DPHC Staffing is structured to recruit, clinically screen, employ, and support locally licensed registered nurses for awarded Department of Veterans Affairs staffing requirements. Candidate evaluation is governed by MSN-credentialed clinical instructors and nurse leaders.
Identifiers are click-to-copy. Registration and certification status can be checked directly at SAM.gov and SBA Veteran Small Business Certification. DPHC is eligible for small business, VOSB, and SDVOSB set-asides. DPHC is not endorsed by the Department of Veterans Affairs.
DPHC is structured to support VA healthcare staffing primes with clinically screened, W-2 registered nurses for awarded federal staffing requirements. If you have 60 seconds, this is the fit.
| Business type | SBA-certified SDVOSB / VOSB / Small Business |
|---|---|
| Primary role | VA healthcare staffing subcontractor and teaming partner |
| Initial focus | W-2 registered nurse staffing |
| Clinical governance | MSN instructor-led candidate screening |
| Employment model | Locally licensed clinicians employed as W-2 staff |
| Compliance preparation | Applicable wage-determination, health-and-welfare fringe, payroll-tax, and worker-classification workflows |
| Initial geography | Nevada, California, Arizona, and Utah |
| Contact path | Direct, owner-led business development |
A resume keyword match and a phone screen cannot tell a prime whether a nurse can hold a neuro floor. DPHC's operating model puts clinical review ahead of submission, and sources against a validated requirement rather than a speculative bench. Four stages, from intake to onboarding.
Review the facility, specialty, shift, headcount, start date, credentialing timeline, wage determination, and prime-specific requirements.
Recruit locally licensed W-2 candidates against the validated requirement rather than maintaining an unsupported speculative bench.
Use MSN-led review of specialty experience, acuity exposure, clinical judgment, communication, certifications, and assignment readiness.
Coordinate W-2 employment, applicable payroll requirements, credential tracking, prime onboarding, and VA credentialing support according to the awarded requirement.
DPHC's screening model requires clinical review before a candidate is submitted to a prime. The review is designed to evaluate practical unit readiness in addition to resume qualifications and license status.
DPHC's screening model requires each candidate to be evaluated by MSN-credentialed clinical instructors against the acuity-specific competencies of the unit in question.
Acuity-specific evaluation led by MSN-credentialed clinical instructors with charge-nurse operational experience.
NURSYS and OIG exclusion checks, plus certification tracking such as BLS, ACLS, TNCC, PALS, NRP, AWHONN, and CPI.
Structured review of clinical judgment, handoff and escalation communication, and assignment readiness.
The planned onboarding workflow accounts for applicable federal screening, credentialing, wage-determination, and employment requirements. It runs alongside clinical screening rather than inside it.
DPHC's model does not use travel stipends, housing packages, or rotating travel assignments. Selected clinicians would be employed by DPHC as W-2 employees for the applicable staffing requirement. The model is intended to support assignment continuity while maintaining clear employer responsibility for payroll taxes and worker classification.
Local recruiting is intended to support longer-term assignment continuity and reduce repeated travel-clinician rotations. Actual retention and backfill performance will depend on the requirement, labor market, compensation, facility conditions, and award structure.
The planned W-2 payroll workflow is designed to account for applicable wage determinations, health-and-welfare fringe requirements, payroll taxes, and worker classification. Employment and payroll compliance is handled as its own workflow, separate from clinical screening.
DPHC is an SBA-certified SDVOSB. When permitted by the contract and properly reported, eligible subcontract spend with DPHC may support a prime contractor's SDVOSB subcontracting goals. Treatment depends on the specific contract, subcontracting plan, reporting rules, and subcontract structure.
DPHC operates under NAICS 561320 (Temporary Help Services) and focuses first on W-2 registered nurse staffing for VA healthcare requirements. DPHC's initial recruiting focus is Nevada, California, Arizona, and Utah. Expansion into additional states will follow awarded requirements and the employer registrations, clinician licensing, recruiting capacity, and operational infrastructure needed to support them.
| Primary service | W-2 registered nurse staffing for VA healthcare requirements |
|---|---|
| Initial RN settings | Medical-surgical, telemetry, step-down, progressive care, critical care, emergency, perioperative, neuro, and stroke |
| Screening | MSN instructor-led clinical review and acuity-specific competency evaluation |
| Credentialing and compliance | NURSYS, OIG, and certification tracking; applicable federal screening; applicable wage determination and health and welfare fringe under the Service Contract Labor Standards (SCLS/SCA) |
| Future expansion | Additional LPN, advanced practice, behavioral health, outpatient, or specialty support may be evaluated as task-order requirements and credentialing capacity expand |
| Company | DPHC Staffing, LLC |
|---|---|
| Business type | SBA-certified SDVOSB / VOSB / Small Business |
| UEI | RFKBPYB1W1N3 |
| CAGE | 186H1 |
| Primary NAICS | 561320 (Temporary Help Services) |
| Primary service | Federal healthcare staffing · W-2 registered nurses |
| SBA VetCert | Active through 04/12/2029 |
| Headquarters | Las Vegas, Nevada |
| Capability Statement | Download PDF |
| Customer | Department of Veterans Affairs |
|---|---|
| Primary vehicle | Subcontracting and teaming with VA healthcare staffing prime contractors, including ICSP task orders |
| Coverage | Initial focus: Nevada, California, Arizona, and Utah. Additional states will be evaluated based on awarded requirements, licensing, employer-registration requirements, and recruiting capacity. |
Ownership and operations sit with a service-disabled veteran. Clinical standards sit with MSN-credentialed nurse leaders. Neither reports through the other's lane.
DPHC is a new federal market entrant. Its current qualifications are grounded in SBA certification, its planned operating controls, and the relevant professional experience of its key personnel. The biographies below describe individual professional experience, not DPHC corporate performance.
Founder & Chief Executive Officer
U.S. Army veteran, Sergeant, Military Police, with two deployments to Afghanistan. 100% Permanent and Total service-connected. Sole owner of DPHC Staffing, LLC, bringing federal compliance discipline and enterprise network engineering rigor to staffing operations.
Chief Talent Officer
MSN-credentialed clinical instructor leading candidate evaluation standards and acuity-specific competency review.
Chief Nursing Officer
MSN-credentialed nurse leader governing clinical quality standards, credentialing rigor, and assignment-readiness criteria.
Send the facility or work location, specialty, shift, anticipated headcount, estimated start date, credentialing timeline, and applicable wage determination. DPHC will review the requirement and determine whether its recruiting and operating model is a practical fit.
See For Primes for how DPHC supports subcontracts, or use the contact form.
