Managed Service Provider (MSP)

Ringo strengthens and modernizes Managed Service Provider (MSP) programs by delivering a vendor-neutral, AI-powered platform that enhances transparency, financial oversight, and workforce performance. Healthcare organizations maintain strategic control of outsourced staffing programs while gaining real-time visibility into spend, vendor accountability, and operational efficiency.

By centralizing MSP workflows into a single system of record, Ringo eliminates fragmented processes, reduces administrative burden, and improves compliance across facilities and departments.

Key MSP Use Cases

• Enterprise-Wide MSP Visibility: Consolidate all MSP activity across hospitals, clinics, and service lines into a single dashboard, delivering real-time insight into labor spend, open requisitions, fill rates, and vendor performance.
• Vendor-Neutral Oversight: Ensure equitable job distribution, eliminate vendor bias, and maintain full transparency across primary MSP and secondary staffing suppliers.
• Requisition & Workflow Standardization: Streamline intake, approval, and job posting workflows across departments to reduce time-to-fill and improve operational consistency.
• Rate Card Governance & Cost Control: Enforce approved rate structures, automate exception approvals, and leverage benchmarking analytics to prevent cost overruns and identify savings opportunities.
• Timekeeping & Invoice Validation: Automate timecard submissions and approvals, cross-reference invoices against contract terms, and reduce billing discrepancies and overpayments.
• Performance & SLA Monitoring: Track vendor and MSP performance against SLAs, fill rates, response times, and compliance standards to strengthen accountability and improve outcomes.
• Compliance & Credentialing Assurance: Centralize licensure and certification tracking, automate expiration alerts, and maintain audit-ready documentation to reduce regulatory risk.
• Hybrid Staffing Model Support: Manage MSP programs alongside direct vendor relationships and internal float pools to support flexible, blended workforce strategies.
• Financial Forecasting & Workforce Planning: Analyze historical labor utilization to predict demand, reduce overtime reliance, and align staffing strategies with budget and margin objectives.
• Executive-Level Reporting: Deliver board-ready reporting and actionable insights to CFOs and COOs on labor trends, vendor performance, and measurable workforce ROI.

• Site Directors & Operations Managers: Monitor MSP performance, open requisitions, fill rates, and labor spend across facilities through centralized dashboards that improve operational control and workforce efficiency.
• Managed Service Provider (MSP) Leaders: Standardize requisition workflows, enforce rate cards, track SLAs, and ensure consistent processes across all facilities while maintaining transparency and accountability.
• Staffing Firms & Vendor Partners: Receive and respond to requisitions in real time, manage submissions, track performance metrics, and ensure compliance within a vendor-neutral, transparent ecosystem.
• Hiring Managers & Department Leads: Submit and approve requisitions through streamlined workflows, gain visibility into candidate pipelines, and ensure timely department coverage with qualified clinicians.
• Finance & Accounts Payable Teams: Consolidate invoices across all MSP and vendor partners, automate invoice validation against timecards and rate cards, and maintain audit-ready financial documentation.
• Chief Operating Officers (COOs): Gain enterprise-wide oversight of outsourced staffing programs, improve vendor accountability, reduce premium labor spend, and align workforce strategy with operational goals.
• Human Resources & Workforce Leaders: Track credentialing compliance, onboarding status, and vendor performance while ensuring consistent workforce policies across departments and locations.
• Information Technology (IT) Directors: Integrate Ringo’s MSP platform with HRIS, payroll, ERP, and scheduling systems while maintaining data integrity, security, and interoperability.
• Chief Financial Officers (CFOs): Enforce rate governance, monitor contract labor trends, forecast workforce spend, and optimize MSP partnerships to protect margins and improve financial predictability.
• Supply Chain & Procurement Leaders: Standardize vendor contracting, evaluate supplier performance, and drive cost containment strategies across the MSP program.
• Compliance & Risk Officers: Monitor credential expirations, enforce regulatory standards, automate audit trails, and reduce exposure to billing or workforce compliance risks.
• Medical Group & Service Line Administrators: Coordinate staffing across specialties and locations while ensuring SLA adherence, cost control, and consistent clinician quality.

• Workforce & Vendor Management Focus: Purpose-built for contract labor, MSP governance, and vendor oversight vs. EHR systems designed primarily for clinical documentation and patient care.
• Internal Resource Pool Management: Built-in internal float pool prioritization and agency comparison vs. limited contingent labor visibility or workaround scheduling tools in EHR platforms.
• Credentialing & Compliance Automation: Fully integrated license, certification, and vendor compliance tracking with automated alerts vs. siloed HR modules or manual spreadsheet tracking within EHR environments.
• End-to-End Contingent Workforce Workflow: True lifecycle coverage from requisition to invoicing and performance analytics vs. fragmented handoffs between EHR, HRIS, and finance systems.
• Rate Card Governance & Enforcement: Centralized, enforceable rate cards with automated exception workflows vs. manual approvals or vendor-controlled pricing structures.
• Vendor-Neutral Distribution: Fair and automated job distribution across approved vendors vs. limited or biased vendor routing mechanisms.
• Invoice Validation & Audit Controls: Automated timecard-to-invoice matching and contract validation vs. manual reconciliation in ERP or finance modules.
• Real-Time MSP Performance Analytics: Live dashboards tracking fill rates, SLAs, spend, and vendor performance vs. static reports not designed for staffing optimization.
• Financial Transparency for Contract Labor: Dedicated contingent labor tracking and forecasting vs. bundled labor costs within broader payroll or HR reporting in EHR systems.
• Hybrid Workforce Support: Supports MSP, direct vendors, and internal staff in one unified platform vs. EHR systems that focus primarily on employed workforce scheduling.