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A nurse with an expired licence is a shift you cannot fill.
Clinical hiring is a documents problem wearing a recruiting costume: registrations, licences, immunisations, police checks and shift coverage. This tracks every one of them against the roster, so nobody discovers a lapse at handover.
Free plan for one user, forever · migration from your current tool included · no credit card
9 daysMedian time to fill a staff-nurse vacancy0Shifts covered by an expired credential−41%Locum and agency shift spend
Free forever for 1 userNo credit card required
One platformATS, HRMS, interviews and sourcing
Human-in-the-loop AIEvery score shows its evidence
Built in Noida, IndiaServing hiring teams worldwide
SOC 2 Type II · ISO 27001 · GDPR · India DPDP · ResidencyCompliant with these frameworks
01What you actually need it to do
Where clinical hiring actually goes wrong.
Compliance
Credentials expire quietly
The lapse is discovered at handover, not before.
Every registration, licence, immunisation record and police verification is held on the employee record with an expiry date, and alerts escalate from the individual to their manager to the compliance lead.
Staff with a lapsed credential cannot be assigned to a shift.
Inspection pack
One export per unit, per role, per date range.
Rostering
Vacancies are shifts, not headcount
You are not hiring a nurse. You are covering nights in the ICU.
Requisitions carry unit, shift pattern and skill mix, so screening filters on availability and competence together — and the roster gap closes rather than a seat filling.
Shift-pattern matching
Nights, rotating, weekend-only — screened at application.
Unit and speciality
ICU, OT, dialysis, paediatrics tracked as competencies.
Skill-mix targets
Senior-to-junior ratio per unit enforced in the plan.
Gap forecasting
Predicts next quarter's gaps from attrition and leave patterns.
Cohorts
Volume hiring for a new wing
Two hundred clinical staff, one opening date.
Cohort hiring with bulk verification, walk-in drives at nursing colleges, on-site assessment scoring and same-day offers — reconciled in the system each evening.
Campus drives
Nursing and allied-health college intakes, institute-wise reporting.
Walk-in check-in
QR attendance, tablet assessment, live selection board.
Bulk verification
Whole cohort verified in parallel with one status board.
Same-day offers
Generated, approved and printed before candidates leave.
Agencies
Locum spend nobody governs
Three locum agencies, three rate cards, no scorecard.
Agency and locum suppliers submit into one workflow with graded performance and enforced rate cards, so the expensive habit becomes a managed, measured line.
Supplier scorecards
Fill rate on short-notice shifts, quality, effective rate.
Rate card enforcement
Submissions above the approved rate are blocked, not argued about later.
Duplicate detection
The same locum submitted by two agencies, caught immediately.
Substitution plan
Converts repeat locum shifts into permanent hires with the maths shown.
02Before and after
A 40-bed unit staffing a new wing.
Today
Credential expiry tracked in a spreadsheet one person maintains
Vacancies expressed as headcount, screened without shift availability
New-wing hiring run as 200 individual pipelines
Locum agencies invoiced at whatever rate was agreed on the phone
Inspection prep takes a fortnight of document hunting
With Pitch N Hire
Every credential dated, alerted and blocking the roster if lapsed
Requisitions carry unit, shift pattern and skill mix; screening matches both
Cohort hiring with bulk verification and same-day offers at drives
Suppliers graded, rate cards enforced at submission
Inspection pack exported per unit in one click
03Run the numbers
What unfilled shifts cost you.
Clinical vacancies open right now, and what you pay per agency locum shift.
The model takes two inputs from you and returns four figures. Here is each figure and the assumption it rests on — we run it on your own numbers on the call rather than publishing a result for a company we have not met.
Clinical vacancies open nowCost per agency locum shift
What the model returns
The assumption behind it
Locum cost while vacant
Per month, at 22 covered shifts per open post
Days of vacancy removed
Median clinical fill drops from 27 days to 9
Locum spend avoided
From faster permanent fills across the same vacancies
Compliance exposure
No shift can be staffed by a lapsed credential
Modelled from platform medians across comparable teams. We will rebuild it on your real data on the call.
We were covering fourteen ICU night posts with locums at four thousand a shift. Filling nine of them permanently in a month paid for the platform several times over — and the expiry alerts caught two registrations we had missed.
Director of Nursing, 340-bed multi-speciality hospital
9 daysTo fill staff nurse−41%Locum spend2Lapses caught pre-shift
05
Questions
Do you handle nursing and allied-health credential tracking?
Yes — state nursing council registration, medical council registration, BLS and ACLS certification, immunisation records, police verification and speciality certificates, each with expiry dates, escalating alerts and a roster block if a credential lapses.
Can we hire against shift patterns rather than headcount?
Yes. A requisition carries unit, shift pattern and skill mix, and screening filters on availability and clinical competence together, so what closes is the roster gap rather than an abstract seat.
Is the audit trail suitable for NABH or JCI inspection?
It is built for it: every credential with its evidence and dates, every hiring decision with the named human who made it, and a per-unit export covering any date range. Customers use the same export for state health authority inspections.
Can you run campus drives at nursing colleges?
Yes — institute-wise pipelines, QR check-in, tablet-based assessment scoring, live selection boards, same-day offer generation and cohort onboarding with bulk verification.
How do you reduce locum and agency spend?
Three ways: filling permanent posts faster so fewer shifts need covering, grading locum suppliers on short-notice fill rate and effective rate, and enforcing approved rate cards at submission. Hospitals typically see locum spend fall by around 40% in two quarters.
Do you support healthcare staffing agencies as well as hospitals?
Yes. Agencies get client portals per hospital, credential-verified submissions, shift-based placements with timesheets, and margin per placement — the staffing-agency page covers that side in detail.
The applicant tracking system built for how you hire
Pitch N Hire is an applicant tracking system. Run job posting, screening, structured interviews, and offers from one pipeline — starting free for 1 user.
One pipeline for every role, applicant, and interview stage
Structured scorecards so the panel compares candidates on the same criteria
Careers page, job posting, and candidate communication in one place
See your true cost-per-hire and how much Pitch N Hire could save you — our free Recruitment ROI Calculator gives you the numbers in under a minute. No signup required.
