The recruiter OS for healthcare
5,400+
Hospitals indexed
15
Match factors scored
NPI
Verified profiles
30/60/90
Retention pulse
What you get
Six pillars. One promise: nothing slips.
Pipeline that catches everything
Drag-drop kanban with auto-advance rules. Action items inbox surfaces every overdue review, pending decision, and stalled candidate so nothing rots in someone's email.
- Stage-triggered automations (notify team, send candidate email)
- Per-job dashboard with health score and bottleneck flags
- Cross-org isolation — your candidates stay yours
AI match score across 15 factors
Every applicant ranked 0–100 against the actual job. Red flags surface deal-breakers (salary gap, visa, expired license) before you spend the call.
- Specialty, location, comp, visa, credentials, experience, tags
- Red-flag detection with severity
- Semantic search finds hidden gems your keywords miss
Reminders + SLAs that actually escalate
Recurring follow-ups with assignees and due dates. When a hiring manager goes silent past their SLA, the system escalates — not the recruiter.
- Priority-tagged reminders (low / medium / high)
- Auto-escalation on stalled hiring-manager reviews
- 30 / 60 / 90-day retention check-ins post-placement
Credentialing on autopilot
License tracking by state with verification status and expiration windows. NPI registry verification. Day-one surprises become 90-day plans.
- NPPES NPI registry verification
- 90-day expiration alerts per credential
- Credential gap flag on candidate cards
Interview intelligence
AI summarizes 45-minute screens into SOAP notes. Specialty-specific clinical briefs help generalist recruiters credibly screen any provider type. Panel debriefs auto-roll into consensus scoring.
- AI-generated SOAP summary + screening outcome
- Specialty-aware clinical briefs (PCP vs. cardiologist vs. surgeon)
- 5-dimension reviews with multi-reviewer consensus
Source ROI + workforce planning
Track which channels actually close. Forecast vacancies three months out. Stop renewing the agency contract that produces zero placements.
- Per-application source attribution + cost-per-hire
- Recruiter advisory dashboard with stalled-pipeline alerts
- Workforce planning view across departments and contract end-dates
Multi-tenant by default
Whether you're solo or a system of seven
Your roster, your pipeline, your branding. Cross-org isolation is the foundation, not an afterthought — every query is org-scoped, every candidate has a provenance ledger, and you'll never accidentally see another agency's pipeline.
Cross-org isolation
Each org's candidates, jobs, and pipeline are fully separated.
Public lead routing
Inbound leads from public hospital pages route to the right org by job-recency tiebreaker.
Provenance ledger
Append-only field-claim history per candidate so disputed data is auditable.
How a placement actually goes
One platform from first resume to 90-day check-in
- 1
Bring your roster in
CSV import (up to 500/batch with smart mapping and NPI dedup) or drop resumes for AI parsing. Day one, your data's in.
- 2
Open a job, get a ranked shortlist
Match score ranks every candidate. Red flags filter rejects. Semantic search surfaces dormant candidates who fit.
- 3
Move through the pipeline
Drag-drop stages. Auto-trigger emails on advance. Hiring-manager reviews routed with SLA. Interview AI summarizes the call into SOAP notes.
- 4
Place — and follow through
Offer lifecycle tracked end-to-end. Day 30 / 60 / 90 retention check-ins flag early attrition before you lose the placement.