Hire Registered Nurses in Rhode Island
Rhode Island has 4,200 licensed registered nurses — ranking #44 nationally. Median salary: $89k.
Rhode Island ranks #44 of 51 states for registered nurses with 4,200 providers. Average time-to-fill: ~49 days. Sign-on bonuses avg $15,000.
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Registered Nurses Salary & Compensation in Rhode Island
To recruit mid-career registered nurses in Rhode Island, target offers at $93,524+. Sign-on bonuses averaging $15,000 can help close competitive candidates. (Source: BLS OOH)
Rhode Island Recruiting Market Overview
Rhode Island ranks #44 of 51 states for registered nurses with 4,200 providers.
With 22.5% annual turnover, Rhode Island sees approximately 945 registered nurses position changes per year. Top retention factors: work-life balance (85%), competitive salary (82%), and supportive management (78%).
Average time-to-fill is ~49 days. Recruiters should factor in 60-120 days for hospital credentialing and 90-180 days for insurance paneling.
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Frequently Asked Questions: Hiring Registered Nurses in Rhode Island
How many registered nurses are in Rhode Island?
Rhode Island has 4,200 licensed registered nurses, ranking #44 nationally. Source: CMS NPPES NPI Registry.
What is the salary for registered nurses in Rhode Island?
The national median is $89,070. Entry-level: $68,000, Senior: $98,000. Sign-on bonuses averaging $15,000 are common for hard-to-fill roles. Source: BLS 2024.
Is Rhode Island a Nurse Licensure Compact state?
Check with the Rhode Island Board of Nursing. The Nurse Licensure Compact includes 42 member states.
Which cities in Rhode Island have the most registered nurses?
The largest concentrations are in .
What is the turnover rate for registered nurses in Rhode Island?
Annual turnover averages 22.5%. Top exit reasons: burnout (35%), better pay (28%). Proactive retention programs reduce turnover 25-40%.
How long does recruiting registered nurses take?
Average time-to-fill is ~49 days (moderate competition). Hospital credentialing adds 60-120 days. Start the process early to avoid staffing gaps.
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