Nurse Jenn Pitch 6 Min
The document is a six‑minute pitch deck created by Jenn Johnson (BScN RN) to present Nurse Jenn, a nurse‑retention platform aimed at reducing the high turnover of new graduate registered nurses (NGRNs) in Canada and other English‑speaking markets. It opens with the stark statistic that 30‑60 % of new‑grad RNs leave within their first two years, costing hospitals $61 K per RN and $3.9‑5.7 M annually in onboarding expenses. The proposed three‑prong solution combines (1) a Skills Tracker Journal for logging wins, losses and learning gaps (already $14 K in sales), (2) an RN‑trained AI chatbot that provides 24/7 clinical guidance, and (3) peer coaching from experienced nurses. Market sizing is broken down into TAM (1.2‑1.5 M new nurses globally), SAM (265‑280 K English‑speaking new grads) and SOM (10 % ≈ 28 K reachable per year). Business models include B2B subscriptions ($70 per nurse/month, targeting $23.5 M annual revenue), B2C sales (~$672 K/year from 1 % of NGNs) and a coaching add‑on ($50 per nurse/month, $16.8 M/year). Milestones showcase validation by the American Holistic Nurses Association, journal sales on Amazon, features at HLTH Innovator, NurseCon, and partnerships with AONL. The funding ask is $50 K, allocated 60 % to an AI platform, 20 % to marketing, 15 % to validation (nurse scientist salary) and 5 % to a pilot journal program. The team consists of founder/CEO Jenn Johnson, business advisor/angel investor Paul Montenegro (NP), coaching lead Anas Abidrabbu (RN), mental‑health AI lead Courtney Mansbridge (RN), and ROI/AI specialist Timi Abiola (RN). Supporting logos and sales figures (14 K journal revenue, 187 B2C clients, 5 B2B clients, detailed monthly book sales) are provided. The deck concludes with a call for investment, emphasizing clinical credibility, rapid time‑to‑impact, hybrid digital‑physical innovation, and an early‑adoption pathway for real‑world validation.
Topics
Turnover Crisis: Financial and Workforce Impact of New‑Grad Nurse Attrition
Statistics on 30‑60 % attrition within two years, $61 K per RN turnover cost, and $3.9‑5.7 M annual onboarding losses for hospitals.
Three‑Prong Retention Solution: Journal, AI Chatbot, and Coaching
Details of the integrated offering: Skills Tracker Journal (already $14 K sold), RN‑trained AI chatbot for 24/7 support, and peer coaching for mentorship.
Market Sizing Framework: TAM, SAM, SOM for English‑Speaking New Graduate Nurses
Quantifies global (1.2‑1.5 M) and English‑speaking (265‑280 K) new graduate nurse populations, and defines a reachable segment of 28 K per year.
Revenue Model Breakdown: B2B Subscriptions, B2C Sales, and Coaching Add‑On
Pricing and projected annual revenues: $70/month per nurse (B2B) → $23.5 M, 1 % B2C uptake → $672 K, $50/month coaching → $16.8 M.
Milestones and Validation: From AHNA Review to HLTH Innovator and NurseCon
Chronology of product validation, journal launch on Amazon, conference sales, and partnerships with professional nursing organizations.
Funding Request: $50 K Allocation Across AI Platform, Marketing, Validation, and Pilot
Breakdown of the ask: 60 % AI platform ($30 K/yr), 20 % marketing, 15 % validation (nurse scientist salary), 5 % pilot journal costs.