Careers at FAINS
Fain's Private Duty Home Care is building the roster for launch. If you are a New Jersey licensed CHHA, LPN, or RN who wants to work under a Registered Nurse Supervisor, on published rates, with families you get to interview with, this is the agency to join.
Who we are hiring
The first roster is built around three tiers, all licensed in the State of New Jersey:
Certified Home Health Aides. Active NJ CHHA certification, listed on the NJ Board of Nursing registry, with a valid CPR card. Two years of home care experience preferred. Dementia care experience, hospice care experience, and post-surgical rehab experience each weighted positively. The RN Supervisor of record on your assigned cases is your clinical point of contact for anything above ADL scope. You will not be asked to work outside the CHHA scope, and you will not be asked to falsify a shift log or a plan-of-care task.
Licensed Practical Nurses. Active NJ LPN license, listed on the NJ Board of Nursing registry, with a valid CPR card. Medication administration comfort required for LPN-tier shifts. Wound care, tube feed management, and diabetes management experience each weighted positively. LPN shifts are dispatched when the plan of care requires clinical tasks beyond CHHA scope.
Registered Nurses. Active NJ RN license, listed on the NJ Board of Nursing registry, with a valid CPR card. Home care experience preferred. RNs are hired for two types of roles: RN Supervisor of record on assigned cases (case management, plan of care authorship, caregiver credentialing, family point of contact) and direct-care RN shifts for cases whose plan of care requires RN presence.
What we pay
Rates are published on the pricing page for family-facing billing, and caregiver pay rates are quoted at offer time in specific dollars per hour by tier and by shift type (weekday, weekend, overnight, holiday). We do not do exposure pay, split-shift games, or pay-rate rachet-downs after the first week. The rate on the offer letter is the rate on the paycheck, and the paycheck arrives weekly on a Monday-through-Sunday cycle that matches the family invoice cycle.
Overtime is paid per New Jersey wage and hour law. Mileage between assigned shifts is reimbursed at the published mileage rate. Continuing-education hours required to maintain your license are supported through the RN Supervisor's clinical education budget where applicable.
We do not publish caregiver pay rates on this page. Pay is discussed by tier at offer time so the offer conversation reflects the specific role, shift structure, and experience level. What is public is that pay is transparent, on schedule, and never mixed with family-facing invoice figures. The payroll firewall is a working discipline: caregiver pay is between FAINS and the caregiver; family billing is between FAINS and the family. Neither side sees the other side's figures.
Why work here
You work under a Registered Nurse Supervisor. Every case has an RN of record. When the plan of care needs clarification, the RN answers. When the family has a clinical question, the RN handles it. When an acuity change surfaces mid-case, the RN reworks the plan of care. You are not the sole clinical judgment on a case that exceeds your scope, and you are not asked to make judgment calls the license does not permit.
You know who your patient is before you accept the shift. The human matcher gives you the caregiver-brief the RN Supervisor wrote at intake. You know the plan of care, the family situation, the shift structure, the pay rate, and the case-continuity expectation before you say yes. Accepted shifts are shifts you have said yes to with full information.
The family interviews you. The FAINS operating model is that the family meets the caregiver before the first shift. This is not a hurdle. It is a working respect for the fact that the caregiver is entering someone's home, and the family is inviting a professional into their most vulnerable hours. Both sides get to decide whether the fit is right. Both sides can say no.
Chemistry-match swaps are structural, not personal. If a case is not the right fit after the first week, the caregiver is reassigned to a case that fits better. This is a normal operating outcome, not a performance issue. The RN Supervisor manages the transition. You do not carry the weight of a chemistry mismatch on your record.
Cancellations respect your time. The 24-hour cancellation window applies to families as well. If a family cancels a shift with less than 24 hours notice, the shift is billed at the four-hour minimum and you are paid for the shift. Your time is not treated as free flex capacity for family scheduling changes.
License lapses are our operational concern, not our disciplinary one. The RN Supervisor tracks every caregiver's license expiration date and prompts the renewal process before the expiration window. If a lapse happens for a legitimate reason (a delayed state processing time, a family emergency during the renewal window), the RN Supervisor works the reactivation with you and holds the roster slot. Lapses are not a firing offense; unaddressed lapses are.
What we do not do
We do not undercut caregiver pay to compete on family-facing rates. Both sides of the model have to be sustainable for the operating model to work. The family invoice rate is what it is because it funds a caregiver pay rate that is worth taking the job for. If the numbers stop working on either side, we surface it and rework the model, not the caregiver's paycheck.
We do not run split shifts to avoid overtime. If a case genuinely needs coverage across a split, the split is scheduled with full pay for each block, including any overtime that surfaces. We do not schedule two four-hour shifts with a six-hour unpaid gap in the middle to keep total daily hours under an overtime threshold. That is a pay-scheme, not a scheduling decision.
We do not accept cases we cannot staff well. If the acuity of a case exceeds the credentialed roster available in the county, we tell the family honestly and refer them to a fit-for-purpose provider. We do not ask a caregiver to work above scope to close a case we should not have accepted.
The application process
Send an email to fain@fainscare.com with:
- The subject line: Caregiver application followed by your tier (CHHA, LPN, or RN) and your county of residence
- Your current NJ license number, tier, and expiration date
- Your years of home care experience, with a one-paragraph summary of the case types you have worked
- Two professional references (one clinical supervisor, one family or peer)
- Your shift-shape preferences (weekday days, overnights, weekends, live-in, willingness to commute across which counties)
- A phone number and a good time to reach you
The RN Supervisor reviews the application and reaches out within five business days. The initial phone conversation is 30 to 45 minutes and covers your working preferences, clinical background, and specific fit for the cases we are staffing. If the fit is mutual, the process moves to license verification (we run you through the NJ Board of Nursing registry ourselves), reference calls, and an in-person or video interview with Irina Fain.
Successful applicants sign the caregiver agreement, complete the FAINS orientation (a two-hour walkthrough of the operating model, the plan-of-care format, the shift-log discipline, and the RN Supervisor escalation path), and enter the credentialed roster. First case assignments follow when a matching case surfaces in your county, typically within two to six weeks of onboarding depending on family-side demand.
The framework close
Every pillar of The Fain Standard has a caregiver-side reading. RN supervision is your clinical partner. License verification is your professional protection. The four-hour minimum is your income floor per shift. Weekly transparent invoicing is your Monday paycheck cycle. Chemistry matching is the working respect for you as a person, not a scheduling unit. The 24-hour cancellation window is your protection against last-minute schedule collapses. And the private-pay-only payer model is why the pay rate is sustainable for the case.
If any of that reads like the agency you want to work for, send the email. We are building the roster now.