r/Remotenursing

I have 4 years of clinical ( acute med surge ) experience as an RN. I have been non stop applying to remote nursing jobs ( Telehealth and utilization roles for the most part ) , have been denied for “ lacking experience “ when I have no other to get experienced unless I start the job . Or they look for specific course works and certs like interqual or CCM when that is also obtained when you start the job . What do I do ??? PLEASE HELP

Hi everyone!

I'm a Labor & Delivery RN with 10+ years of bedside experience and an active Illinois RN license. I'm looking to transition into a remote nursing position and would love any advice or recommendations.

My ideal role would be in Labor & Delivery, Women's Health, OB, or telephone triage, but I'm definitely open to other remote nursing specialties as well.

One of the biggest reasons I'm making the switch is to have a little more flexibility with my family. Ideally, I'd like a schedule that allows me to drop my kids off at school and pick them up afterward. I'm also open to longer 10–12 hour shifts since I'm already used to working three 12-hour shifts each week.

If you've successfully transitioned from bedside to remote nursing, I'd love to hear:

• What companies would you recommend?
• What job titles should I be searching for?
• Any tips for landing that first remote position?

Thanks so much for any advice you can share!

HI! I'm a CA nurse that has become a stay at home mom. Interested in remote work but unsure where to start. I have experience in Med surge and infusion oncology. Passionate about patient education and patient relationships - love working in person but does not fit this stage of life. Any tips? Looking for something flexible.... 10ish hrs per week. Is that too much to ask?

I feel like so many people are asking and I have not come across many helpful posts.

-How many patients do you have?
-How many hours are you working?
-What are you bringing in monthly?

Edit: Forgot to add
-7 Active Pts
-20hrs since the second week of June
- First check projected to be $1000 including $180 from Orientation. I still have one more day and a few more tasks to completed.

I'm just starting and curious if anyone has actually had a positive experience with consistent working hours.

Thank you!

I was just wondering if any of you WFH nurses had any good suggestions or recommendations for a really good economic office chair. Having worked from home for a while now I am finding that my setup is not really that ergonomic and it’s causing me some issues with my back, etc. I did invest in a desk that I can raise and stand up to work but now I’m looking for a good office chair. I’m willing to invest a little bit of money in it not a fortune but I want to get a good one.

Question for those of you working remotely as RNs:
Are there any companies that are known for hiring newer nurses into work-from-home positions?
I’m a recently graduated RN currently working in PACU, but I also have 10+ years of healthcare experience from previous roles. I know many remote jobs want several years of RN experience, so I’m curious if there are any companies that are more open to newer RNs or provide good training.
I’d really appreciate any company names or recommendations. Thanks!

From the outside, this company appears to be growing rapidly. New job postings seem to appear constantly, creating the impression of expansion and opportunity.

After spending time inside the organization, I came to a different conclusion: many of those openings may exist because people are leaving almost as quickly as they are being hired.

The company was founded with a mission that genuinely resonated with many employees. The early vision felt meaningful, and there were people throughout the organization who cared deeply about the work and the impact they could have.

Unfortunately, somewhere along the way, growth appears to have become more important than building a sustainable workplace.

New hires are often expected to perform at a high level with minimal training, limited onboarding, and little structured support. Expectations are high, but coaching and development can be difficult to find. Mistakes are not viewed as learning opportunities so much as liabilities, which creates an environment where employees become more focused on avoiding failure than doing great work.

Over time, talented and well-intentioned people can find themselves operating in survival mode. Rather than feeling empowered to innovate or improve processes, many become focused on protecting their positions and navigating constantly shifting expectations.

One of the more concerning signs is the leadership turnover. A significant portion of senior leadership has been with the company for less than a year. While fresh perspectives can be valuable, a lack of long-term leadership continuity can make it difficult to establish trust, maintain strategy, or build a healthy culture.

The result is a workplace that often feels caught in a cycle: hire aggressively, demand immediate results, provide limited support, become frustrated when expectations aren't met, and then repeat the process with the next group of employees.

This doesn't mean every person will have a negative experience. Some may thrive in a high-pressure environment with minimal structure. But anyone considering a role should ask detailed questions about onboarding, training, performance expectations, management support, and employee retention before accepting an offer.

A company's mission can be inspiring. Its culture, however, is what employees live with every day.

Hello all! I am interviewing for two companies for a nurse case management role tomorrow. Both are workman's comp related but one company works with catastrophic/ complex care cases; the company is Paradigm. The other one is Choices Case Management and does normal acuity workmans comp.

I have been an occupational health nurse for the past few years but no experience on case management.

1. has anybody worked for either Paradigm or Choices case management? work culture?

2. is an average case load of 25 good for catastrophic cases?

3. I was told 80% is travelling to appointments (is this realistic or does it sound a lot?)

I would love to know any general thoughts about CM in workman's comp!

Hello:)

New grad RN, but LPN of 16 years. I’ve never been worked remote, but really want to try it for a while. I’m honestly just burned out with bedside nursing right now and due to other personal reasons would like to try remote nursing from home. I’ve worked private duty home health peds, med surg, long term care / skilled and corrections.

Any info is appreciated!

Thank you! :)

Like many others I am feeling increasingly overwhelmed and burnt out as a bedside RN, however I am still a baby nurse only 1 year in. I took my current job on a med surg floor to gain experience as a new grad, however I knew I didn't want it to be forever. I thought I could stick it out while I gain experience but my mental health is taking a huge hit and I am ready to start exploring other options.
Prior to nursing school, I worked remote for a health insurance company for 4 years. I held a few different roles but primarily dealt with resolution of escalated issues including appeals, prior auths, stop loss, and high dollar claims.

I know bedside experience is valuable and necessary to be successful and safe as a remote RN, but I am wondering if my previous experience might help me transition into roles like utilization review, case management, or any other remote opportunities. Do I stand a chance or should I prepare myself for rejection?

Location: Oregon

Hi all! My girlfriend is a Registered Nurse, she got the opportunity to work at a summer camp in Oregon for 4 weeks starting on Monday. She’s only worked in a hospital setting before this and communication regarding her contract terms has been frustratingly sparse/vague, she has not signed anything yet.

The latest update was her being told that

1. ⁠the camp does not need to pay her for overtime/on call time because they are a nonprofit summer camp (operating less than 7 months a year)
2. ⁠she’s an independent W9 contractor not a W2 employee

Some information about the job:
- she’s the only RN they hired, there’s supposedly a CNA who will be here for some of the camp but my understanding is they need an RN always present for the duration of camp legally?
- she does not set her own schedule the camp is 100% in charge of that
- she’s been told she must be available and stay on site during “on call” times but she will not be paid for that unless an emergency happens and she is needed
- she’s been told no overtime will be paid because the camp in exempt
- they have provided us with a spot/water/electric for our RV and 3 meals a day

Our questions:

1. ⁠is she really an independent contractor if she’s not in charge of her schedule / can’t say no when asked to work?
   1a) if she is an independent contractor can she bill the camp for hours over 40 worked weekly (at the agreed upon rate)?
2. ⁠if she’s a W2 employee is she still except from overtime/on call time?
3. ⁠if the camp is requiring she stay on site and thus limiting what she can do with free time can they still not pay her unless something happens because the camp is exempt?

I appreciate the help, thank you!