Companies Cross Country Healthcare

Cross Country Healthcare

United States

Total Offices: 2

1,151 Total Employees

Year Founded: 1986

View Website

Cross Country Healthcare Compensation & Benefits

Updated on September 15, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Cross Country Healthcare and has not been reviewed or approved by Cross Country Healthcare.

How are the compensation & benefits at Cross Country Healthcare?

Strengths in core health coverage, retirement offerings, and family supports are accompanied by challenges around compensation consistency, benefit affordability, and uneven coverage by employment type. Together, these dynamics suggest a solid but variable total rewards experience that depends heavily on role and assignment, with notable upsides for many yet meaningful pain points for some.

Positive Themes About Cross Country Healthcare

Healthcare Strength: The benefits package includes medical, dental, and vision coverage, plus life insurance and short- and long-term disability; travel clinicians can also access dependent coverage and professional liability coverage. Feedback suggests these offerings are broad and valued, with medical benefits specifically highlighted.
Retirement Support: A 401(k) with company match is part of the stated package for many roles. Feedback suggests the 401(k) match is appreciated and noted among stronger elements of the total rewards.
Parental & Family Support: Parental leave is called out positively alongside family-oriented supports such as disability coverage and EAP resources. Feedback suggests these elements contribute meaningfully to the overall package.

Considerations About Cross Country Healthcare

Unfair & Opaque Compensation: Pay is described as mixed and inconsistent by role and assignment, with some citing low or non-livable wages in certain positions. Feedback suggests occasional pay-package errors or discrepancies can undermine confidence in compensation.
High Benefits Costs: Benefits are sometimes considered expensive, with premiums or overall costs reducing the perceived value of the package. Feedback suggests affordability varies by role, location, and plan selection.
Exclusive or Unequal Benefits Coverage: Coverage and eligibility differ by employment type and assignment—travel, per diem, permanent placements, and locums—sometimes resulting in different or fewer company-provided benefits for certain groups. Feedback suggests this variability leads to uneven experiences across employee segments.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.