Change How Your Nurses Feel—
Before Burnout Changes Your Workforce.

Protect Your Best Nurses Before They Hand In Their Notice.

We help hospitals reduce nurse stress, burnout, and de-motivation by up to 80% in a single session—and reduce turnover by up to 50% from baseline within 6–12 months, using Frequency Therapy.

  • 80%: Stress, burnout & demotivation*

  • 50%: Turnover from baseline*

  • Frequency Therapy™

  • 80%:
    Stress, burnout & demotivation*

  • 50%:
    Turnover from baseline*

  • Frequency Therapy™
    The mechanism

Ne Ste Al gives nurses on-demand access to a 60-second Frequency Therapy experience designed to support greater calm, self-confidence, motivation, healthy boundaries, and self-respect during the working day.

Built to support entire nursing teams at scale, with aggregated workforce insights for leadership.

See How It Works
Request a Pilot Briefing

Start with one nursing unit. No hospital-wide rollout required. Measure what changes before you scale

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FOR HOSPITALS SERIOUS ABOUT NURSE RETENTION

Change How Your Nurses Feel— Before Burnout Changes Your Workforce.

We help hospitals reduce nurse stress, burnout, and de-motivation by up to 80% in a single session—and reduce turnover by up to 50% from baseline within 6–12 months, using Frequency Therapy.

  • 80%: Stress, burnout & demotivation*

  • 50%: Turnover from baseline*

  • Frequency Therapy™: The mechanism

See What a 10-Day Pilot Looks Like
See How it Works
dashboard-card-nurse-healthcare-solution nesteal

One Resignation Doesn’t End
With One Resignation.

One Resignation Doesn’t End With One Resignation.

It starts long before the resignation. Stress and pressure build, motivation begins to fade, boundaries erode,
and burnout sets in. Eventually, a nurse leaves. But the cost doesn’t stop there. The vacancy creates additional
pressure on the remaining team, which can contribute to further stress,
disengagement, …and ultimately more turnover.

One Resignation Doesn't End With One Resignation.

The opportunity is to intervene before the cycle reaches the resignation.

What If You Didn’t Have to Wait for a Nurse to Reach Breaking Point?

Most workforce support asks the person to do something:

  • Talk to someone.

  • Book an appointment.

  • Complete a program.

  • Learn coping techniques.

  • Take time away.

  • Ask for help.

But the people who need support most aren’t always the people with the time or energy to seek it. So we asked a different question:

What if you could help change the state they’re in?

FROM REACTING → TO INTERVENING EARLIER

This Is Frequency Therapy

This Is Frequency Therapy

A new mechanism designed to help shift a person’s state almost instantly.

A nurse checks in.

Ne Ste AI identifies the state they’re experiencing and the state they need.

Then Frequency Therapy remotely shifts their frequency toward that desired state.

Stressed

50-80%
Calmer

overwhelmed

50-80%
MORE balanced

de-motivated

50-80%
more motivated

Weak boundaries

Strong boundaries

We’re not asking an exhausted nurse to do more.
We’re helping shift the state they’re in.

We Don’t Just Measure How Nurses Feel.
We Help Change the State They’re In.

We Don’t Just Measure How Nurses Feel. We Help Change the State They’re In.

Traditional workforce programs often follow this pattern:

Identify The Problem

Recommend Support

Ask the Employee to Take Action

Hope They Follow Through

Ne Ste AI introduces a different path:

Check in

Return To The Workday

Identify The State

Frequency Therapy

Shift Toward The State Needed

Support without adding another appointment to the schedule.

It Starts With About 60 Seconds.

It Starts With About 60 Seconds.

1

CHECK-IN

The nurse takes a 60-second check-in to indicate how they’re feeling.

2

IDENTIFY

The experience focuses on the state that needs attention:

  • Calm
  • Stress
  • Confidence
  • Motivation
  • Boundaries
3

RECEIVE

Ne Ste AI delivers the appropriate Frequency Therapy experience remotely.

4

SHIFT

The intended experience is to help the nurse move toward the state they need.

5

CONTINUE

  • No appointment.
  • No waiting room.
  • No need to leave the workflow.

Give Nurses A Way Back
To The State They Need

Give Nurses A Way Back
To The State They Need

Ne Ste Al is designed to support the states that burnout quietly erodes:

SELF-CONFIDENCE

Trust yourself again when the pressure is high and every decision matters.

mOTIVATION

Feel driven to work and care again, not simply make it through the shift.

CALM

Stay calm under pressure instead of carrying stress from one shift to the next.

boundaries

Say no without guilt, protect your capacity, and leave work at work.

HOPE

Feel hopeful about the future instead of wondering how long you can keep going.

PURPOSE

Feel excited to care for patients again—and reconnect with why you became a nurse.

The Nurse Experiences It.
Leadership Sees the Pattern.

You get aggregated, unit-level visibility – never individual responses.

  • Participation and Engagement

  • Workforce signals across key states

  • Change over time

  • Evidence to guide decisions

The Nurse Experiences It. Leadership Sees the Pattern.

See What Changes Across the Unit.

We Don’t Just Measure How Nurses Feel. We Help Change the State They’re In.

UNIT 4A

Participation

CALM

4.1 → 6.8

CONFIDENCE

2.8 → 7.1

MOTIVATION

2.8 → 6.5

BOUNDARIES

3.6 → 5.3

The Nurse Experiences It. Leadership Sees the Pattern.

Protect the People.
Protect the Economics.

Protect the People.
Protect the Economics.

FOR THE CHIEF NURSING OFFICER

Your Nurses Don’t Need Another Program They Have to Find Time For.

They need support that fits the reality of their work.

NE STE AI IS DESIGNED TO BE:

  • Low friction: A short check-in.

  • In workflow: Support without requiring a separate appointment.

  • Personalized: The experience responds to the state being addressed.

  • Measurable: Track agreed workforce indicators over time.

FOR THE CHIEF FINANCIAL OFFICER

Turnover Is More Expensive Than the Vacancy.

A nurse leaving can trigger:

  • Recruitment

  • Replacement costs

  • Overtime

  • Agency / premium labor

  • Lost productivity

  • Pressure on the remaining workforce

Which can create the turnover loop.

The question

The financial question isn’t only “How much does turnover cost?” It’s “Can we influence the conditions that contribute to it?” That’s the question the pilot is designed to help answer.

The State A Nurse Is In Can Change

The State A Nurse Is In Can Change

And if you can help change that state:
You may change what happens next.

Stress

Can become calm.

De-motivation

Can become motivation.

Overwhelm

Can become balance.

Weak boundaries

Can become strong boundaries.

That’s the opportunity behind Ne Ste AI.

Test It.

Most workforce support asks the person to do something:

  • Talk to someone.

  • Book an appointment.

  • Complete a program.

  • Learn coping techniques.

  • Take time away.

  • Ask for help.

Start with one unit.
Establish the baseline.
Activate the experience.
Track agreed indicators.
Then decide whether to scale.

Start With One Unit.
See What Changes Before You Scale.

Start With One Unit.
See What Changes Before You Scale.

You don’t need to roll this out across the hospital to find out whether it works for your workforce.

Start with one unit.

Day 1: Baseline

Select the unit and establish agreed starting measures.

Days 2-9: Activation

Nurses begin using the check-in and get personalized support.

Day 10: Early Readout

Review participation and initial workforce signals.

Day 11: Trend

Assess changes over time.

Day 14: Evaluation

Review the agreed outcomes and decide whether expansion makes sense.

Your Pilot Includes:

  • One nurse unit (30-50 nurses)

  • Baseline measurement

  • Nurse activation

  • Personalized support and treatment

  • Aggregated reporting

  • Success criteria

  • Post treatment measurement

  • Evaluation readout

Who This Is For

You’ve Tried Wellness Programs.
This is designed around the shift.

Ne Ste Al Is For Hospitals That:

  • Are serious about nurse retention.

  • Want a new approach to workforce well-being

  • Want measurable outcomes—not another vague wellness initiative.

  • Need something nurses can actually use during the workday.

  • Want to test before making a major deployment decision.

It’s Not For Hospitals Looking For:

  • A replacement for clinical care.

  • A guaranteed zero-turnover solution.

  • A magic button.

  • A reason to avoid measuring outcomes.

From Individual Experience
To Workforce Signal

From Individual Experience
To Workforce Signal

Nurse responses remain private.
Leadership sees aggregated unit-level trends.

From Individual Experience To Workforce Signal Nurse responses are private.

A Retention Layer Designed
for Every Active Unit.

A Retention Layer Designed
for Every Active Unit.

Ne Ste AI connects two things that are usually disconnected:
the nurse experience and leadership visibility.

For NURSES

60-second check-ins

Short, accessible support designed around the shift.

Personalized support

Support shaped around the nurse’s reported state.

Low friction

Designed for the realities of clinical work.

For NURSING LEADERS

Unit level visibility

See aggregated patterns across your workforce.

Participation data

Understand whether support is actually being used.

Change over time

Compare agreed indicators from baseline through evaluation.

For EXECUTIVE LEADERSHIP

Workforce intelligence

Understand where pressure is appearing across units.

Retention measurement

Connect workforce indicators with agreed operational outcomes.

A scalable model

Start with one unit before deciding whether to expand.

We Didn't Come From Mental Health. That's Exactly Why We Saw What a Trillion-Dollar Industry Missed.

We Didn’t Come From Mental Health. That’s Exactly Why We Saw What a Trillion-Dollar Industry Missed.

Gaple spent years building and running a marketing and sales company with an annual turnover of £25 million and a team of 70 employees.

The biggest daily struggle was not attracting talent or paying people well. It was keeping the sales team motivated. Highly paid, highly capable people arrived on Mondays ready to throw in the towel and quit.

We kept asking: Why?

After the company was acquired, Gaple and Petri spent the next ten years investigating burnout, demotivation, and what helps people shift out of those states.

That work led to Frequency Therapy—and to Ne Ste Al’s mission to make practical, personalised support available to the people hospitals depend on most.

Questions Hospital Leaders Ask

Questions Hospital Leaders Ask

If your question isn’t answered below, view our full list of FAQs here.

Your Pilot Program, Made Easy

You Don’t Have to Fix Nurse Retention Overnight.

See exactly how this works and what a 10-day pilot looks like for your hospital.

Today

Register your hospital and book a pilot briefing call to discuss how it works.

Day 1

Invite and assign nurses using QR code to answer a few questions and submit.

Day 10

Review and compare before and after results.

No hospital-wide rollout required. No long-term
commitment required to test the pilot.