Hire faster
Fill shifts with caregivers who actually show up to interview.
Recruitment marketing built like a sales funnel rather than a job posting. Targeted ads, applicant landing pages, automated screening, and interview booking. Measured on cost per hire, not cost per click.
Why job boards stall
You are not competing for applicants. You are competing for the first interview.
Caregivers apply to four or five communities in a single sitting and accept whoever calls back first. Almost every hiring problem in senior living is a speed problem wearing a sourcing problem's clothes.
- 01
Job boards charge per post and send you everyone, so your recruiter spends the day screening people who were never going to take the shift.
- 02
Applications arrive and sit. Caregivers apply to several communities in one sitting and take the first interview they are offered.
- 03
Nobody measures cost per hire, so nobody can tell which channel is working or what a filled shift actually costs.
The staffing funnel
Four steps, measured end to end.
- 01
Targeted ads
Meta, TikTok, and search placements aimed at people who already work in care and at people leaving retail and hospitality, which is where a large share of good CNAs come from.
- 02
Applicant landing pages
Not your ATS. A page that loads fast on a phone, states the shift, the wage, and the location above the fold, and asks four questions.
- 03
Automated screening
Knockout questions on certification, shift availability, and reliable transport, applied before a human spends time on a call.
- 04
Interview booking
Self-scheduling straight into the hiring manager's calendar, plus reminders. Interview no-shows are the biggest silent loss in caregiver hiring.
What runs the staffing funnel
Same stack, pointed at hiring.
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Ready to see your cost per hire?
Tell us what you are spending on job boards and agency coverage today. We'll benchmark it and show you what the same budget does through a real funnel.
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