215Live PCU RN Travel Jobs · October 15 700+ 5-Star Reviews

PCU Travel Nurse Jobs Nationwide

Sort open PCU contracts by location, shift, and weekly pay, then open the assignment that fits.

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PCU · nationwide
215
live jobs
$2,101
avg weekly pay iMarket pay is the average weekly rate across active assignments matching your specialty and location. Each job’s pay tier compares its weekly pay to this average.
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Browse PCU jobs by state
Texas 23 North Carolina 17 Arizona 14 Georgia 13 Ohio 13
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    Finding PCU Assignments

    Sitting between intensive care and a general floor, progressive care is the acuity band PCU travel nurse jobs cover: patients who are acutely ill but moderately stable, on continuous telemetry and cardiac drips, still able to slide toward instability fast. Most contracts expect rhythm competency and comfort with step-down acuity, with ACLS, since travelers learn a new unit on little orientation. Because "PCU" covers cardiac step-down, telemetry, and intermediate care that vary by hospital, it is worth confirming a unit's acuity with the recruiter before you commit. PCU openings move quickly and currently span Texas, Kentucky, and North Carolina, with 215 live on Advantis. Travelers wanting rhythm work without step-down acuity can compare telemetry contracts.

    Live market data

    Reading the Current PCU Pay Range

    Updated today

    PCU weekly pay tracks acuity and shift more than anything else: cardiac step-down units with night or weekend coverage tend to pay above lighter intermediate-care assignments. The chart shows the current spread; read where an offer falls against it.

    $1,582 median $2,167 $3,134
    $2,167
    Median weekly
    $1,582–$3,134
    Typical range
    $3,134
    Top PCU Pay
    Based on 215 live Advantis PCU contracts. Weekly pay shown is marketplace contract value, not a staff-nurse wage.

    Progressive Care Is Its Own Standard

    Progressive care is a defined nursing discipline, not a vague gap between the floor and the ICU. AACN introduced the term more than 20 years ago and now backs the specialty with a published Scope and Standards and, as of 2025, its first staffing standards, which state that progressive care generally requires one nurse for every three or four patients. That structure is why the unit carries its own competency set, from continuous telemetry interpretation to cardiac-drip titration and early recognition of decline, rather than borrowing ICU or med-surg expectations. The credential that signals a traveler can work at that acuity is the PCCN, the Progressive Care Certified Nurse from AACN, which step-down units increasingly prefer alongside ACLS.

    Live market data · by state

    What PCU Markets Actually Net

    Updated today

    Step-down demand tends to climb where critical-care capacity is tight, so the table pairs each PCU market's pay with a cited read on how short local staffing runs. Sort by take-home rather than the headline rate to see which markets actually hold up after cost of living.

    Tap a green value, or an underlined heading, to see how each number is calculated.
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    State Open jobs Compact Median pay Income tax Market outlook
    Wisconsin 4 Yes ✓ $2,324 $1,250 up to 7.65% (graduated) Surplus statewide; distribution & specialty-mix demand HRSA 2023–2038 · long-term
    West Virginia 3 Yes ✓ $2,241 $995 up to ~4.58% (graduated) Above balance; aging/rural Appalachian demand HRSA 2023–2038 · long-term
    Iowa 4 Yes ✓ $2,264 $1,097 3.8% flat Near balance; rural/critical-access distribution demand HRSA 2023–2038 · long-term
    Nebraska 7 Yes ✓ $2,230 $1,186 up to 4.55% (graduated) Above balance; rural/critical-access distribution demand HRSA 2023–2038 · long-term
    Kentucky 18 Yes ✓ $2,183 $1,105 3.5% flat Near balance; metro + rural Appalachian demand HRSA 2023–2038 · long-term
    Arizona 14 Yes ✓ $2,313 $1,706 2.5% flat Population & retiree growth sustain metro demand BLS Occupational Outlook
    Michigan 4 No $2,166 $1,310 4.25% flat 22,000+ unfilled nursing roles projected by 2030 Michigan Health Council 2024
    Ohio 13 Yes ✓ $2,138 $1,219 2.75% flat Surplus statewide; high-acuity & rural distribution demand HRSA 2023–2038 · long-term
    Washington 14 Yes ✓ $2,295 $2,011 0% Among 10 largest RN shortages · ~17% by 2038 (~15,020 FTE) HRSA 2023–2038 · long-term
    Missouri 4 Yes ✓ $2,092 $1,138 up to 4.7% (graduated) Statewide balance; KC/STL turnover + rural gaps HRSA 2023–2038 · long-term
    New Mexico 5 Yes ✓ $2,086 $1,294 up to 5.9% (graduated) Slight RN shortage (~2% by 2038); below-avg density HRSA 2023–2038 · long-term
    New Hampshire 6 Yes ✓ $2,257 $2,038 0% ~7% RN shortfall by 2038; aging population HRSA 2023–2038 · long-term
    California 3 No $2,401 $2,674 up to 13.3% (graduated) ~78,000 RNs not working in nursing (57% age 65+) CA BRN · UCSF 2022
    Kansas 8 Yes ✓ $2,026 $1,122 up to 5.58% (graduated) Above balance; rural hospitals at closure risk HRSA 2023–2038 · long-term
    Florida 10 Yes ✓ $2,169 $1,933 0% 59,000+ nurse shortage by 2035 (vacancy 7.8%) FL Hospital Assn.
    Georgia 13 Yes ✓ $2,056 $1,550 4.99% flat Among 10 largest RN shortages · ~20% by 2038 (~25,110 FTE) HRSA 2023–2038 · long-term
    Virginia 3 Yes ✓ $2,096 $1,729 up to 5.75% (graduated) Among 10 largest RN shortages · ~8% by 2038 (~8,020 FTE) HRSA 2023–2038 · long-term
    North Carolina 17 Yes ✓ $1,990 $1,389 3.99% flat ~12,500 RN shortfall by 2033 (~11%) NC Nursecast · UNC Sheps
    Colorado 10 Yes ✓ $2,062 $1,866 4.4% flat ~15% RN shortfall by 2030 (~10,000 nurses) CO Center for Nursing · Mercer
    South Carolina 3 Yes ✓ $1,880 $1,344 1.99% / 5.21% (two brackets) Among 10 largest RN shortages · ~12% by 2038 (~7,250 FTE) HRSA 2023–2038 · long-term
    Tennessee 12 Yes ✓ $1,869 $1,335 0% 8,500+ RN shortfall projected by 2035 TN Hospital Assn.
    Texas 23 Yes ✓ $1,647 $1,520 0% 57,000+ RN shortfall by 2032 (~16%) TX DSHS 2024 · 739 hospitals
    Wisconsin · 4 open
    Median pay $2,324 2-BR rent $1,250 State tax up to 7.65% (graduated) Compact ✓
    Outlook: Surplus statewide; distribution & specialty-mix demand HRSA 2023–2038 · long-term
    West Virginia · 3 open
    Median pay $2,241 2-BR rent $995 State tax up to ~4.58% (graduated) Compact ✓
    Outlook: Above balance; aging/rural Appalachian demand HRSA 2023–2038 · long-term
    Iowa · 4 open
    Median pay $2,264 2-BR rent $1,097 State tax 3.8% flat Compact ✓
    Outlook: Near balance; rural/critical-access distribution demand HRSA 2023–2038 · long-term
    Nebraska · 7 open
    Median pay $2,230 2-BR rent $1,186 State tax up to 4.55% (graduated) Compact ✓
    Outlook: Above balance; rural/critical-access distribution demand HRSA 2023–2038 · long-term
    Kentucky · 18 open
    Median pay $2,183 2-BR rent $1,105 State tax 3.5% flat Compact ✓
    Outlook: Near balance; metro + rural Appalachian demand HRSA 2023–2038 · long-term
    Arizona · 14 open
    Median pay $2,313 2-BR rent $1,706 State tax 2.5% flat Compact ✓
    Outlook: Population & retiree growth sustain metro demand BLS Occupational Outlook
    Michigan · 4 open
    Median pay $2,166 2-BR rent $1,310 State tax 4.25% flat Compact No
    Outlook: 22,000+ unfilled nursing roles projected by 2030 Michigan Health Council 2024
    Ohio · 13 open
    Median pay $2,138 2-BR rent $1,219 State tax 2.75% flat Compact ✓
    Outlook: Surplus statewide; high-acuity & rural distribution demand HRSA 2023–2038 · long-term
    Washington · 14 open
    Median pay $2,295 2-BR rent $2,011 State tax 0% Compact ✓
    Outlook: Among 10 largest RN shortages · ~17% by 2038 (~15,020 FTE) HRSA 2023–2038 · long-term
    Missouri · 4 open
    Median pay $2,092 2-BR rent $1,138 State tax up to 4.7% (graduated) Compact ✓
    Outlook: Statewide balance; KC/STL turnover + rural gaps HRSA 2023–2038 · long-term
    New Mexico · 5 open
    Median pay $2,086 2-BR rent $1,294 State tax up to 5.9% (graduated) Compact ✓
    Outlook: Slight RN shortage (~2% by 2038); below-avg density HRSA 2023–2038 · long-term
    New Hampshire · 6 open
    Median pay $2,257 2-BR rent $2,038 State tax 0% Compact ✓
    Outlook: ~7% RN shortfall by 2038; aging population HRSA 2023–2038 · long-term
    California · 3 open
    Median pay $2,401 2-BR rent $2,674 State tax up to 13.3% (graduated) Compact No
    Outlook: ~78,000 RNs not working in nursing (57% age 65+) CA BRN · UCSF 2022
    Kansas · 8 open
    Median pay $2,026 2-BR rent $1,122 State tax up to 5.58% (graduated) Compact ✓
    Outlook: Above balance; rural hospitals at closure risk HRSA 2023–2038 · long-term
    Florida · 10 open
    Median pay $2,169 2-BR rent $1,933 State tax 0% Compact ✓
    Outlook: 59,000+ nurse shortage by 2035 (vacancy 7.8%) FL Hospital Assn.
    Georgia · 13 open
    Median pay $2,056 2-BR rent $1,550 State tax 4.99% flat Compact ✓
    Outlook: Among 10 largest RN shortages · ~20% by 2038 (~25,110 FTE) HRSA 2023–2038 · long-term
    Virginia · 3 open
    Median pay $2,096 2-BR rent $1,729 State tax up to 5.75% (graduated) Compact ✓
    Outlook: Among 10 largest RN shortages · ~8% by 2038 (~8,020 FTE) HRSA 2023–2038 · long-term
    North Carolina · 17 open
    Median pay $1,990 2-BR rent $1,389 State tax 3.99% flat Compact ✓
    Outlook: ~12,500 RN shortfall by 2033 (~11%) NC Nursecast · UNC Sheps
    Colorado · 10 open
    Median pay $2,062 2-BR rent $1,866 State tax 4.4% flat Compact ✓
    Outlook: ~15% RN shortfall by 2030 (~10,000 nurses) CO Center for Nursing · Mercer
    South Carolina · 3 open
    Median pay $1,880 2-BR rent $1,344 State tax 1.99% / 5.21% (two brackets) Compact ✓
    Outlook: Among 10 largest RN shortages · ~12% by 2038 (~7,250 FTE) HRSA 2023–2038 · long-term
    Tennessee · 12 open
    Median pay $1,869 2-BR rent $1,335 State tax 0% Compact ✓
    Outlook: 8,500+ RN shortfall projected by 2035 TN Hospital Assn.
    Texas · 23 open
    Median pay $1,647 2-BR rent $1,520 State tax 0% Compact ✓
    Outlook: 57,000+ RN shortfall by 2032 (~16%) TX DSHS 2024 · 739 hospitals
    No states match those filters. Try removing one.
    Market-outlook figures cited to each state's primary source.
    Illustrative only — not take-home pay or tax advice. Travel pay often includes tax-free stipends, and no-income-tax states stretch further. Estimated value = median weekly contract pay × 4.33 weeks, minus the typical 2-BR rent. Pay & open jobs: live Advantis inventory; 2-BR rent: HUD FMR FY2026; state income tax: Tax Foundation 2026; compact: NCSBN.
    Good to know

    PCU Travel Contract FAQs for RNs

    How is a PCU different from the ICU and from telemetry or step-down?
    A progressive care unit (PCU) sits between intensive care and a general floor: patients are acutely ill but moderately stable, more monitored than med-surg yet not ICU-level. 'Telemetry,' 'step-down,' and 'intermediate care' often describe the same progressive-care work under different hospital labels, while the ICU handles the unstable, highest-acuity patients. AACN treats progressive care as its own specialty.
    Is the PCCN worth holding for step-down travel contracts?
    Often, yes. PCU contracts expect an active RN license alongside BLS and ACLS, and many prefer the PCCN (Progressive Care Certified Nurse) from AACN, AACN's progressive-care certification built around acutely ill adult patients. Rhythm interpretation is usually expected, and some cardiac units add a dysrhythmia or stroke certification. If you're PCCN-eligible, testing between contracts is a fast credibility gain for step-down work.
    Which PCU contracts land at the top of the pay range?
    PCU weekly pay tracks acuity and shift first: cardiac step-down and heavy-monitoring units with night or weekend coverage tend to pay more than lighter intermediate-care assignments, with location and overtime layered on top. Published RN wage data marks the broad floor, and each listing carries its own current weekly rate on top of that baseline. each listing shows its own current weekly pay.
    What acuity and ratios should travelers expect?
    Acuity lands between the ICU and a general floor, so assignments are usually lighter than ICU but heavier and more monitored than med-surg. Exact ratios are set by facility policy and the unit's acuity, and 'PCU' can mean different things across systems, so confirm the unit and its staffing with the recruiter before you accept.
    Do PCU travelers do a lot of cardiac and telemetry work?
    Often. Many PCUs are cardiac step-down or monitoring units, so travelers read continuous heart rhythms, titrate cardiac drips, and act on early signs of decline. The amount of cardiac focus varies by unit, so ask the recruiter which units a contract covers. If drips and rhythms are your strength, flag it; those units shortlist monitored-care travelers first.
    What experience do PCU travel assignments expect?
    Most postings want recent step-down or cardiac monitoring experience and comfort titrating cardiac medications, since travelers take report on a new unit with little orientation. For context, the PCCN's direct-care pathway recognizes roughly 1,750 hours of acutely-ill adult care over two years, a useful benchmark for the experience these contracts assume. List your monitor systems and drip protocols on your profile; it answers the screen before it's asked.
    What do PCU travel schedules and contract lengths look like?
    PCU contracts usually run 13 weeks on 12-hour day or night rotations, and cardiac step-down units often weight toward nights for monitoring coverage. Each listing shows its shift and contract length up front, so match those to what you want before you shortlist it. Night-weighted contracts often pay a shade more for the same unit, worth weighing if your sleep schedule allows.
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