Nursefinders in West Des Moines, IA

Pros

• Amy and Cynthia are considered the absolute best by reviewers.
• The agency is caring and works hard, consistently matching staff with preferred shifts and advocating for them.
• TNN is professional, fun, and reliable in filling timesheets.
• Amy, Cynthia, and Princess are great to work with and go above and beyond for coworkers.
• Total Nurses Networks is a great company to work for.
• The staff feel like family and are dedicated to the employees.
• Amy and Cynthia ensure that employees have the hours they want and support work-life balance.
• TNN provides exceptional service with friendly, compassionate staff.

Cons

• Shifts are canceled after acceptance, and very few shifts are available.
• They were told they would be paid STAT for the whole shift, but the facility only needed someone for third shift and not at 6.
• Leslie failed to return calls with clarifications about pay and schedule.
• The reviewer notes that such miscommunications are not rare.
• Customer service is described as very poor, with no-call/no-show staff and rude, hang-up responses when contacted.
• They would give zero stars if possible.

Review

Nursefinders in West Des Moines is best suited for families and facilities that prize a caregiver staffing partner who treats its own staff like family and can mobilize flexible coverage with a personal touch. The most dependable fit occurs when leadership maintains strong, long-term relationships with caregivers, advocates for their needs, and prioritizes continuity of care. When the goal is to secure reliable, compassionate nurses or aides who will work with families to fit busy schedules and shifting care requirements, this community can deliver a steady stream of motivated caregivers who feel supported and valued.

That said, not every family should drive toward this option. Alternatives should be considered by those who require absolute scheduling precision and flawless, zero-tolerance communication on every shift. If the priority is rigid, clockwork reliability, or if past experience with inconsistent pay terms and last-minute changes raises red flags, it pays to compare other agencies or direct hires that emphasize a tighter, more standardized process and fewer midstream disruptions.

The strongest positives here revolve around the human connection and responsiveness of leadership. The caregiver network is described as caring, dependable, and well-supported by managers who listen, advocate, and find workable solutions. Amy and Cynthia repeatedly emerge as the stabilizing force, credited with ensuring workers get to the places they want to be and with maintaining a family-like atmosphere. This kind of insider support translates into more consistent caregiver retention, greater loyalty, and a sense that staff will go the extra mile for clients.

The most salient drawbacks center on scheduling ambiguity and communication gaps. Several reviews recount shifts canceled after acceptance, confusing or miscommunicated pay expectations (including STAT pay versus regular pay), and, in at least one case, outright poor customer service behavior from staff members. No-shows or abrupt changes by agency personnel introduce real risk for care plans that rely on predictable staffing. Taken together, these issues underscore a core reliability risk that families must weigh against the otherwise strong caregiver advocacy.

These pros and cons do not cancel each other out; they simply shift the risk profile. The people-driven culture and proactive placement approach can mitigate scheduling headaches when expectations are clear, and when a single point of contact remains accessible to rework a schedule quickly. The benefit of an agency that actively supports its caregivers tends to produce steadier, more engaged staff who show up with the motivation to provide compassionate care. Where families can demand and enforce consistency, through concrete service agreements, defined communication protocols, and rapid escalation paths, these strengths become decisive.

In the end, Nursefinders should be a strong fit for families seeking flexible, caregiver-centered staffing backed by leaders who genuinely advocate for their team. It is advisable to set explicit expectations up front: secure a reliable point of contact, agree on a transparent pay and shift policy, and establish a clear process for addressing scheduling changes. If predictable calendars and flawless administrative communication are non-negotiable, it would be prudent to compare other agencies or consider direct hiring options. For families willing to invest in ongoing dialogue and to leverage the advocacy-driven model, this community offers compelling advantages that can translate into consistently compassionate, user-centered care.