Pricing: One Public Price, Governed Everything Else
Updated: 2026-07-22. Re-authored against Rōvn master canon generation 8 (effective 2026-07-21). Supersedes all earlier pricing-architecture versions of this page, including their per-verification and cached-replay pricing mechanics, which are retired.
Revenue principle: price the operated outcome, not the worker and not the repeated check. Operator is the product. Readiness is the first module and the front door. Workers are free forever.
Doctrine: AI compresses the work. Source systems prove the facts. Humans make every credentialing, privileging, hiring, and clinical decision.
1. The One Public Price
Exactly one price is public: Readiness at $2,500 per month. Everything above it is quoted under governance, and changes to the published entry are a board-gated pricing decision.
| Package | What it covers | Price posture |
|---|---|---|
| Readiness (entry) | Visibility, monitoring, action routing, and proof on the organization's own roster: clear to start, clear to practice, clear to bill, expiring, needs a human decision | $2,500 per month (public) |
| Operator | End-to-end Resolution Cases, credentialing, hiring workflow, Work Activations, monitoring, and coverage operations | Quoted |
| Platform | Multi-entity governance, advanced integration, enterprise controls, external READ access, custom operating scope | Quoted |
| Future network access | Governed discovery and access to an opted-in verified talent pool | Quoted; never priced per hire |
Specific numbers above the entry remain internal until finalized through the required board process. Implementation packages, receipt and audit exports, and authorized API access are additional governed lines, quoted per engagement.
2. The Pricing Unit: Active Monitored Lives
The billable volume unit is active monitored lives: persons Rōvn continuously keeps clear. Work Relationships and Work Activations are cost, telemetry, and margin units beneath the billable unit, never the invoice driver. A second Work Relationship for the same person is reuse, and reuse never raises price within a band.
The unit is not:
- logins or seats;
- documents;
- AI tokens;
- alerts;
- repeated verification requests;
- Work Relationships per person;
- successful hires.
The invoice must never create an incentive to repeat work that could be reused, and it must never tax the multi-site reuse that is the moat.
3. What Revenue Never Comes From
- No placement fees: Rōvn is not a staffing agency.
- No success or finder fees: Rōvn does not take a cut of the hire.
- No commission: Rōvn does not take a cut of the worker's pay.
- No selling worker data and no hidden steering.
- No per-reuse penalties: reuse is the point, not a meter.
- No facility-facing worker reliability score.
- No financing tied to placements.
Workers are free forever. Any future worker premium must add value without restricting basic ownership, access, correction, portability, or reuse; no worker premium exists or is priced today.
4. ROI Anchors
Pricing maps to operated outcomes the facility can measure:
- coordinator time removed;
- faster start;
- faster billability;
- reduced repeated source work;
- avoided idle capacity;
- coverage risk prevented;
- reduced implementation burden;
- audit preparation time;
- lower marginal cost of the second Work Activation.
The facility supplies its own baseline. Pilot value is measured as:
administrative chase hours x loaded labor cost
+ blocked clinician-days x facility-validated daily contribution
+ credentialing or enrollment denials and write-offs
+ avoidable temporary, overtime, or premium coverage cost
+ repeated verification and implementation cost
Rōvn does not promise a savings percentage or dollar result before a facility pilot establishes the baseline and measures the result. Synthetic calculations are labeled illustrative and are never presented as customer outcomes.
5. Dated Benchmarks That Frame the Problem
Attributed industry figures, not Rōvn results:
- NSI 2026 report (2025 hospital performance): 8.6 percent RN vacancy, 17.6 percent RN turnover, 78 days average experienced-RN recruitment, $60,090 average cost per RN turnover.
- AAPPR 2025 benchmark: median time-to-fill of 118 days for physicians and 77 days for APPs.
- BLS-based illustrative model: roughly $795,000 loaded annual compensation for one healthcare operations manager and six specialist equivalents; a 50 percent manual-work assumption yields roughly $397,000 of modeled addressable labor. Assumptions, not facility facts.
6. Current State (July 2026)
Pre-launch. Zero paying customers and zero verified pilots, so there is no measured ACV, no measured retention, and no measured unit-economics result yet. The model is strong before the network activates by design: one organization should pay for real labor savings, risk visibility, and faster operation on its own roster. Network economics, the falling marginal cost of the second Work Activation, are a stated test to be proven in the first cluster, not a claimed result.