Tax credits for health systems and multi-site clinical networks.
High-turnover support and clinical roles, training-heavy onboarding, and multi-site footprints across credit zones — the capture profile is meaningfully larger than WOTC alone, especially when training credits are layered on top.
Who this is for
Health systems, multi-site clinical networks, ambulatory operators, and skilled-nursing facilities. Support roles and clinical mid-level positions drive the most credit value.
- ✓Hospital systems and multi-hospital networks
- ✓Multi-site clinical operators (urgent care, ambulatory)
- ✓Skilled nursing and senior-living operators
- ✓Health-tech operators running clinical staffing
Programs we file
The capture stack for healthcare networks.
The programs we routinely file for operators in this category. Per-credit value is a working range — your actual capture depends on hiring volume and jurisdictions.
Work Opportunity Tax Credit
Anchor — high turnover in support and clinical mid-level roles drives the bulk of capture.
State Training Credits
State workforce-training reimbursement and credit programs — often material for clinical onboarding.
Empowerment Zone
Stackable for employees within EZ census tracts — community hospitals often qualify.
State Hiring
Hiring credits across 32 states — clinical and non-clinical roles both qualify.
Apprenticeship
Apprenticeship and registered-training credits, especially relevant for allied-health pipelines.
Where capture leaks
The problems we solve, specifically.
The problem
Training spend on clinical onboarding is rarely converted into state training-credit claims.
What Trak does
Atlas maps your training spend by site and surfaces state-by-state reimbursement and credit eligibility.
The problem
Audit defense in healthcare carries higher stakes — workpaper quality matters.
What Trak does
Hashed evidence packets, signed forms, and 7-year retention by default — exportable to your auditor on request.
The problem
Multi-site clinical expansion outpaces credit mapping.
What Trak does
Atlas re-evaluates eligibility automatically as new sites come online.
How it lands
Week 1 to first capture.
Week 1
Site list + training spend
Site list with EIN ownership, current employee roster, and a current-year training spend export. Atlas runs EZ enrichment and site-level state-program checks immediately.
Weeks 1–3
Training credit substantiation
Onboarding and clinical training spend mapped per site against state workforce training programs. Substantiation packets produced per program per site.
Weeks 2–4
Day-forward screening
ATS-native WOTC screening live across clinical and support hiring. EZ enrichment on every certified hire; per-site adoption dashboards land for HR.
Quarterly
Quarterly captures
Training credits filed by program; WOTC certifications by state; lookback amendments file against open years.
Industry-specific failure modes
If any of these look familiar…
Clinical training spend recorded but not categorized
Onboarding spend that lands in a generic GL bucket suppresses state training credit eligibility. Per-program tagging in the GL is the cleanest fix.
Per-diem / agency labor not screened
Per-diem and agency clinical staff often slip through WOTC screening because the hiring flow bypasses the corporate ATS. Specific intake gates are needed.
Site closures during lookback unflagged
A closed clinic still owes a credit filing for the period it was open. Site-level lookback schedules need the open / closed dates baked in.
Allied-health apprenticeship hours uncaptured
Allied-health apprentice programs qualify for federal and state apprenticeship credits — but the hours need to be centrally captured per apprentice.
What we ship
Deliverables and integrations.
Deliverables
Every site mapped against WOTC, training, EZ, state hiring, and apprenticeship credits. Drillable to the individual program and EE.
Onboarding and clinical training spend mapped per program with the substantiation needed for state filing.
Centralized apprentice-hour and ratio capture per program, especially for allied-health pipelines.
Hashed evidence packets per credit, retained 7 years, exportable to your auditor in an afternoon. Healthcare-grade documentation discipline.
Integrations
iCIMS, Workday Recruiting, Greenhouse, SmartRecruiters — native screening at hire across clinical and support roles.
Workday, UKG, ADP, Kronos — full site roster ingestion.
Workday Learning, Cornerstone, Relias — for training spend and apprenticeship hour capture.
Epic, Cerner, Meditech — read-only access when clinical role coding is needed for credit substantiation.
Payback math
Training credits often double the WOTC base.
For a 32-site clinical network with substantial onboarding spend, state training credits typically deliver $200K–$500K of recovery in the first year — on top of WOTC, EZ, and state hiring stacks.
Illustrative ranges. Actual results depend on your workforce and circumstances.
Industry questions, answered.
Does HIPAA affect anything you do?
No PHI ever touches the platform. We work from payroll, location, and aggregate training-spend data. Where role coding from clinical systems is helpful, we use de-identified read-only access. Our SOC 2 covers the relevant controls.
How does training credit work for clinical onboarding?
State workforce training programs reimburse a portion of qualifying training spend for new hires in eligible roles. The credit varies by state but is often material for clinical roles. We map your training spend against per-state programs and produce the substantiation.
What about credentialing-heavy roles like RN or PA?
Credentialing time and pre-employment training often qualify in addition to onboarding spend. The substantiation requires more careful documentation but the credit is meaningful per hire.
Can we layer this with our existing tax advisor?
Yes. Trak runs the credit operations and produces the workpapers; your CPA / tax advisor signs the returns. We coordinate directly with their workflow.