For hospitals, clinics and healthcare staffing

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.

See it on a nursing requisition See pricing

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9 days Median time to fill a staff-nurse vacancy 0 Shifts covered by an expired credential −41% Locum and agency shift spend

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One platform ATS, HRMS, interviews and sourcing

Human-in-the-loop AI Every score shows its evidence

Built in Noida, India Serving hiring teams worldwide

GDPR · SOC 2 · ISO 27001 Compliant with these frameworks

01 What 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.

Expiry alerts

60, 30 and 7 days out, escalating if unactioned.

Document vault

Registration certificates, immunisation, BLS/ACLS, police verification.

Roster block

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.

02 Before 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

03 Run 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.

Check these numbers against your data Try the ROI calculator

Proof

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 days To fill staff nurse −41% Locum spend 2 Lapses caught pre-shift

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.

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