. The product rule is: score the packet, not the person. Named humans approve role requirements and review evidence, FCRA pre-adverse handling is hard-coded into the workflow, and the AI is built so it cannot auto-reject anyone.
What does the AI actually do, and what will it never do?
The AI does the clerical work: it reads documents, structures the fields, dispatches source checks, chases missing items, assembles committee packets, and flags what needs a human. It never verifies anything on its own authority: a claim is only marked verified when a primary source returns a match. And it never decides: hiring, credentialing, privileging, and clinical calls are reserved for humans by design, with each of those gates built into the product.
We already run credentialing in-house. What problem does Rōvn actually solve?
Facilities fight three problems at once, not one. Roles that will not fill: an open RN requisition averages about 83 days and a physician about 118, per NSI benchmarks. Clinicians who cannot clear: a roughly 90-day re-verification tax every time someone changes jobs, re-proving facts already proven elsewhere. And rosters that will not hold: replacing one nurse costs about $60,000, and expirables lapse mid-assignment. Rōvn runs that whole loop on one system, verify once and monitor continuously, while every regulated decision stays with your people.
How the trust is actually built.
How is a verification actually proven?
Every check traces to one of 36 primary source authorities, and a claim only locks as verified when that source returns a match. Each verification writes a receipt: source name, source URL, timestamp, result, and hash. Receipts are hash-chained so any alteration breaks the chain visibly, retained for 7 years, and replayable on demand for a surveyor or an auditor.
How does a worker's data travel between facilities?
The verified record belongs to the worker, not to any facility. It moves only through explicit, revocable consent grants: the worker decides who sees what, and every grant is logged. What a receiving facility gets is verified history with source receipts attached, never a rating, a reliability index, or a reputation score.
What about HIPAA?
Rōvn is HIPAA-aligned, with a Business Associate Agreement available to partners, and the AWS BAA underneath the platform is executed. We deliberately stop at that wording: no authority issues a HIPAA certification, so any stronger label would overstate the claim, and we will not do that. SOC 2 Type I is in progress with Drata; that audit is not finished today, and we say so.
How do you handle the NCQA 30-day monitoring requirement?
Every provider must be monitored at least every 30 days, the standard NCQA has required since July 2025, covering license status, exclusions, and sanctions. That cadence cannot be run by hand at scale, so Rōvn's monitoring rail re-checks the sources continuously and writes a receipt for every check. The stakes are real: Billing for an improperly-credentialed provider remains exposed to False Claims Act liability under Medicare's 60-Day Rule.
Pilots, pricing, and the exit door.
What does a pilot actually look like?
90 days of Readiness, then 90 days of the full Operator, with a decision point at day 180. Along the way you see your roster against primary sources: who is start-ready, who is blocked, what is expiring, with a receipt behind every state. The report is yours either way. The timelines we publish, clearing in days rather than 90, are design targets the pilot exists to prove, not logged results, and we will not pretend otherwise.
What does it cost to get started?
The published entry point is Readiness at $2,500 per month per facility. Workers never pay: the Worker Passport is free, always. Everything beyond Readiness is scoped with you in writing before anything is signed.
Is Rōvn live today?
Rōvn is pre-launch by design. The platform is built and running against a synthetic corpus covering 43 roles across 51 jurisdictions, and no real roster has run through the network yet. We state that plainly because a trust product cannot start with an overstated claim. The founding pilot cohort is forming now.
What happens if we leave?
You leave with your data. The Readiness reports and the audit evidence produced for your roster are exportable, and nothing about the exit erases what was proven. Workers keep their Passports regardless, because the record is theirs: not ours, and not any single facility's.
We are a staffing agency. Is Rōvn a competitor?
No. Agencies are buyers here, and arguably the best fit. An agency does not invoice until the clinician starts, so clearing in days instead of months shrinks the gap between placement and first invoice; and because verification travels with the clinician, one verified record is reusable across every facility you place them into. It is your machine, running faster, and there are still no placement fees on Rōvn, ever.