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# How Home Care Agency Teams Use 100Hires

# How Home Care Agency Teams Use 100Hires

## Who this is for

Home care agencies hiring caregivers, CNAs, HHAs, nurses, schedulers, and care coordinators.

## What makes this hiring workflow different

- Credentials, geography, availability, and speed-to-contact drive fit
- Clients need coverage in specific areas
- Compliance documents must be tracked outside free-text notes

Note: 100Hires helps organize recruiting data. Your agency remains responsible for clinical, background, and local compliance verification.

## Recommended 100Hires setup

### Profile Fields

Capture license, certification, language, travel radius, availability, and preferred shifts.

![Profile Fields](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-add-candidates-manually_482zsk.png)

### Knockout questions

Use explicit minimum requirements for certifications, transport, or shift availability.

![Knockout questions](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/introduction-to-pipeline-autom_gbzyl5.png)

### Twilio SMS

Contact qualified applicants quickly by text and log communication in the candidate timeline.

![Twilio SMS](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-set-up-twilio-1_oaipqz.png)

### Self-scheduling

Let candidates book screens without coordinator back-and-forth.

![Self-scheduling](https://100hires.com/wp-content/uploads/2026/06/100hires-outlook-calendar-self-scheduling-hero.png)

## Suggested workflow

Applied -> Credential screen -> SMS sent -> Phone screen -> Background/reference step -> Orientation -> Hired

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

## Operating tips

- Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
- Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
- Test every automation on a sample candidate before relying on it for live applicants.
- Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
- Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
- Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.