By Mariah Taylor

Across the nation, hospitals and universities are implementing financial incentive programs to recruit new and experienced nurses.

Many of these incentives were developed or enhanced in response to staffing challenges during the COVID-19 pandemic, said Candace Mori, PhD, RN, senior vice president and system chief nursing and patient care services officer at Cleveland-based MetroHealth.

“To us, financial incentives are investments in the caregivers who pour their energy and heart into our patients every day,” Dr. Mori said.

In 2026, many systems and universities are expanding the pool of money for these programs, with scholarships, tuition reimbursement or loan repayment, and sign-on bonuses being the most common financial perks.

I reached out to three systems to learn what incentives they offer, and which are most sought after among new and experienced nurses.

The range of incentives

MetroHealth offers sign-on bonuses and tuition reimbursement to all incoming nurses. They also offer pickup and certification incentives, as well as preceptor and charge nurse incentives.

Escondido, Calif.-based Palomar Health offers sign-on bonuses, relocation assistance, tuition reimbursement, student loan repayment support, shift differentials, an employee referral program, certification pay and performance-based bonuses. Some of these incentives have been long-standing in the compensation structure, while more targeted incentives such as sign-on bonuses and loan repayments have expanded in recent years to meet workforce shortage needs, said Mel Russell, MSN, RN, chief nurse executive and COO at Palomar Health. For example, in 2023 the system offered a $100,000 bonus to all current registered nurse staff who stayed for a set period. When this incentive ended, the system launched a new registered nurse incentive with a hiring bonus of up to $45,000 depending on specialty and part-time or full-time status.

Providence, R.I.-based Women & Infants Hospital created a new incentive this year that gives new nurses up to $45,000 in loan repayment over three years.

“Rather than relying on short-term bonuses, we are investing in pipeline development and early career stability,” said Kim Francis, PhD, RN, senior vice president of patient care services and chief nursing officer at Women & Infants Hospital.

The incentives that bring in new nurses

New graduate nurses tend to show the most interest in loan repayment.

“In my opinion, loan repayment programs are significantly more appealing to new graduates than traditional sign-on bonuses,” Dr. Francis said. “New nurses are often managing substantial educational debt, so structured loan support combined with a clear employment pathway provides both financial relief and professional security. I think programs tied to commitment and mentorship resonate more strongly than one-time financial incentives.”

Mr. Russell said he has seen a similar trend among new nurses.

“Programs that support professional development and reduce educational debt resonate more strongly with new graduates, as they are focused on building long-term career stability,” he said.

The incentives experienced nurses crave

For midcareer or experienced nurses, sign-on bonuses stand as the most desirable incentive.

“While some incentives overlap with those offered to new graduates, midcareer nurses often prioritize long-term financial security and work-life balance over educational assistance programs,” Mr. Russell said.

All three leaders said although sign-bonuses are persuasive for experienced nurses, this group also tends to look for nonfinancial perks. This includes generous benefits programs, flexible scheduling, leadership and career pathways, specialty expertise development and work-life balance.