Charlotte, North Carolina-based Advocate Health, one of the largest health systems in the United States, is taking a major step to strengthen its nursing workforce by partnering with Chamberlain University, the nation’s largest nursing school.
According to a June 29 announcement from Chamberlain University’s parent company, Covista, the collaboration is designed to create a long-term workforce pipeline for Bachelor of Science in Nursing students. Advocate Health operates 69 hospitals, while Chamberlain University serves approximately 40,000 students across 24 campuses and has more than 155,000 alumni practicing in all 50 states.
The partnership will provide nursing students with scholarships, clinical training opportunities, a direct employment pathway, and loan repayment support for those who join Advocate Health after graduation.
For healthcare organizations across the country, this type of investment reflects a growing reality: the nursing shortage is not a temporary staffing issue. It is a long-term workforce challenge that requires multiple solutions, including domestic training pipelines, retention strategies, and international nurse recruitment.
Why Healthcare Systems Are Building Nursing Workforce Pipelines
Advocate Health’s partnership with Chamberlain University is part of a broader trend among hospitals and health systems investing earlier in the nursing career pathway. By supporting students before they enter the workforce, healthcare employers can improve recruitment, increase retention, and create stronger connections with future nurses.
Betty Jo Rocchio, DNP, executive vice president and chief nurse executive at Advocate Health, described the system’s approach as a “People Forward, Practice Ready” strategy focused on attracting, preparing, and retaining nursing teammates.
This approach is especially important as U.S. hospitals continue to face high demand for registered nurses, bedside clinicians, specialty nurses, and experienced healthcare professionals. While nursing schools play an essential role in preparing the next generation of nurses, many healthcare organizations are also looking beyond U.S. borders to meet immediate and future staffing needs.
Domestic Nursing Pipelines Are Important but They May Not Be Enough
Partnerships between hospitals and nursing schools can help create a steady flow of new graduates. However, these programs often take years to produce fully licensed, experienced nurses who are ready to meet today’s patient care demands.
Advocate Health and Chamberlain University expect recruiting for the incoming fall 2026 class to begin in July, with the program growing over time to serve hundreds of students per year. That timeline illustrates both the value and the limitation of domestic pipeline programs: they are critical for the future, but they do not always solve immediate nurse staffing shortages.
Many healthcare organizations are still dealing with urgent workforce gaps caused by:
- Ongoing registered nurse shortages
- High turnover and burnout
- Increased patient care demands
- Competition among hospitals for experienced nurses
- An aging U.S. population requiring more complex care
- Limited nursing school capacity and clinical placement availability
For hospitals, long-term care facilities, rehabilitation centers, home health agencies, and other healthcare employers, international nurse hiring can be a powerful complement to domestic workforce development.
International Nurse Recruitment as a Strategic Workforce Solution
International nurses have long played an important role in supporting the U.S. healthcare system. For employers struggling to fill critical clinical positions, hiring foreign-trained nurses can provide access to skilled, experienced, and motivated healthcare professionals.
However, international nurse recruitment requires careful planning. Healthcare employers must navigate U.S. immigration requirements, licensing rules, credential evaluations, visa processing, and compliance obligations. That is where working with an immigration law firm focused on healthcare hiring can make a significant difference.
VisaMadeEZ helps healthcare organizations hire international nurses through streamlined immigration support, employer guidance, and case management designed for the healthcare industry.
Common Immigration Options for Hiring International Nurses
Healthcare employers interested in recruiting foreign nurses often explore employment-based immigration pathways. While each case depends on the nurse’s qualifications, employer needs, country of birth, licensing status, and visa availability, common options may include:
EB-3 Visa for Registered Nurses
The EB-3 immigrant visa is one of the most commonly used green card pathways for foreign-trained registered nurses. Many registered nurse positions are considered Schedule A occupations, meaning the U.S. Department of Labor has recognized a shortage in this occupation. This can help simplify part of the permanent labor certification process for qualifying employers.
Through the EB-3 visa process, eligible international nurses may be able to obtain lawful permanent residence in the United States and work for a sponsoring healthcare employer.
TN Visa for Canadian and Mexican Nurses
Under the United States-Mexico-Canada Agreement, also known as USMCA, certain Canadian and Mexican registered nurses may qualify for TN visa status. This option can be useful for eligible nurses who meet the professional requirements and have a qualifying job offer from a U.S. healthcare employer.
H-1B Visa for Certain Nursing Roles
While many general registered nurse roles may not qualify for H-1B status, some advanced or specialized nursing positions may be eligible, depending on the job duties, education requirements, and employer structure. Examples may include certain nurse practitioner, nurse educator, clinical nurse specialist, or specialized hospital roles.
Because immigration options vary widely, employers should seek legal guidance before launching an international nurse hiring program.
What Healthcare Employers Should Consider Before Hiring International Nurses
International nurse recruitment is not simply a staffing transaction. It is a workforce strategy. To be successful, healthcare employers should consider the full process from recruitment to onboarding and retention.
Key considerations include:
- Whether the nurse meets U.S. licensing requirements
- NCLEX-RN preparation and passage
- State board of nursing requirements
- VisaScreen certification
- English language testing, when required
- Credential evaluation
- Immigrant visa or nonimmigrant visa eligibility
- Employer sponsorship responsibilities
- Prevailing wage and compliance considerations
- Consular processing or adjustment of status
- Timeline planning for start dates
- Cultural integration and retention support
Healthcare organizations that plan ahead are better positioned to avoid delays, reduce compliance risks, and create a smoother experience for both the employer and the nurse.
A Strong Nursing Workforce Requires Multiple Solutions
Advocate Health’s collaboration with Chamberlain University is a meaningful example of how large healthcare systems are investing in the future of nursing. Scholarships, clinical experience, employment pathways, and loan repayment support can help attract more people into the profession and improve retention.
But for many healthcare employers, the workforce challenge is already here.
That is why a complete nursing workforce strategy may include both domestic and international solutions. Nursing school partnerships can build tomorrow’s workforce, while international nurse recruitment can help address today’s staffing needs and create a more stable long-term talent pipeline.
Hospitals and healthcare organizations that combine local training, nurse retention programs, and global recruitment will be better prepared to compete in a challenging labor market.
How VisaMadeEZ Helps Healthcare Organizations Hire International Nurses
VisaMadeEZ works with healthcare employers that need practical, reliable immigration support for international nurse hiring. Our team understands the unique needs of hospitals, skilled nursing facilities, long-term care providers, rehabilitation centers, home health agencies, and other healthcare organizations seeking qualified foreign-trained nurses.
We assist employers with immigration strategy, visa sponsorship planning, documentation, case preparation, and process management for eligible international healthcare workers.
Whether your organization is just beginning to explore foreign nurse recruitment or already has candidates ready for sponsorship, VisaMadeEZ can help you move forward with confidence.
Ready to Build a Stronger Nursing Workforce?
Your healthcare organization cannot afford to wait years to solve critical staffing shortages. A well-planned international nurse recruitment strategy can help you access qualified global nursing talent while staying compliant with U.S. immigration requirements.
VisaMadeEZ helps healthcare employers sponsor and hire international nurses with clarity, speed, and confidence.
Contact VisaMadeEZ today to discuss your international nurse hiring goals and learn how our healthcare immigration team can support your workforce strategy.
