“Anna helped us identify qualified CNAs we would have missed.”
Lou Donaldson, CEO of TLC Caregivers, a licensed Florida home care agencyMost agencies we talk to check at least three.
Tap the ones that sound like yours.
Someone applies to six agencies from their phone on a break. That’s when they’re thinking about work. By the time you call back the next morning they’re on a shift, or asleep, or already talking to whoever reached them first. Voicemail, text, nothing. You never find out whether they were qualified, because you never got to ask.
Anna replies inside that first minute, 2am on a Sunday if that’s when they applied, and asks what you’d ask while they still have the phone in their hand. Whoever answers her would have answered you. Now you know who that is before you start dialing.
Anna isn’t one of those pop-up boxes that asks two questions. She has a real back-and-forth by text with everyone who applies, starting the moment they hit send. No appointment, no phone tag, no waiting for your morning. Certificate, background check, car and license, which shifts they can work, whether they’re ready to start. If an answer is vague she follows up, the way you would. Then she scores everyone the same way and hands you the conversation to read.
What the work is and what a good caregiver looks like at your agency. You get a job posting and a link to put anywhere you advertise. Nothing to install.
Everyone who applies hears back within minutes. 2am, Sunday, holidays. That’s the window where people still reply, and the one you can’t staff.
A short list of people who are qualified, ready to start, and still engaged, with the whole conversation attached.
The most common reason a promising applicant falls apart in week one. Asked first, not after a week of chasing.
Whether they’ve cleared one before and expect any trouble this time. In Florida, Level 2. Asked before you pay to run it.
CNA, HHA, whatever the job needs, and which state issued it. Plus your state’s training, like HIV/AIDS and Alzheimer’s in Florida.
Weekends, evenings, how far they’ll drive, when they can start. The ordinary mismatches behind most first-month quits.
Memory care, transfers, incontinence care, children. Answered before the assignment, not on day three.
The one a resume can’t answer. Somebody who won’t finish two minutes about the job was never going to pick up.
| Calling them yourself | Software that files applicants | A pop-up box on the job post | Anna | |
|---|---|---|---|---|
| When they hear from you | Next morning, if you get to them | Never. It files them, it doesn’t call them | Instantly, with two throwaway questions | Within a minute, while they still care |
| Who gets talked to | Whoever picks up, which is not many | Nobody | Whoever clicks through the form | Every person who applies, in a real conversation |
| What you learn about them | What fits on a resume, read in seconds | Nothing new. It moves them between folders | Yes or no to a short form | What they said when asked, scored the same way |
| Is everyone judged the same | Depends on the day and how far behind you are | Depends on who’s reading | Yes, about very little | Same questions, same standard, everyone |
| What it asks of you | Your evenings | Something new to set up and keep up with | A form to maintain | Describe the job once, then read the short list |
| Who decides who gets hired | You | You, knowing no more than you did before | Often the form, without telling you | Always you. Nobody is turned down without your say-so |
“Talent Pronto cut our screening time by more than half and helped us identify qualified CNAs we would have missed in manual resume reviews.”
Lou DonaldsonCEO, TLC Caregivers, a licensed Florida home care agency
Everyone who applies gets reached the same day, whether or not anyone at the office has a free hour.
Growing past what one person can keep up with usually means adding a salary. This is the alternative to that.
Certificate, car, background, availability. All asked before the call, not discovered during it.
“It felt like chatting with a real person.”
“It was a very natural feeling interview. I wouldn't change anything.”
“This is my first experience with this type of prescreening interview. Loved it!”
Compare that against one week of the owner’s evenings, one uncovered shift, or the salary of the HR person you’d otherwise need to hire. See full pricing.
More reliably than they return your voicemail, for one reason: she reaches them in the minute they applied, when they’re still on their phone and still thinking about work. This workforce texts. Applicants rate the conversation 4.7 out of 5, and the ones who won’t engage with Anna are, in our experience, the same ones who were never going to call you back. That is useful information either way. You just get it on day one instead of day five.
No. This is the whole thing. You get a job posting and a page you can link to from your website or any job board, and Anna handles the first conversation with everyone who applies. Most agencies your size run nothing else, and that’s fine. If you happen to already use a hiring system like Greenhouse, Ashby, Lever, iCIMS, Jobvite, or Oracle, Anna works inside it instead.
Nothing to install and nothing to maintain. You tell us what the job is and what a good caregiver looks like at your agency, and you get a link to share. If you can post a job on a job board, you can run this.
That’s the recommended way to start. Point Anna at one caregiver job, let her talk to everyone who applies, and compare her short list to what your usual process gives you. The first 30 days are free, with no credit card and no automatic charge.
Nothing, unless you say so. Anna puts the strongest people at the top and tells you why, but she never turns anyone down on her own. Everyone who applied is still on your list, with the whole conversation saved so you can read it yourself. If you disagree with where she ranked someone, call them.
Not on its own, and we’re not going to pretend otherwise. Nothing we do changes how a caregiver feels after a hard shift. What Anna catches comes earlier: the person who can’t really work weekends, whose car isn’t reliable, who thought the job was something else. In this business most of the people who leave do it in the first three months, and those are the reasons why. Asking up front is where you get the most back.
Everyone gets asked the same things and scored the same way, which is more than a rushed evening of resume-reading can promise anybody. Applicants rate the conversation 4.7 out of 5, and nobody is ever turned down without a person deciding. More on how we handle fair hiring and privacy.
They are thinking about work right now, and they will not be by Thursday. Point Anna at one open job and she will reach everyone who applies this week, including the ones you would never have gotten hold of. The trial costs nothing.
Talent Pronto is an AI-powered hiring platform built around Anna, our intelligent AI that conducts 24/7 conversational screening, evaluates candidates against specific job requirements and compliance needs, and schedules interviews. Anna integrates with Greenhouse, Ashby, Jobvite, Lever, Oracle, and more, helping organizations reduce time-to-hire and build stronger teams.
