Frequently Asked Questions

Yes. Job seekers can browse, save, and apply to jobs completely free. There are no hidden fees, subscriptions, or charges for candidates.

Click the bookmark icon on any job card or detail page. Saved jobs are stored in your browser and accessible anytime from the 'Saved Jobs' page in the navigation menu.

Create an alert with your search criteria (location, job type, salary, and so on). We will email you when new matching jobs are posted. You can manage or unsubscribe from alerts at any time.

We aggregate jobs from multiple sources, including job boards, company career pages, and direct employer postings, so you can search NP openings from all of them in one place.

Open the job and click its Apply button. Applying takes a free NP Hiring account: create one or sign in, and we bring you straight back to the job. On an Easy Apply job you send your NP Hiring profile and resume from the job page. On any other job you continue to the employer's application in a new tab.

Yes. When you apply to a job and confirm that you have completed the application, the job is automatically tracked in the 'Applications' tab on the Saved Jobs page.

Free through December 31, 2026. Every job post is free during our launch period: 60-day listing, Featured badge, top placement, 25 candidate unlocks and 25 InMails. No credit card required. From January 1, 2027: your first post is $199, every post after that is $299, or $399/month for 5 active jobs.

Every job post, whether free during the promo, intro, featured, or posted from an Employer plan slot, gets the same features: a 60-day listing, Featured badge, top placement in search results, company logo, full analytics with salary benchmarks, 25 candidate profile unlocks, 25 InMails, up to 5 screening questions, and apply-on-platform. There is no stripped-down tier.

From January 1, 2027, the first paid post per company email domain is $199 instead of $299. It is scoped to your organization's domain, not to a login, and posts made free during the launch promo do not use it up.

From January 1, 2027, the Employer plan is $399/month. 5 active job slots while you're subscribed. Swap jobs any time. Cancel any time. Each plan post runs 60 days. When one ends, or you close it to swap in another role, its slot opens up and you can post into it again at no extra charge. Plan posts come down if the plan ends. The plan is billed month to month. If you cancel, your plan posts stay up through the end of the period you paid for, or until their 60 days run out if that comes first. Every slot is a full Featured post with the same 25 unlocks and 25 InMails.

Every posting is active for 60 days. Renew a promo, intro or featured post for $179 (+60 days) from the employer dashboard. A renewal gives the post 60 more days; it does not add unlocks or InMails. Plan posts are not renewed: when one ends, post the role again into its slot at no extra charge.

No. Renewing early adds 60 days to your current expiration date, so you keep every day you already have. Renewals can extend a post to at most 365 days after it was first posted.

You keep them. Once you've unlocked a candidate (used 1 of your 25 unlocks to view their full profile), their contact info, resume, and details stay accessible in your dashboard after the posting expires, for as long as the candidate keeps their profile visible and open to offers. To unlock new candidates or send new InMails, you will need an active posting.

Yes. Open your employer dashboard (the link is in your confirmation email) and click Edit on any posting. You can update the salary, requirements, description, or any other details, and changes go live immediately.

Check your confirmation email for a dashboard link. The dashboard allows you to view analytics, edit your posting, browse candidates, and manage all your job postings in one place. If you have lost the link, contact us at support@nphiring.com.

Posting fees are generally non-refundable, but if you're unsatisfied, email support@nphiring.com within 7 days of purchase with your order details and we'll review the request case by case. Promo posts involve no payment to refund, and Employer plan months already billed are not refunded. Cancelling the plan stops future monthly charges, and your plan posts stay up through the end of the period you paid for, or until their 60 days run out if that comes first.

Becoming an NP involves three stages: a BSN, experience as a registered nurse, and an MSN or DNP program with NP specialization. The total time depends on the programs you choose, whether you study full or part time, and how much RN experience your graduate program expects, so check each program's published length and admission requirements. Accelerated BSN-to-DNP programs can shorten the path.

You need a Bachelor of Science in Nursing (BSN), then a Master's (MSN) or Doctoral (DNP) degree from a CCNE or ACEN accredited NP program. You must also pass a national NP board certification exam through ANCC or AANPCB (the American Academy of Nurse Practitioners Certification Board, operating as NPCB).

NPs hold a Master's or Doctoral degree in nursing, while physicians complete medical school followed by a residency. Both can diagnose, treat, and prescribe. In full practice authority states, NPs can practice independently once any transition period their state requires is complete. Physician training adds residency and covers a broader, more specialized scope, which is the main tradeoff between the two paths.

Common NP specialties include family practice (FNP), adult-gerontology (AGNP, in primary-care and acute-care tracks), psychiatric-mental health (PMHNP), pediatrics (PNP), women's health (WHNP), and neonatal (NNP). Each has its own national board certification, so check which certification a posting requires before you apply.

Yes, many accredited universities offer online NP programs. Didactic coursework is completed online, but clinical hours are completed in person at approved sites, and the number required depends on your program and certification track. When comparing programs, look at accreditation, help with clinical placements, and published certification exam pass rates.

It depends on what your program costs and what you earn afterward. Graduate school costs vary by program, and NPs earn a median of $132,300 per year (BLS OEWS, Nurse Practitioners (29-1171), median annual wage, May 2025, 2025-05). Compare that figure with your program's total cost, including any income you give up while studying, to estimate your own payback period.

Three settings are worth a close look. 1) Federally Qualified Health Centers (FQHCs): structured settings with mentorship. Ask whether the site participates in a federal loan repayment program. 2) Outpatient group practices: collaborative environments where you can ask for a gradual caseload ramp-up. 3) VA NP positions: federal benefits, and some facilities run residency programs for new graduates.

NPs earn a median annual salary of $132,300 based on the BLS OEWS, Nurse Practitioners (29-1171), median annual wage, May 2025 (2025-05). Individual pay depends on experience, specialty, setting, and state, so compare the national figure with the state-by-state data in our salary guide. Private practice and locum tenens earnings depend heavily on patient volume and overhead.

Pay differs widely by state, and the state with the highest posted pay is not always the best value once housing and other living costs are counted. See our salary guide for state-by-state figures before you compare offers across state lines.

Compensation varies by specialty, and setting and state matter too: the same credential can pay differently in a hospital, a clinic, a VA facility, or a correctional setting. Compare postings for your specialty and setting in our salary guide rather than relying on a single national figure.

In clinical roles, DNP and MSN NPs typically earn similar salaries. The degree itself rarely commands a higher clinical wage. However, DNP holders have advantages in academic positions and executive leadership roles, and they may qualify for higher-tier positions in hospital systems.

Strategies to consider include owning a private practice, building expertise in a specialty or setting that pays a premium in your market, practicing in a Full Practice Authority state, working locum tenens, and always negotiating total compensation rather than base salary alone.

Locum tenens NPs are usually paid hourly, and the rate depends on specialty, setting, location, and assignment length. Packages often include housing stipends, travel allowances, and malpractice coverage. Compare a locum rate against a permanent role's full package, including benefits and paid time off, rather than against its base salary alone.

An NP's scope of practice includes assessing and diagnosing acute and chronic conditions, prescribing medications including controlled substances, ordering and interpreting diagnostic tests, performing procedures within their specialty training, providing patient education and counseling, and managing treatment plans. The specific scope varies by state practice authority laws.

After graduating from an accredited NP program, you must pass a national board certification exam for your population focus (ANCC or AANPCB), apply for state APRN licensure, obtain an NPI number, register with the DEA for prescriptive authority, and create a CAQH ProView profile for insurance credentialing. Board certification must be renewed on your certifying body's cycle, with continuing-education requirements, so check ANCC or AANPCB for the current terms.

NPs can pursue additional credentials in areas like emergency care (ENP-C), diabetes education (CDCES), dermatology (DCNP), oncology (AOCNP), and pain management or aesthetics training. These added credentials can open doors to niche roles and give you more to bring to a pay negotiation.

State practice rules shape which roles NPs can take, such as independent contract, telehealth and practice ownership work, though no figure in our data measures their effect on demand or pay. AANP classifies 27 states + DC as Full Practice (AANP State Practice Environment, 2026) and the rest as Reduced or Restricted Practice. The tier does not settle any one state's rules: several full practice states require a transition period of collaborative or supervised practice, and several reduced and restricted states let experienced NPs qualify out of the arrangement, so check each state's own rules before planning around them.

Top skills employers seek include strong clinical assessment and diagnostic skills, confident prescribing and medication management, Epic/Cerner EHR proficiency, chronic-disease management, patient education and counseling, cultural competence, telehealth platform experience, and experience with diverse populations including pediatric, geriatric, and veteran patients.

Key strategies include researching market rates by state and setting, negotiating total compensation (not just base salary), asking for a sign-on bonus, requesting a CME allowance, student loan repayment assistance, additional PTO, and flexible scheduling. Treat the first offer as a starting point: some parts of a package, such as a sign-on bonus or CME allowance, can have room even when base salary does not.

Email us at support@nphiring.com and we will respond within 24 to 48 hours. You can also use our contact form for general inquiries.

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New postings go live immediately, and we refresh aggregated listings from their sources on a regular schedule to keep them accurate.

Yes. When creating your job posting, you can specify multiple locations or select 'Remote' for positions that can be done from anywhere.