Here's What Happens When You Turn It On...
The 24/7 Recruiter AI Starts Finding, Recruiting, Screening, and Booking Qualified Caregivers Into Your Calendar Round the Clock so You Get the Best Quality Hires Now
Speed to Lead is the only thing that decides who gets the caregiver. Right now, somebody else is winning it. When this system turns on, you win it. Every req. Every shift.
30-Minute Working Session · Live With a Senior Hiring Strategist · Your Strategy Map Is Yours to Keep
Your Speed to Lead Hiring System. Built for Senior Care. Built to Win the Hire.
SOC 2 Type II Certified
Bank-grade data security audited annually by an independent firm. The same standard the banks holding your operator's accounts run on.
Clinical-Grade Credential Verification
Every license, certification, and credential confirmed against the source. RN, LPN, CNA, OT, PT, hospice aides, med techs, social workers. Week-three survey-ready by default.
Automated API License Checks
State license databases queried automatically by role type. No manual lookup. No expired credentials slipping through onboarding.
Zero Data Harvesting
Your candidate data is not sold, resold, or shared with third parties. No tracking pixels embedded in your candidate-facing flows. Compliance officers can confirm independently.
You Own Your Candidate Data
Every candidate record built inside your operation belongs to your operation. Export at any time. The talent pool you build is yours regardless of what happens next.
Here's How 24/7 Power Recruiting Runs Inside Your Operation
The 24/7 Recruiter AI Finds, Recruits, Screens, and Books. Your Team Hires.
Find
Recruit
Screen
Book
Your Team Hires
The way you turn this on inside your operation is the Hiring Fix Zoom.
Book the Zoom
A working session with a Senior Hiring Strategist who has placed inside senior care for 16 years. Calendar syncs with yours. No software install. No pitch deck.
Run the Hiring Leak Audit
Together, we run your operation's Hiring Leak Audit live on the call. Sourcing, recruiting, screening, and booking each get a number specific to your reqs, your region, and your facility type. You see where your open req count is actually coming from.
Turn on the 4 Moves
You leave the call with your Speed to Lead Strategy Map and a clear next step. If the system fits your operation, the implementation arc starts the day you decide. The pipeline starts populating same week.
30-Minute Working Session · Live With a Senior Hiring Strategist · Your Strategy Map Is Yours to Keep
You Are Not the Only Operator Watching the Open Req Report Move the Wrong Way
The Operator Who Reaches Qualified Caregivers First Wins the Hire. Speed to Lead Is What Decides Who Reaches Them First.
You posted the job. You raised the wage. You ran the referral promo. The pipeline stays empty.
That is the playbook signaling its end. The playbook stopped working 5 years ago and nobody mailed you the new one.
Here is what nobody on the job board side of this market wants to talk about. Less than 20% of qualified caregivers are actively searching for a job at any given time. The rest are already working. They are working their shifts. They are looking after their patients. And they will move for the right reach, at the right moment, from the right operator.
Speed to Lead is what wins them. The first operator to reach a qualified passive candidate gets the hire. The second one gets the resume of someone who already said yes to somebody else.
The operators filling roles right now reach that pool the expensive way. Same-day pay. Big bounties. A recruiter on call at 9pm. It works, and it is exhausting.
The 24/7 Recruiter AI is the system built for the job. Engineered specifically for senior care hiring.
It is running while your team is asleep, in meetings, covering shifts, and walking the building. Finding qualified caregivers in your service area. Recruiting them. Screening them against the credentials your roles require: RN, LPN, CNA, OT, PT, hospice aides, med techs. Booking the best of them onto your calendar.
Your team handles the conversation that hires them. The system handles every job before it.
You are not the first operator to feel this. You are not the last. The math is the same across the industry.
77 to 80%
Annual caregiver turnover.
Activated Insights, Home Care Benchmarking Study
$5,000
Average cost per caregiver hire.
Blended industry consensus, senior care
25%
Of referrals turned away from senior care providers due to staffing constraints.
Home Care Pulse
You have been doing the work long enough. Turn on 24/7 Power Recruiting and The 24/7 Recruiter AI runs the four moves you cannot reach from your desk, so the close stays yours.
The 4 Moves That Fill Your Open Reqs in 14 Days
(And why this is your greatest advantage)
- Move 1
Find
The first move is to find qualified candidates before they search. The 24/7 Recruiter AI sources continuously across passive talent pools that exist outside the job board ecosystem. Overnight, on weekends, through every hour your in-house recruiter is off the clock. The pipeline populates before you open the requisition. Most hiring platforms wait for applications. This one moves first.
- Move 2
Recruit
The second move is to reach out to the right candidates with the right message inside the window where they will respond. Outreach goes out in under 5 minutes of a qualified candidate surfacing. Multi-channel by candidate preference. Re-engagement sequences for candidates who go silent. Speed to Lead is the single biggest predictor of who shows up to day one, and The 24/7 Recruiter AI owns this move.
- Move 3
Screen
The third move is to confirm a candidate is real, qualified, and ready before anyone on your team picks up the phone. RN, LPN, CNA, OT, PT, hospice aides, med techs, social workers, chaplains. Every license and certification runs through automated API checks by role type. Care-setting fit, availability, and floor requirements scored automatically. Week-three onboarding stays clean. The credentials hold.
- Move 4
Book
The fourth move is to put a verified candidate on your calendar inside the window where they will say yes. Qualified candidates self-book into your calendar 24/7. Notifications hit your email the moment a high-fit candidate locks a slot. Your team meets candidates already verified and ready to interview.
Why the path you've been on has been incomplete
You have tried things. Several of them. The pipeline stays flat. That is the signal that you have been running one or two moves when the system requires all four.
Posting on job boards is one move (Find). It misses the 80% of qualified caregivers who are working and would move for the right reach.
Raising wages reinforces one move (Recruit) but stops working when the operator down the street matches it. The gain resets.
Referral bounties cover one move (Find) at higher cost. They cannot run while your team is off the clock.
Hiring a second in-house recruiter doubles the cost without doubling the speed, because the recruiter still runs the same hours your team does. Two of the four moves stay broken.
Here's what becomes possible when all four moves run together
A real number on what's driving your open req count
The leaks have a number. The number has a fix. Find, Recruit, Screen, and Book each get a measurement you can read against last quarter.
A system built on your specific operation
Home health, hospice, assisted living, memory care. The screen knows the difference. The credential checks know the difference. The schedule knows your team's actual availability.
Hiring that builds on itself
The longer the system runs, the more candidate data it has to match against the next opening. The talent pool you built keeps producing.
See the 4 Moves Run on a Sample Req in Your Vertical · Live on the Hiring Fix Zoom
You've Always Known There Was a Better Way to Fill Caregiver Roles
This is where you see it become reality
Does this sound like you?
You've watched qualified referrals walk to the agency down the street because your team could not respond fast enough.
You've sat in a Monday meeting looking at the same open reqs you reviewed three weeks ago and felt the labor cost line move again.
You've sat through a candidate's no-show on day one and known, before the email even arrived, that they had been hired by somebody else.
You've covered shifts personally, or watched a director cover them, because the hire that was supposed to start day one never started.
You've stayed up past 10pm wondering whether the next survey will catch a credential gap nobody flagged in onboarding.
You have been putting in the work. Most approaches address one or two moves and the rest stays untouched. It's time to run the system that addresses all four together.
This is built for exactly where you are right now... so let's look at what's inside.
Here's Exactly What's Inside 24/7 Power Recruiting
(Component by component, outcome by outcome)
Sourcing Engine
The pipeline that runs while your team sleeps
The 24/7 Recruiter AI sources continuously across passive talent pools no job board indexes. Caregivers, med techs, CNAs, hospice aides, nursing leadership, case managers. Qualified candidates arrive overnight, on weekends, and through every hour your in-house recruiter is off the clock.
Inside, you get:
- Continuous sourcing across passive pools, 24 hours a day, 7 days a week
- Role-specific pipelines for every credential type in your operation
- Geographic targeting tuned to candidates within your service area
- Reactivation of past applicants and silver-medal candidates against new openings
Screening Engine
Every applicant evaluated against your criteria before a hiring manager sees a name
Every applicant gets scored against role requirements, credentials, availability, and care-setting fit. Home health, hospice, assisted living, memory care. The screen knows the difference before the candidate reaches a hiring manager.
Inside, you get:
- Automated screening against your specific role criteria
- Care-setting fit scoring (home health vs. hospice vs. assisted living vs. memory care)
- Availability matching against your actual shift requirements
- Disqualification of applications that do not meet your floor before they reach your team
Speed to Lead Response
First touch in under 5 minutes, while the candidate is still on the page
The first touch happens before the candidate has time to apply somewhere else. Speed to Lead is the single biggest predictor of who shows up to day one. The 24/7 Recruiter AI owns this section.
Inside, you get:
- Sub-5-minute first-touch response on every qualified applicant
- Automated outreach 24/7, including overnight and weekend
- Multi-channel response (SMS, email, voice) matched to candidate preference
- Re-engagement sequences for candidates who go silent after first contact
Credential Verification
Every license and certification verified before the candidate hits your calendar
RN, LPN, CNA, OT, PT, hospice aides, med techs, social workers, chaplains. Every credential runs through automated API checks by role type. Week-three onboarding stays clean. The credentials hold.
Inside, you get:
- Automated API checks against state license databases
- Certification verification by role type (CPR, BLS, dementia care, etc.)
- Background and reference checks initiated automatically on advancing candidates
- Compliance documentation organized and survey-ready by default
Interview Scheduling
Qualified candidates self-book directly into your calendar
Qualified, verified candidates land on your calendar 24/7. Notifications hit your email the moment a high-fit candidate locks a slot. Your team owns the conversation. The 24/7 Recruiter AI owns everything before it.
Inside, you get:
- Self-service candidate booking against your team's real availability
- Instant notifications when high-fit candidates schedule themselves
- Automated reminders and confirmation sequences that hold candidates through interview day
- Reschedule flow for candidates who hit a conflict before the interview
Re-Engagement Engine
Past applicants and silver-medal candidates match against every new opening
The OT you passed on in March slots into the home health opening in June. The CNA who was a close-second in Q1 gets surfaced again when Q3 opens up. Every qualified candidate keeps producing for you, even after the original req closed.
Inside, you get:
- Automatic matching of past applicants to new requisitions
- Silver-medal candidate tracking across role types and locations
- Re-engagement outreach sequences when a match surfaces
- Talent pool that grows with every requisition you open
See These 6 Components Run on a Sample Req in Your Vertical · Live on the Hiring Fix Zoom
Built by Recruiters Who Spent 16 Years Inside Senior Care Hiring
The Pattern We Saw Repeat in Every Operation, and the System We Built to Break It
ProHireHQ is built by senior care recruiters who have placed leadership and clinical talent across home health, hospice, skilled nursing, and assisted living for 16 years. Long enough to see the same pattern repeat in every operator's office we walk into.
Operators know they need to hire. They post the jobs. The pipeline stays empty. And the cost is never the open seat. The cost is the referrals turned away, the directors burning out covering shifts, and the teams operators have spent years building eroding under their feet.
The platforms that promise to solve senior care hiring organize applications. They do not generate qualified pipeline. Find, Recruit, Screen, and Book stay broken in four different places.
Somebody who runs the work needed to build the system. So a team of recruiters did, and we turn it on for senior care operators ready to run hiring the new way.
Here's How You Turn It On
Live With a Senior Hiring Strategist · No Software Install · You Walk Away With Your Speed to Lead Strategy Map
You've always known there was a better way to fill caregiver open reqs than the way you're doing it now. You've done the research. You've run the strategies. You've kept looking, because something in you understood the playbook was broken and the answer was still out there.
This is the call with the team that spent 16 years inside senior care recruiting finding it.
You walk away with your Speed to Lead Strategy Map. A take-home document showing what's costing you money, where the fix lives, and what faster fills look like for your specific operation. You decide what happens next.
The Hiring Fix Zoom is at no cost. The Strategy Map is yours to keep. The 24/7 Recruiter AI is ready to turn on the day you decide.
Live With a Senior Hiring Strategist · You Walk Away With Your Speed to Lead Strategy Map
You Saw the Math. You See the Opportunity. Now You Turn On the 4 Moves That Close Your Open Reqs.
The pipeline runs while your team sleeps. The credentials get verified before the interview. The candidate self-books onto your calendar inside 5 minutes of applying. The 24/7 Recruiter AI is built, running today inside live operations, and ready to turn on inside yours.
Book a Hiring Fix Zoom and see it move.
How long does it take to fill a caregiver open req with 24/7 Power Recruiting?
Caregiver open reqs fill in 14 days or less with 24/7 Power Recruiting. The 24/7 Recruiter AI sources qualified caregivers continuously, screens them against your credential requirements, verifies licenses through automated API checks, and books interviews directly onto your calendar. Your team owns the close conversation. The 14-day window starts the day implementation completes, typically same week as setup.
Why is caregiver turnover so high in senior living and home health, and how does Speed to Lead help?
Caregiver turnover sits at 77 to 80 percent annually across senior care, and roughly 70 percent of new caregiver hires quit within their first 100 days. The biggest predictor of who actually shows up to day one is response time. Speed to Lead is the framework that wins this. The first operator to reach a qualified passive candidate gets the hire. The 24/7 Recruiter AI runs first-touch response in under 5 minutes, 24 hours a day, including overnight and weekends when in-house recruiters are off the clock. Faster, more credible first touches lead to better-fit hires who are less likely to walk inside the 90-day cliff.
What does 24/7 Power Recruiting cost?
Pricing depends on your operation size, facility count, and req volume. The Senior Hiring Strategist walks you through the exact rate on the Hiring Fix Zoom once your Hiring Leak Audit is live and you know what the open reqs are actually costing you. The Hiring Fix Zoom itself is at no charge. No credit card. No software install. No upsell embedded in the call. The Speed to Lead Strategy Map you walk away with is yours regardless of what you decide.
What happens on the Hiring Fix Zoom?
The Hiring Fix Zoom is a 30-minute working session with a Senior Hiring Strategist who has placed leadership and clinical talent in senior care for 16 years. The call runs in three parts. First, your Hiring Leak Audit runs live, sourcing, recruiting, screening, and booking each get a number specific to your operation. Second, you see The 24/7 Recruiter AI running on a sample req in your vertical. Third, your questions get answered. You walk away with your Speed to Lead Strategy Map.
What is the Speed to Lead Strategy Map and do I keep it?
The Speed to Lead Strategy Map is a take-home document built on your live Hiring Leak Audit data. It shows the cost per day of every open req in your operation, the drop-off points in your candidate funnel, and what faster fills look like for your specific facility type and region. The Strategy Map is yours to keep regardless of what you decide next. Operators use it to brief their COO, board, or ownership group on hiring strategy whether or not they move forward with 24/7 Power Recruiting.
How is 24/7 Power Recruiting different from Indeed, agencies, or other hiring platforms?
Most hiring platforms organize the applications that come in. The 24/7 Recruiter AI runs sourcing in the background, so qualified candidates exist before you open the requisition. Most tools treat a rejected candidate as a closed record. The 24/7 Recruiter AI re-engages silver-medal candidates against every new opening. Most platforms require your team to drive the process. The 24/7 Recruiter AI runs all four hiring moves (Find, Recruit, Screen, Book) so your team only owns the close conversation. And unlike agencies, there are no per-placement fees stacking up while reqs stay open.
How long does it take to set up 24/7 Power Recruiting inside my operation?
Setup runs in three phases over 14 days. Phase 1 (Connect) takes one afternoon, ProHireHQ bolts onto your existing ATS, scheduling tool, and CRM. No replacement required. Phase 2 (Activate) starts running same day. The pipeline populates immediately. Phase 3 (Run) is the full hands-on implementation that runs 14 days end to end with a Senior Hiring Strategist supporting your team through go-live.
Is 24/7 Power Recruiting built for my specific operation type?
The 24/7 Recruiter AI is built specifically for senior living and home health operators. That includes home health agencies (with OASIS workflows built in), hospice (interdisciplinary team model and case manager pipelines), assisted living (caregivers, med techs, RNs, LPNs, executive directors), and memory care (with specialized credential verification). If you operate inside any of those four shapes, the system fits. If you operate outside them, the Hiring Fix Zoom will name that honestly so you can find the right tool elsewhere.
Is the 24/7 Recruiter AI safe to run from a compliance and data security standpoint?
Yes. 24/7 Power Recruiting is SOC 2 Type II certified, which means bank-grade data security audited annually by an independent firm. Credential verification is clinical-grade and runs through automated API checks against state license databases for every role type (RN, LPN, CNA, OT, PT, hospice aides, med techs, social workers, chaplains). There is zero data harvesting, your candidate data is not sold, resold, or shared with third parties, and no tracking pixels are embedded in your candidate-facing flows. You own your candidate data and can export it at any time. Compliance officers can confirm independently.
What roles does the 24/7 Recruiter AI hire for in senior care?
The 24/7 Recruiter AI hires across every clinical and support role senior care operations need to staff. That includes caregivers, certified nursing assistants (CNAs), home health aides, med techs, registered nurses (RNs), licensed practical nurses (LPNs), occupational therapists (OTs), physical therapists (PTs), hospice aides, social workers, chaplains, case managers, and executive directors. Role-specific pipelines and credential verification are configured per role type, so each opening sources and screens against the requirements that role actually needs.
Zero Cost. Same-Day Booking. Live With a Senior Hiring Strategist.
The Hiring Fix Zoom is live with a Senior Hiring Strategist. The Speed to Lead Strategy Map is yours regardless. You decide what happens next.
It's easy to take the next step. Booking takes less than 30 seconds. The Zoom happens from wherever you are. Walk away with a Strategy Map that changes how you look at every open req on the board Monday morning.
Free. Yours. Now.
The 4 Moves Start Running the Day You Turn Them On · Live With a Senior Hiring Strategist