There should not have been any rate suggestions in that blog, but perhaps some examples.
In my experience, HR/staffing departments are happy to name what they would like to pay. Just ask, you may be pleasantly surprised. Typically, the number is the average of all their contracts . But before that these days, ask them if they have their own uniform contract (or third party vendor manager). If so, there will be a standard rate sheet. In all three scenarios, it is possible to negotiate further depending on a number of variables. Like scarcity of your specialty, acute needs (crisis pay), or extra experience or skill specifically needed. You have an advantage over traditional agencies as you are negotiating for only one clinician, not future agency business. I'm often the highest paid traveler (highest bill rate to be accurate) on assignments - that has even happened for me through a vendor manager.
I think I also describe in the FAQ how to reverse engineer the likely underlying bill rate if you know a travelers full compensation. I do that for fun when I talk to travelers, but I've never needed it for myself. Involves taking the travelers full compensation including payroll taxes, both hidden and explicit on a paycheck, and adding a 25 to 40% gross profit margin for the agency in the total bill rate. That is the actual real range - but is still a fairly wide range - just as in real life.
BTW, I have never submitted a rate sheet to a hospital with all professions listed. No need, and I certainly don't want to be locked into such a thing, but rather negotiate from assignment to assignment (even when I repeat at a hospital or extend). Main boilerplate contract, and then a specific assignment confirmation as an addendum listing assignment specifics and the rates (OT may not be a fixed formula but in any case specifying it exactly removes all ambiguity).