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.

Knockout questions

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

Twilio SMS

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

Self-scheduling

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

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.

Updated on: 16/06/2026