ATC Healthcare Services connects healthcare professionals with organizations seeking staff. Its audiences include clinicians looking for assignments, facilities seeking personnel and entrepreneurs exploring a staffing franchise. Each has a different next step: reviewing a job, discussing a staffing need or investigating ownership. Our ATC Healthcare Services franchise profile focuses on the business opportunity.
What “Around the Clock” Means in ATC’s History
According to ATC’s official company history, brothers David and Stephen Savitsky founded the business in Queens, New York, in 1985. The company describes its early staffing operation as working “around the clock.” The current official brand is ATC Healthcare Services.
The history page describes expansion through acquisitions and other growth. It identifies clients including hospitals, residential-care programs, public-health departments, public schools, medical groups and municipal governments. That range explains the broad staffing focus, but it does not establish that every office can fill every role immediately.
Healthcare Staffing Services
The official ATC website identifies nurses, certified nursing assistants, licensed practical nurses and allied healthcare professionals among its staffing categories. It also describes relationships with healthcare systems, senior-care organizations, schools, governments and staffing-management vendors.
For a facility, the useful starting point is the specific position to be filled. Identify the work location, specialty, required qualifications, shift pattern, expected duration and proposed start date. Discuss these requirements with the appropriate ATC office so the conversation concerns an actual assignment rather than a general claim of nationwide coverage.
A staffing relationship should also establish how the parties will communicate about attendance, schedule changes, orientation and performance concerns. A national network and an established brand can help organize the search, but the agreement and local availability determine the service being purchased.
Screening and Assignment Preparation
ATC’s client information page describes a vetting process that includes an application, verification of relevant licenses or credentials, work-history and reference review, assignment-specific skill evaluation and applicable certifications. It also lists learning modules, skills self-assessment, general orientation and client-specific orientation.
These are described processes, not an independent certification that every placement guarantees patient safety or uninterrupted coverage. Facilities should confirm how assignment requirements are checked and documented and how their own orientation fits into the process. Ask who handles questions before the first shift and during the assignment.
Career Options for Healthcare Professionals
The ATC careers website organizes opportunities into RN, LPN/LVN, CNA, allied health, school-based, travel and locum tenens categories. It describes per diem, contract, travel and full-time options and provides searches by keyword and location.
Use current listings to identify an opening that matches your qualifications and preferred location. A mention of Columbus, Macon or another city in an older article is not evidence that a particular position remains available. The job posting and recruiter can confirm the current role, required credentials and hiring process.
Before accepting an assignment, compare the pay arrangement, schedule, expected hours, location and duration. Ask about benefit eligibility and any assignment-specific conditions. Marketing language about flexibility or competitive pay does not mean every job offers the same terms or fits every applicant’s schedule.
Prepare questions about orientation, reporting lines and whom to contact if the assignment changes. Those details make it easier to compare opportunities on the basis of the actual work, rather than a broad promise of career advancement.
The Franchise Ownership Model
ATC also offers a franchise route into healthcare staffing. Its official training and support page describes four days of classroom training for the franchisee and staff. It outlines on-site preparation of a 90-day action plan and assignment of a support professional.
The same page describes recruitment and client-development resources, payroll funding and administration, invoicing, collections, contract management, human resources and IT support. It says franchisees remain responsible for local marketing while receiving marketing strategies and plans.
For a prospective owner, the appeal is the combination of local relationship-building and shared administrative resources. Evaluate how your strengths in sales, recruiting or management fit that work. Website descriptions introduce the program; the applicable disclosure document and agreements establish the offering’s terms and responsibilities.
Choosing the Right Next Step
- Healthcare professionals: review current assignments on the official careers site and discuss the specific role with its recruiting contact.
- Facilities: prepare the position requirements and ask the local office about availability, screening, orientation and service terms.
- Prospective franchise owners: review the brand profile and our franchise ownership guide, then discuss the operating model and available markets with the franchisor.
FranchiseTop40’s franchise information request is intended for ownership inquiries. A job application or a facility staffing request belongs with ATC’s relevant team. Keeping those routes clear helps each reader reach the people who can address the actual need.
Sources: official ATC company history, main website, client information, careers portal and franchise training/support page, reviewed October 15, 2026. This article uses official website information; it is not an FDD-based review.