Your ATS Stores Candidates. This One Hires Them.
Healthcare recruiting software that sources clinical and care staff, verifies licensure before anyone reaches your calendar, and books interviews around the clock. Everything an applicant tracking system records, plus the work it leaves to you.
Why a general-purpose ATS loses clinical hires
Most hiring software was designed for a salaried office role with a four-week search and a hiring manager who checks the queue on Tuesday. Clinical and care hiring breaks every one of those assumptions. Your candidates finish shifts at 11pm and apply from a phone. Their licences either check out or they do not. And the seat you are filling is attached to coverage, so the vacancy has a daily cost that a marketing req simply does not carry.
In senior care specifically, the math is brutal: caregiver turnover runs 77 to 80 percent annually, and roughly 70 percent of new caregiver hires quit inside their first 100 days. Every slow pipeline pays twice, once for the empty seat and again for the rushed replacement that follows it.
None of that is a staffing problem you can hire your way out of. It is a response-time problem, and response time is a software property. The employers who win these candidates are the ones whose system answered first.
Healthcare applicant tracking system, or something more?
What an ATS gives you
A searchable record of every applicant, stage tracking, and the compliance trail you need to produce on request. ProHireHQ includes all of it. This is table stakes, not a differentiator.
What it leaves to you
Finding candidates. Screening them. Chasing the ones who go quiet. Checking licensure. Getting a time on the calendar. That is the actual job, and it is the part ProHireHQ runs continuously.
If you are comparing systems for a clinical team right now, the useful question is not which one has the better pipeline view. It is which one moves on a qualified nurse at 11pm on a Saturday. Most of them do not move at all.
One system, the whole front end of clinical hiring
Every capability runs 24 hours a day and lands its work in one pipeline your team reviews.
The AI recruiting assistant
Sourcing, screening against your criteria, credential verification, and follow-up that does not forget. The full picture lives on the AI recruiting assistant page.
Interview scheduling
Screened, verified candidates land on your team's calendar automatically, with stalls chased until they book. See interview scheduling.
Missed call text back
The candidate who calls between shifts and gets voicemail is texted back in seconds instead of dialing the facility down the road. See missed call text back.
Credential verification
CNA, LPN, and RN licensure checks run inside screening, before a candidate reaches your calendar. Verified candidates, not a stack of maybes.
Applicant tracking
Every candidate, stage, and touch in one record, so the compliance trail is there when you need it without anyone maintaining a spreadsheet alongside the system.
Your team decides
Every candidate the system advances is reviewed by your people, every interview is run by your people, and every offer is your call. See how employers use ProHireHQ.
Built for the settings that hire care staff at volume
ProHireHQ was built inside a search practice that recruits across senior care, which is where clinical hiring pressure shows up first. If that is your world, the senior care recruiting software page covers the vertical in depth. The setting guides go deeper still:
- Home health. Stop turning away referrals you cannot staff. Read the home health recruiting guide.
- Assisted living. Keep a full community staffed while demand sets records. Read the assisted living staffing guide.
- Hospice. Fill clinical roles while demand outruns the workforce. Read the hospice recruiting guide.
- Skilled nursing. The federal staffing mandate is gone, the shortage is not. Read the nursing home staffing guide.
For the operator playbook across settings, start with the complete guide to senior care hiring.
Software, done-for-you, or both
ProHireHQ is built by the team behind an executive search practice. That gives you two ways in, and most employers eventually use both.
The software
For the volume clinical roles: caregivers, CNAs, LPNs, RNs. The system runs the front end of hiring continuously and your team decides. This page. Start with a demo.
The search practice
For leadership: Directors of Nursing, administrators, executives. A done-for-you senior care search practice with focus across home health, hospice, skilled nursing, and assisted living.
Not sure which fits? The comparison of agencies vs. software for caregiver recruitment covers when each one wins.
Frequently asked questions
What is healthcare recruiting software?
Healthcare recruiting software is hiring software built for the constraints of clinical and care staffing: licensure and credentials that are pass-fail rather than preferred, candidates who work shifts and apply outside business hours, and vacancies that cost census, coverage, or referral capacity every day they stay open. ProHireHQ runs sourcing, screening, credential verification, follow-up, and interview scheduling continuously. Your team makes every hiring decision.
Is this a healthcare applicant tracking system?
It includes one, and then does the part an applicant tracking system will not. A healthcare applicant tracking system is a system of record: it stores applications, tracks stages, and holds your compliance trail. ProHireHQ keeps that record, then acts on it. Candidates get sourced, screened against your criteria, credential-checked, and booked onto a calendar without a recruiter opening the tool first.
How is this different from a general-purpose ATS?
A general-purpose applicant tracking system is a filing cabinet with a login. It waits. In healthcare hiring, waiting is the whole problem: the nurse or caregiver who applied at 9pm is interviewing somewhere else by mid-morning. ProHireHQ responds inside five minutes, around the clock, and only advances candidates who clear your screening and licensure requirements.
Does it verify licenses and credentials?
Yes. Credential verification runs inside screening, before a candidate reaches your calendar. CNA, LPN, and RN licensure checks happen up front, so your team interviews verified candidates instead of discovering a credential gap after the interview is already spent.
Which healthcare employers is it built for?
Employers hiring clinical and care staff at volume: home health agencies, assisted living communities, hospice organizations, skilled nursing facilities, and the senior care operators the platform was built inside. The screening criteria and role templates differ by setting, and the system ships with templates for each.
Can it replace the ATS we already have?
Usually yes, because it covers the record-keeping an applicant tracking system provides alongside the active recruiting it does not. If you are contractually tied to an existing system, the more common pattern is to run ProHireHQ as the front end that sources, screens, and books, and let your current system stay the downstream record. A demo is the fastest way to see which fits.
How do I get started?
Book a demo and we will run one of your open clinical roles through the system live. If you want a read on your current process first, the free hiring audit finds the leaks in your sourcing, screening, and scheduling in about 15 minutes.
See it run on a real clinical req.
Book a demo and we will walk one of your open roles through sourcing, screening, licensure checks, and a booked interview while you watch. No pitch deck, just your req and the system working it.