What caregiver recruiting software does
Caregiver recruiting software handles the repetitive work between an application and recruiter review. It begins the conversation, collects the facts needed for an initial decision, and moves the candidate toward the right next step.
Adaya is built for care providers with recurring frontline hiring. It does not replace the employer’s hiring system or the recruiter’s judgment. It gives the first mile of recruiting a consistent operating process.
From application to interview
Application received
A caregiver enters through the employer’s application process.
Conversation started
Adaya reaches out through the employer’s configured voice, SMS, or email workflow.
Role fit collected
The candidate provides availability, geography, experience, and other employer-defined information.
Questions resolved
Approved candidate questions are answered, while anything uncertain is preserved for recruiter follow-up.
Interview scheduled
A qualified candidate selects an available interview time and the recruiter receives the organized record.
What Adaya handles
Immediate outreach
Begin the first conversation when the application arrives, including outside recruiter hours.
Role-fit screening
Collect the practical information the employer needs before deciding whether an interview is useful.
Credential readiness
Record which required credentials a candidate reports holding and which still require employer verification.
Candidate questions
Provide consistent approved information and route exceptions to the recruiting team.
Scheduling
Offer qualified candidates real interview availability without repeated calendar coordination.
Recruiter summaries
Turn the first conversation into structured answers, status history, unresolved questions, and next steps.
Where it fits
Alongside an ATS
An applicant tracking system stores and manages hiring records. Adaya works in the active gap after application and before recruiter review.
Beyond a basic chatbot
Adaya coordinates a multi-step workflow across conversation, qualification, exceptions, and scheduling.
Before recruiter review
Recruiters keep the candidate relationship and the decisions that require judgment. Adaya prepares the handoff.
Adaya is software, not an employer or recruiting agency. The employer defines its requirements and remains responsible for candidate treatment and employment decisions.
What the employer controls
Screening criteria
The employer decides which job-related requirements and questions belong in the workflow.
Candidate information
The employer approves job details, common answers, and the path for questions that need a person.
Recruiter involvement
The recruiting team decides which situations require review and when a candidate should move forward.
Hiring decisions
The employer verifies credentials, conducts interviews, provides accommodations, and makes employment decisions.
Common questions
Does Adaya decide who gets hired?
No. Employers remain responsible for qualification standards, interviews, and employment decisions.
Can screening differ by role?
Yes. The first-screen workflow can be configured around the requirements and approved information for a particular role.
What if Adaya cannot answer something?
The question is captured for recruiter follow-up rather than answered from information the employer has not approved.
Does this replace our current system?
Adaya focuses on the application-to-interview workflow. How it fits an existing hiring stack depends on the employer’s implementation.