Remedi is the AI teammate that runs your workforce fairly — forecasting demand, filling every gap from your own bench first, agency the last call — then everything the workforce touches, as one governed system you can audit. Grounded in decades of workforce science from inside the nation’s largest health systems — across hospitals and post-acute care.
A staffing gap never stays one gap — between siloed tools it slips downstream into a missed handoff, a survey finding, a denied claim. Remedi runs the workforce and everything it touches on one record, so it has nowhere to hide. The loop a point solution can’t close.
Every gap filled from your own people first, fairly — so the scramble, and the agency premium, end before they start.
The coverage change caught the day it happens — not three weeks later, in a denied claim.
The documentation miss flagged as the work happens — before billing finds it, and before the surveyor does.
Every denial traced back to the shift or the chart that caused it — the loop no siloed tool can close.
Every gap filled from your own people first, fairly — so the scramble, and the agency premium, end before they start.
The coverage change caught the day it happens — not three weeks later, in a denied claim.
The documentation miss flagged as the work happens — before billing finds it, and before the surveyor does.
Every denial traced back to the shift or the chart that caused it — the loop no siloed tool can close.
Remedi is a teammate, not a replacement — a hard hat and a brain. It does the operational work and the judgment behind it, alongside your team and under their oversight, grounded in science and accountable for every action.
A comprehensive agentic AI solution for hospital and post-acute operations, built around people — fairness first. Point solutions stop at their own silo; Remedi is the intelligence layer that ties your systems together — EHR, claims, payments, documentation, scribes — into one governed system. We sit on your side of the table: a marketplace profits when you use agency more; Remedi pays off when you use it less.
Our mission: to evolve how healthcare works — so better care costs less and reaches more people.
of hospital operating expense is labor — the largest controllable cost in the building.
AHA, Costs of Caring, 2024
of registered nurses turn over every year — at roughly $60K to replace each one.
NSI National Health Care Retention Report, 2026
of nurses who leave cite burnout — a scheduling problem before it’s a retention problem.
Shah et al., JAMA Network Open, 2021
what agency and travel labor bills over your own staff — the premium on every unfilled shift.
CEPR, Travel Nurse Pay, 2022
of hospital bed-days are consumed by the 2% of stays that run 21 days or longer.
Doctoroff et al., Am. J. Medicine, 2017
Medicare Advantage initial post-acute denial rate — revenue earned, then withheld.
KFF & HHS-OIG denial audits
Six numbers, one root cause: the workforce is run reactively — and everything it touches moves with it.
The rest of the market is built to profit from your problem. A staffing marketplace makes more when you use agency more. A point vendor makes more when you add one more tool. Remedi is built the other way — it pays off when your agency spend falls, your people stay, and your stack of subscriptions gets smaller. Same side of the table, by design.
That alignment is why the rest holds up: fairness that drops agency spend and turnover together, methods built by people who’ve run these floors, and a system accountable enough to survive the audit — each one proven below, not asserted here.
The workforce is the hardest part of healthcare to get right — chronic shortages, burnout, and the expensive scramble to keep every shift covered. Remedi brings science, empathy, and AI to it: forecasting demand before it overwhelms a unit, building schedules around fairness so staff stay, and filling every gap from your own people before agency. The result is better outcomes on both sides, clinical and financial: better care for patients, and less spent to deliver it.
Forecast to filled.
Care-hours forecast by competency, not headcount — every signal that shapes demand, in. A roster solved against acuity, fairness, continuity, regulation, and cost together — with the math shown. Coverage that flows from your own bench first, then the partners you trust — agency the last call, not the first. The fairness ledger every clinician sees; the labor-productivity number your finance team already trusts.
Intake to bedside continuity.
Bed placement aligned to staff availability — qualified beds that hold productivity across units, not spread across floors that multiply labor. An eligibility check that catches payer drift before they walk in. A longitudinal record pulled across the network. A readiness pass that surfaces care gaps before the encounter starts.
Audit built in, not bolted on.
Documentation in as it happens — from the notes, dictation, and scribes your clinicians already use. A scrub that catches every payer-rule miss before billing does. A coder that hands billing a clean claim. The survey rules and payer edits that hit your last remittance — answered by the record, not reconstructed after the fact.
Coverage check to collected.
A claim out, clean against every payer rule. An ERA reconciled, every denial traced to the documentation that caused it. A balance collected to zero, on the same record.
Beds move when labor moves. Staffing flexes to the census you’re about to have — not the one you had — and admission and discharge handoffs close on time. Bed-days unlocked without adding a bed.
Gaps fill from your own bench at W-2 rates instead of 1.5–2.5× agency premiums. Overtime stays contained, and fairness slows the turnover that drains the bench. The margin holds without adding headcount.
The smallest teams feel the agency premium hardest and have no one to spare to run a transformation. Remedi is delivered as a service — configured and run for you — so a critical-access hospital gets the same fair scheduling and governed workflows as a large system, without hiring to run it.
Grounded in decades of organizational-justice research on why clinicians leave. The mechanism is simple: a fair schedule earns trust, trust fills the open shifts from your own bench instead of agency, and fewer gaps mean people stay — which makes the next schedule easier to fill, and fairer still.
Forecast the week's real demand, then share the load fairly — by acuity and specialty, not coverage alone.
When the schedule is fair and they can see how it's built, staff trust it instead of working around it.
Your own people pick up the open shifts — float, per-diem, part-time — before you ever call an agency.
Fewer gaps and less burnout mean people stay. Turnover drops, your bench deepens, and the next schedule is easier to fill.
Gaps fill from your own people first — external calls fewer, at rates you cap.
Fair shifts, and a schedule people can plan a life around — that is why they stay. Turnover slows, cycle over cycle.
The same clinicians, with the patients who already know them — fewer handoffs dropped.
Labor cost controlled and revenue protected — the margin holds without adding headcount.
Each turn, the schedule gets fairer and fuller — and the return keeps compounding.
Not just census. Callouts, retention risk, acuity drift, and the cascade effects of every change.
Roster solved on acuity, fairness, and continuity.
Longitudinal record pulled across the network.
Internal bench first, then market on contracts you set.
Eligibility verified, payer drift caught.
Care gaps surfaced. Risk scored. Packet ready.
The visit documented as it happens, through the scribes and systems you already run.
Payer rules, denial history, compliance lines — fix surfaced.
ICD, CPT, time-based — generated and ready.
Clean claim out. Every payer rule respected.
ERA back. Every denial traced to the documentation gap.
Patient balance to zero. ACH and card, on the same record.
When the day breaks — a sick call, a surge, a denial — the work comes back through, every move cited. Cause and effect cross the lines other systems can’t see across.
Weather, school calendars, transit, outbreak alerts — the forecast reads the world your staff lives in, and coverage shifts before the first call-out. Every catch cited to a rule. Every critical decision still yours.
Three Med-Surg RNs trending below the unit fairness line for four straight weeks — a pattern that predicts attrition before it shows up in exit interviews. The DON notified with the rebalance that fixes it.
Storm system tracking in by Wednesday morning. Remedi already shifted the morning crew — protected the long commutes, surfaced the gap, lined up the fill before the first call-out came in.
Longitudinal record pulled before admission. Two medication conflicts and a recent imaging study summarized in plain language for the admitting clinician — first hour with the patient, not the chart.
A 2am call-out left the unit short. Same-skill, fairness-balanced clinician proposed — the one who already knows the patient. Shift lead approved in 90 seconds.
Patient walks in Monday. Plan switched 72 hours ago. Eligibility re-verified at intake instead of three weeks later in a denied claim.
Clinician signs the note. Eight seconds later: this denies under CO-50 — add the missing detail. Fixed before billing pulled it.
Continuous audit against the standards your setting is held to. The compliance lead notified Tuesday — fixed before the surveyor ever walked in.
A patient's chart trending toward an incomplete quality measure two days before discharge. The care team notified in time to close it — met and documented, not abstracted after the fact.
Specialist requests imaging for a patient with a complex history. Justification packet pulled from the longitudinal record, attached to the 278, submitted in seconds.
CO-97 came back Tuesday. Reconciled to a missing element in last week’s documentation, routed to the lead who can fix it. Owner notified, root cause closed.
Every clinician’s preferences, fairness position, and history travel with them, cycle after cycle. Governance is over the work — never over the person.
Your team controls what Remedi does. We control how Remedi explains itself.
Remedi runs as durable, governed workflows — not a framework you assemble — so the record that runs the work is the record you audit. It cannot be incomplete.
Healthcare doesn’t reward speed. It rewards the system that survives the audit, the survey, the lawsuit, and the budget review.
In order of authority.
Yes. No. Not now. The last word — always.
Explains, drafts, and cites every step. Never decides on its own.
Probabilities, not prescriptions. Versioned, evaluated, replaceable.
The rules that fired. Citable to a reg, repeatable on demand.
The reasoning model is replaceable. The rules, the math, and your team’s judgment are not.
The same rules, in motion.
What an hour looks like.
The EHR, payer, scheduler, scribe, and workforce systems your operators already run.
Remedi reasons over your systems of record — the EHR, your core HR and billing, the rails your data already runs on — and never replaces them. What it replaces is the sprawl stacked around them: the standalone scheduling, eligibility, denials, prior-auth, and dashboard tools your teams keep a dozen logins for. Each one’s work moves into Remedi, and the subscription gets cancelled. You stop logging in, and the invoice stops arriving.
The systems the operation is built on stay exactly where they are. Remedi reads and writes to them — connect-first is the safe on-ramp, and no record ever gets ripped out.
The one-job browser tools bolted on around the record collapse into one governed system. Every cancelled license is a second dollar lever — on the same ledger as the agency spend you avoid.
A point solution adds one more subscription. Remedi lets you retire several.
That’s the tell that it isn’t one. And you don’t build it, and you don’t staff it — Remedi is delivered as a service, a tested multi-agent system configured to your operation, with the outcomes we’re accountable for written into the contract. Not a system to assemble; a result we stand behind.
Remedi wasn't designed by people who read about healthcare.
Health-system executive leadership, workforce-operations science from one of the nation’s largest hospital operators, the labor-productivity discipline finance already runs on, revenue-cycle and clinical leaders — their methods are built into the product, not printed on a letterhead.
Decades of operations research inside large hospital systems, and architecting enterprise data and AI across healthcare, insurance, logistics, and finance. The workforce engine is calibrated on the published organizational-justice research that identifies fairness — not pay — as the actual driver of nurse attrition. Citable, peer-presented. The math inherits from the literature, not from a marketing brief.
Every action logged with the rule it cited. Every workflow overridable. PHI stays under your tenant boundary. The marketplace is the last call, not the first — every escalation logged with the internal cost differential that explains it. The cognitive load shifts to us; the last word stays with your team, at every decision that matters.
The rules that catch a denial are deterministic, and citable. The probabilities that forecast a callout are versioned and evaluated. The reasoning that explains it never decides on its own — your team always does. The reasoning model is replaceable. The rules, the math, and your team’s judgment are not.
The research is public — check it yourself
“We would rather build the right thing slowly than the wrong thing fast.”
Remedi is being built and proven with a small number of founding partners — health systems and researchers who help shape the work and hold it to the numbers, in the units where staffing decisions are actually made. The science is being tested in the open: a joint research initiative with Middle Tennessee State University is studying whether schedules built by AI that explains its decisions — every assignment traceable to a reason — are experienced as fairer and more trustworthy than optimization alone. The outcomes get measured honestly, not asserted. We would rather earn the evidence than claim it.
If you run a floor and want a hand in how this gets built — a partnership, not a demo — that’s the conversation we’re looking for.
Tell us where the work breaks down. If it’s a fit, we’ll prove it together — on your floor, with your numbers.