In today’s competitive healthcare landscape, hospitals and health systems across the United States are reimagining how they attract, retain, and support their nursing workforce including the increasing number of international nurses who play a vital role in patient care. Forward-thinking organizations are modernizing their career advancement programs to create strong internal pipelines, reward clinical expertise, and keep nurses both local and abroad engaged at the bedside.
At VisaMadeEZ, we specialize in helping healthcare organizations navigate the process of hiring foreign-trained registered nurses, securing the required U.S. work visas for nurses, and building sustainable workforce solutions. Recent trends show that when healthcare employers invest in career growth without requiring nurses to leave direct patient care, retention rates soar, turnover drops, and patient outcomes improve making immigration-based recruitment even more impactful.
AdventHealth: Building Advancement at the Bedside
Altamonte Springs, Florida-based AdventHealth launched a four-level clinical ladder program in 2022, designed to acknowledge nurses’ specialized competencies while keeping them in direct care roles. Half of its 23,000 eligible nurses have enrolled, and the program is credited with avoiding $47.5 million in turnover costs in 2024.
System Chief Nurse Executive Trish Celano, MSN, RN notes that previously, nurses often had to leave bedside work to advance their careers something that discouraged many foreign-trained nurses who came to the U.S. for patient-centered roles. The new clinical ladder changes that by recognizing clinical excellence and offering growth opportunities without sacrificing hands-on care.
UCHealth: Simplifying Career Pathways for Nurses
Aurora, Colorado-based UCHealth measures the success of its advancement programs through retention rates, internal mobility, engagement scores, and reduced turnover costs.
For experienced nurses, the UEXCEL program has been a cornerstone for more than 30 years. In 2025, UCHealth introduced UEXCEL NextGen, simplifying processes and expanding ways to demonstrate growth in clinical practice, education, evidence-based practice, and leadership.
Additionally, the Ascend Career Program supports current staff including many international healthcare professionals with tuition reimbursement and fully funded educational pathways. This initiative has drawn more than 6,600 participants seeking degrees in nursing, public health administration, respiratory therapy, and more. High interest in nursing programs could lead to nearly 200 new BSN-qualified nurses by 2030 a promising figure for both local and internationally trained recruits.
Hackensack Meridian Health: Building a Sustainable Nursing Ecosystem
New Jersey-based Hackensack Meridian Health has achieved an exceptionally low 4% nurse vacancy rate, far below the national average. Their multi-pronged approach includes:
- ABSN Employment Bonus Program – Offering up to $35,000 for a three-year commitment.
- OFFER Program – Providing financial aid, flexible schedules, and RN mentorship for patient care technicians, many of whom are pursuing nursing degrees.
- RN CAP Program – A formal advancement ladder that rewards clinical expertise and boosts job satisfaction.
These initiatives are backed by substantial investment including $350,000 annually in nursing scholarships and partnerships with local schools to strengthen talent pipelines. For international nurses seeking U.S. employment sponsorship, such programs can make transitioning into the American healthcare system smoother and more rewarding.
Piedmont Healthcare: Retention Through Mentorship and Innovation
Atlanta-based Piedmont Healthcare combines structured mentorship programs with innovative staffing solutions.
A standout initiative is the nurse residency program, boasting a 96% retention rate and an estimated ROI of $16 million over two years. For foreign-trained nurses entering U.S. practice, such mentorship can be invaluable in adapting to American clinical environments.
Piedmont’s Virtual Nursing Program, launched in September 2024, saved 84,460 hours on discharges alone while improving nurses’ satisfaction. Nearly 78% of nurses reported that the program increased their likelihood of staying long-term a key retention driver for both domestic and international staff.
Intermountain Health: Creating Advancement Programs With Nurses in Mind
Salt Lake City-based Intermountain Health co-developed iAspire in partnership with frontline nurses and educators. The program enables both new graduates and experienced nurses including many arriving on H-1B or EB-3 visas for nurses to expand their expertise without leaving the bedside. Early results demonstrate improved retention and stronger engagement, proving that listening to nurses’ career aspirations benefits both staff and patients.
Houston Methodist: Recognizing Bedside Excellence
Since 2007, Houston Methodist’s Clinical Career Path (CCP) has celebrated nurses from novice to expert, guided by Benner’s model of skill acquisition. In 2022, frontline nurses helped update and standardize the program across campuses.
Compensation adjustments and enhanced governance now ensure that CCP participants including internationally recruited nurses receive recognition that matches their skill level. Ongoing biannual reviews keep the program aligned with evolving healthcare needs.
Why This Matters for International Nurse Recruitment
For U.S. hospitals hiring foreign-trained nurses through employment-based visas, retention is paramount. Programs like these:
- Encourage career growth for immigrant nurses without pushing them away from bedside care.
- Foster loyalty through mentorship, education funding, and recognition of clinical expertise.
- Reduce vacancy rates and turnover costs, making visa sponsorship a cost-effective investment.
At VisaMadeEZ, we help healthcare employers integrate internationally recruited nurses into their talent pipelines, providing immigration strategy, documentation support, and long-term workforce planning. By aligning career advancement programs with recruitment efforts, hospitals can not only attract the best global talent but also ensure they thrive benefiting patient care and organizational stability.
Pro Tip: When seeking international RN recruitment solutions, consider whether your organization has a clinical career ladder, mentorship programs, or tuition support. These structures dramatically increase retention rates for nurses arriving from abroad and help maximize your ROI.
VisaMadeEZ — Your Partner in Hiring and Sponsoring International Nurses
Ready to strengthen your workforce with globally trained, highly skilled nurses? Contact us today to learn how we can streamline your nurse visa sponsorship process and help you build a resilient, satisfied care team.
