Clasp

We're proud to be Boston built and are grateful to Boston Business Journal for covering our $20M Series B. 🎉 From Boston Children's Hospital to Northwestern Medicine. Rad techs to CRNAs. Students engaged across nearly every state. 📍 Retention is not a niche problem. It shows up everywhere, and it is expensive to ignore. 💸 We are continuing to build the infrastructure to fix it. 🔗 in the comments! #SeriesB #ROTCforhealthcare #LoanLinkedHiring #Healthcare

Axios covered our $20M Series B, led by our partners at Crosslink Capital and Digitalis Ventures. Total raised: $50M. 🙌 In healthcare, the bonus gets clinicians in the door, but what happens next is the real problem. 🚪 That's why we are building something beyond a recruitment tool: widening talent pools, engaging talent early, and driving retention for 3+ years after hire. Thank you to Axios for the coverage! Link in comments. #SeriesB #ROTCforhealthcare #LoanLinkedHiring #Healthcare

Sign-on bonus. Turnover. Contract labor to fill the gap. Sign-on bonus. Turnover. Rinse and repeat. Sound familiar? Healthcare has been running this cycle for decades. It costs more than $68B each year. And somehow, we keep being surprised by the outcome. Today we announced a $20M Series B to break the cycle. Clasp's Loan-Linked Hiring replaces the bonus with a commitment: employers repay student loans over years of service. Support grows the longer a clinician stays. The math finally works and creates a win-win-win for employers, clinicians, and the patients that they serve. 🔗 in the comments! #SeriesB #ROTCforhealthcare #LoanLinkedHiring #Healthcare

Healthcare has an incentive problem. Hospitals spend billions on sign-on bonuses and contract labor, yet half of new nurses leave their first job within two years. In her TEDx talk, our CEO Tess Michaels explains how the system actually rewards leaving more than staying, and what a better model looks like. Instead of paying clinicians to move hospitals every 12–18 months, what if we: 🎓 Supported students while they’re still in training 💸 Helped repay their loans once they begin working 🤝 Built long-term commitment instead of short-term churn That’s the idea behind Clasp. 💜 A simple shift in incentives can change the entire workforce pipeline and help more clinicians build lasting careers where they start. Watch Tess’s TEDx talk at the link in the comments! 👇

The average frontline worker never considers a clinical career because nobody ever showed them a path in. Lionstone Healthcare just changed that. 💜 For their own team, Lionstone now offers any employee — including food service workers, drivers, and janitorial staff — a path into clinical careers, with employer-backed student loan repayment of up to $20,000. In under two months, 43 people have already raised their hands. 🙋 But that's not all, folks! As of this month, Lionstone took this one step further: for the next generation of nurses and therapy assistants coming from outside the organization, students can now lock in up to $45,000 in Lionstone-backed student loan repayment before they even graduate. The healthcare workforce shortage won't be solved by moving talent around. It gets solved when employers invest in growing it — from the ground up, and from the inside out. Lionstone Healthcare is showing exactly how that's done. Read more about the partnership at the link in the comments. 👇 Want to build something like this at your organization? Let's talk.

SRNAs — want more clarity on your post-grad options? At Clasp’s Virtual Career Fair, you can: 🎓 Meet employers hiring SRNAs graduating in '26, '27, and '28 💰 Learn how participating employers can help you pay down your student loans during your first years of work 🗺️ Discover opportunities across the U.S. 👉 Register today: https://hubs.ly/Q047rBzt0

When your Wordle guesses accidentally describe your entire company, you know you're doing something right. Thanks for yesterday's shoutout, The New York Times! Glad to see the word is getting out 🟩 🟩 🟩 🟩 🟩

This week (and every week!) we recognize and appreciate the hard work of HR teams across healthcare, juggling countless priorities and challenges to keep their organizations moving forward. Give these healthcare HR heroes some love with a shoutout! #healthcareHRweek #humanresources #employeerecognition #healthcare

The average CRNA graduates with $150,000+ in student debt. The industry's traditional answer has been recruiting incentives that kick in after the fact — by which point, the financial stress has already shaped the decision. And if that stress pushes clinicians out of the field entirely, patient care is at stake. Rochester Regional Health just did the math differently, making a record-breaking commitment of up to $180,000 in student loan repayment for CRNAs (and up to $25k and $30k in student loan repayment support for surg techs and rad techs respectively). As Dr. Charlene J. Wilson so perfectly put it: "This program is a strategic investment in the future stability of care for our community." Read more about this exciting partnership at the link in the comments!