Collect the practical details once
A useful caregiver review starts with the schedule, service area, experience, and role requirements that determine whether an interview makes sense.
Service area
Capture where the candidate can reliably work and which locations they are willing to cover.
Availability
Collect days, time windows, shift preferences, and expected schedule availability.
Care experience
Ask the questions your agency needs for the role and client population.
Reported credentials
Record what the candidate reports and show what still needs employer verification.
Role requirements
Apply the explicit job requirements your agency defines across submitted applications.
Missing answers
Bring unclear or incomplete information to recruiter attention instead of burying it in the form.
Give every recruiter the same clear review
The recruiter should receive a usable candidate record instead of another application to interpret from scratch.
Candidate record
See contact details, application source, role history, and current workflow status together.
Application answers
Review availability, geography, experience, and reported readiness around the job.
AI review
See strengths, missing information, and suggested next steps grounded in the application.
Human decision
A recruiter reviews the evidence, interviews the candidate, and decides how to proceed.
Standardize the process without flattening local needs
Branches can share one review process while keeping the questions and requirements that differ by role, location, and service area.
Shared workspace
Keep candidate records, roles, applications, and review status connected across the organization.
Local job requirements
Ask for the schedule, geography, and role evidence a specific team needs.
Consistent review
Give recruiters the same view of requirements, evidence, gaps, and next steps.
Clear access
Control what owners, administrators, recruiters, and viewers can see inside each workspace.
Adaya organizes the review. Your team makes the call.
Adaya can improve application structure, review consistency, and recruiter clarity. Your agency remains responsible for accurate job information, lawful candidate treatment, accommodations, credential verification, interviews, and employment decisions.