How it works
A recruiter who works inside your hiring system
We learn your ATS and your hiring rules, then work every applicant every weekday: phone screens, license checks, and onsite interviews booked straight into your calendar.
- License verified: Active, Nurse Aide Registry
- Phone screen complete
- Available: Nights and weekends
- Background check and TB test: Agreed
Getting started takes about an hour of your time
Kickoff walkthrough.
Your HR lead gives us a recorded, 60-minute tour of your ATS: your workflow stages, email templates, disposition reasons, who to copy on interview invites, and any hiring rules we need to know.
We set up your recruiter.
Your recruiter gets access to your ATS, a local phone number for your location, and a written profile of your requirements, so nothing depends on memory.
Supervised first calls.
Your recruiter shadows an experienced teammate and makes their first calls with a trainer listening, so the first candidates they talk to get the same experience as the hundredth.
Live on your first location.
We start with one location. Once it's running smoothly, we add the rest.
Every applicant gets worked, every weekday
Most applicants go cold because nobody calls them back in time. Your recruiter works through your new applications daily and keeps every requisition moving.
Review new applicants.
Resume, application, and work history reviewed before the first call.
Check licenses first.
CNAs and med techs are verified on your state's nurse aide registry. LPNs and RNs are verified through the national nurse licensure database, including multistate licenses.
Call, then follow up.
A call, a voicemail, an email, and a text if needed. Candidates who don't answer get another try every few days before they're closed out.
Structured phone screen.
Shift availability, experience, certifications, pay expectations, and a heads-up about your background check and TB test.
Book the onsite interview.
Qualified candidates go straight onto your interview calendar with screening notes and license verification attached.
Notes on every touch.
Every call, email, and decision is logged in your ATS with the right disposition reason, so your team always knows where a candidate stands.
Calls go out between 8 AM and 6 PM in your time zone.
Not everyone gets an interview
We screen the way your own HR team would. If a candidate is rude, distracted, or clearly not a fit for your residents or clients, they don't go on your calendar. We skip past employees who aren't eligible for rehire, candidates already interviewing at your other locations, and anyone on your do-not-hire list.
Every call recorded, every week reported
Every call recorded and quality-checked.
Calls are recorded and transcribed, with candidates notified at the start. We check every call for professionalism and completeness, and a lead recruiter reviews anything flagged.
A weekly report every Monday.
Interviews booked, phone screens, and calls made for each location, compared with last week, plus what candidates are telling us about pay, shifts, and distance.
KeepStaffed weekly recruiting report
Oak Ridge Senior Living · Sep 22–28
- Interviews booked
- 11up 3 from last week
- Phone screens
- 19up 4 from last week
- Candidates reached
- 26up 2 from last week
- Call attempts
- 142up 12 from last week
By community
| Oak Ridge Village | 3 interviews |
|---|---|
| Maple Grove | 4 interviews |
| Cedar Point | 2 interviews |
| Willow Creek | 2 interviews |
What we're hearing
Pay 4,Shift/hours 3,Distance 2
Night-shift CNA applicants are thin at Cedar Point. Listing the night differential in the posting could help.
What stays with your team
- Recruiter access to your ATS
- Your job postings and job board spend
- Onsite interviews and hiring decisions
- Offers, background checks, and onboarding
We're the recruiting labor. You stay in control of who you hire.