Home Care Recruiting Software
Turn a flood of caregiver applications into a short list of people who match the role, then book interviews before another agency reaches them.
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Home care hiring is a filtering problem before it is a volume problem
Median caregiver turnover runs near 75% a year. A home care agency is not filling one open role, it is filling the same roles over and over, month after month. That is why hiring in this industry never really stops, and why a slow process quietly caps how many clients you can take on.
The math gets worse on the way in. In 2024 only about one in ten home care applicants was actually hired, and replacing a single caregiver costs an agency roughly $2,600 once you count advertising, screening, onboarding, and the shifts that go unstaffed in between.
Volume is rarely the real problem. The hard part is finding the few applicants who match the certification, availability, transportation, commute, and responsiveness your cases require, then reaching them before they accept another role.
More applications do not help if your team still has to chase every person by hand. The win is a shorter list, faster follow-up, and one place to see who is qualified, who replied, and who is ready for an interview.
The software you already run does not solve this. The platform you use for scheduling, EVV, and billing was built to manage the caregivers you have already hired, not to win the ones you are still chasing.
A general hiring tool has the opposite gap: no concept of how fast caregivers move, or that they apply from a phone and decide in days. Most agencies end up stitching the gap together with Indeed alerts, a spreadsheet, and a lot of manual texting.
100Hires is built for the home care agency that needs a real hiring tool without an enterprise contract or a month of setup. It is not a scheduling, EVV, payroll, or care-management system.
It is a recruiting platform focused on one job: moving a caregiver from application to a booked interview before they take another offer. If you also hire clinical staff, the same workflow powers our healthcare recruiting software.
Book the interview before a competitor calls them back
A caregiver who applies today may be working somewhere else by Friday. Self-scheduling links let 100Hires send a qualified applicant a link to pick an interview slot the moment they apply, so the booking happens while they are still interested. Nurture campaigns handle the follow-up by text and email and pause the instant the caregiver replies, so no one slips away waiting on a callback you never had time to make.
- Self-scheduling links book interviews instantly
- Text and email follow-up on autopilot
- Nurture campaign pauses when they reply
- Reach caregivers on the channel they answer
Build a call list from caregivers who match the work
Most applicants should not reach a phone screen. Knockout questions live on the application form and ask the basics before you call: required certification, shift availability, reliable transportation, and distance from your service area. Applicants who miss the requirements are filtered automatically, so your team starts with people who match the work you need covered.
- Certification, availability, transport, distance up front
- Auto-filter applicants who miss the bar
- Answers sit on the candidate profile
- Shorter list that meets the basics
Get every caregiver opening in front of more applicants in one click
Caregivers are scarce and they search across a dozen different sites. 100Hires posts each opening to over 1,000 job boards, including Indeed, from one screen, and every applicant from every board lands in the same pipeline. The application form itself is short and mobile-first, because a caregiver filling it out from a phone in a parking lot will abandon a ten-page form. You post once and stop paying per board.
- 1,000+ job boards including Indeed, one click
- Every applicant in one pipeline
- Short, mobile-first application form
- Post once, no per-board fees
Review the best-fit applications first
When one role brings in more applications than your team can read quickly, AI Score ranks them against the role the moment they apply. You start with the applicants whose answers, experience, and fit match the job best, then verify reliability in the interview. You can also see why each applicant ranked where they did when a scheduler asks.
- Applications ranked by fit on arrival
- Review the best-fit applicants first
- Scoring criteria set per role
- See why each applicant ranked where they did
Re-engage caregivers you already screened when another opening appears
When another caregiver opening appears, you should not have to start from zero. The caregiver you liked but could not place last time is often still looking. Talent Pools keep every past applicant searchable instead of buried in a closed job, and a Nurture campaign reaches the whole pool by text and email at once, so your next interview may come from someone you already met.
- Keep past applicants warm and searchable
- Reach the whole pool in one campaign
- Surface last quarter's runners-up first
- Less sourcing from scratch when a role opens
How 100Hires compares to a typical home care recruiting tool
Most software sold to home care agencies is built to schedule and bill for the caregivers you already employ, with hiring bolted on as an afterthought. 100Hires is the opposite: a real recruiting workflow priced for an agency, not a hospital system, and ready to use the same afternoon you sign up.
100Hires
It solved all of my recruitment problems and offered all of the features I was looking for. It can automate most of my recruitment processes.
I'd happily recommend it to my industry peers. I'm able to use the platform with ease and don't have to think twice what function to use.
The system is very user-friendly. Even people with no experience will find it easy to understand its functionality.
4.7
4.8
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