Caregivers, home health aides, and CNAs
Build the campaign around the actual schedule, service area, required credentials, driving expectations, and day-to-day work. People see the real role before they raise a hand.
Home health recruiting services for agencies
Reach qualified home health candidates who aren’t on job boards.
NotLooking runs done-for-you recruitment marketing for home health and home care agencies. We use AI-assisted social distribution and employer-branded creative to activate nurses, therapists, caregivers, and aides already succeeding where they are—then route only responses that meet the job-related criteria you set into your recruiting pipeline.
150,000+candidates generated by our team over the last 3 years.
Built for teams hiring the same home healthcare roles month after month.
But I would listen for the right reason.
The job-board gap
Your open visits can’t wait for the right person to start searching.
A home healthcare role can stay open even while applications keep arriving. One person lacks a required credential. Another lives outside the service area. Another can’t work the schedule. Meanwhile, people who could fit may already be working and have no reason to browse your listing.
People don’t change jobs because you have an opening. They move when the opportunity is worth it.
Wait for demand
Post the opening and sort the active applicant pool.
Create interest
Put a role-specific reason to move in front of people already working.
We market what is honestly better about the role—such as territory, schedule, pay structure, support, autonomy, or growth. If there is no credible reason to move, we say so before the campaign starts.
Roles we know
One industry. Several very different hiring problems.
A caregiver campaign shouldn’t read like a nursing campaign. A therapist shouldn’t land in a generic healthcare funnel. Each role gets its own message, criteria, geography, and fit flow.
Registered nurses and LPNs/LVNs
Speak to nurses with verified details about territory, visit model, schedule, support, and role expectations. Screen for the employer-approved credentials and experience the job requires.
PTs, OTs, and SLPs
Give physical, occupational, and speech therapists a credible reason to consider the role, then qualify for discipline, licensure, geography, schedule, and relevant experience requirements.
Home health and home care are not interchangeable hiring markets. Skilled nursing and therapy roles require a different campaign from nonmedical personal-care roles, so we build around the actual job—not a blended “healthcare worker” audience.
What qualified means
Your criteria—not a pile of hopeful clicks.
- Required current license or certification
- Service territory and reliable travel
- Schedule, availability, or visit model
- Relevant home health, OASIS, or care-setting experience
- Other essential, job-related requirements
Before launch, you approve the role’s job-related must-haves and disqualifiers. We turn them into a conditional fit check of five questions or fewer, written to collect useful specifics instead of easy yes-or-no answers.
Easy to game
“Can you travel between visits?”
Better signal
“Which service areas could you reliably cover each week?”
Only responses that match your predefined criteria move forward.No broad application pile waiting for your team to sort.
Qualification is based on candidate-supplied responses. Your team verifies credentials, conducts interviews, completes required checks, and makes every employment decision.
The managed campaign
One role. One complete campaign. No generic “we’re hiring” ad.
Strategy, creative, qualification, delivery, and optimization—managed for you.
- 01
Define the fit
On one discovery call, we map the role, hiring volume, must-haves, disqualifiers, service area, and the honest reasons a strong candidate might consider moving.
- 02
Build the campaign
We create custom, on-brand ads, write every word of copy, and build the candidate path from the first scroll through the final fit question.
- 03
Qualify the response
We turn the job-related criteria you approve into a conditional fit check with five questions or fewer. Miss a must-have, stop there. Match the criteria, move forward.
- 04
Deliver the conversation
Every opt-in response enters your recruiting CRM. Matching candidates can be reviewed by your team or invited through optional AI-assisted follow-up to self-schedule an interview.
The learning loop
Book a discovery callEach qualifying conversion gives the campaign another useful signal.
Engagement and job-related qualification patterns show us which messages, creative, and audience setups are producing matches. We use that feedback to refine the campaign while it runs.
Recruitment marketing, not staffing
The campaign work stays off your team’s plate.
We don’t send résumés from a staffing database, employ candidates, or make hiring decisions. We build the campaign that creates, qualifies, and organizes candidate interest for your team.
See clear responsibilities- Role, market, and candidate-criteria mapping
- Employer-branded creative and direct-response copy
- Managed social campaign setup and optimization
- Conditional qualification in five questions or fewer
- A purpose-built recruiting CRM
- Optional AI-assisted interview scheduling
Your team owns the decision
You own the employment offer, interviews, credential verification, background checks, and hiring decision. AI does not decide who gets hired.
150,000+candidates generated by our team over the last 3 years
Company-wide campaign experience
Built from years of candidate-generation work.
Our team has worked on campaigns across thousands of businesses and multiple industries, including caregivers, home health aides, CNAs, registered nurses, physical therapists, occupational therapists, and speech-language pathologists.
The 150,000+ figure covers candidates generated through campaigns our team worked on across multiple industries. It is not a home-health-only result and does not count hires or placements. Results vary by role, market, offer, and follow-up.
Home healthcare recruiting FAQs
The practical details.
Start with one recurring role. We’ll tell you plainly whether the campaign model fits.
Is NotLooking a home healthcare staffing agency?
No. We do not provide temporary staff or make hiring decisions. We build and manage employer-branded recruitment marketing campaigns that create opt-in interest, qualify candidate-supplied responses, and route matches to your team.
Which home health and home care roles can NotLooking recruit for?
Our team’s campaign experience includes caregivers, home health aides, CNAs, registered nurses, physical therapists, occupational therapists, and speech-language pathologists. Each role gets its own message, geography, criteria, and fit flow.
How do you reach people who are not job hunting?
We combine AI-assisted social distribution with direct-response creative built around honest, verifiable reasons someone might consider the role. The campaign earns attention from people already working, then invites them into a short, role-specific fit check.
How is this different from Indeed or ZipRecruiter?
Job boards capture people who are already searching. NotLooking creates interest among people who may not be applying. You can keep the channels that work and use NotLooking to add a second source beyond the active applicant market.
What does a qualified candidate mean?
It means the person’s responses matched the predefined, job-related criteria you approved. Qualification is based on candidate-supplied answers. Your team remains responsible for interviews, credential verification, background checks, and every hiring decision.
Can the fit check cover credentials, geography, and schedule?
When lawful and relevant to the role, the fit check can cover licensure or certification, experience, service area, availability, driving requirements, and other employer-approved criteria. We do not screen on protected characteristics.
What happens after someone passes the fit check?
Their information and answers enter your recruiting CRM. Your team can follow up directly or use optional AI-assisted call, email, and text outreach through permitted channels to invite them to self-schedule a 20-minute interview.
Do you guarantee hires?
No. Hiring also depends on the market, employment offer, response speed, interview process, and closing. We define responsibilities and success measures before launch, then optimize toward qualified candidate conversations.
They’re not looking. That’s the point.
Bring us the home healthcare role you can’t keep filled.
We’ll look at the role, market, hiring volume, requirements, and current process. If the opportunity gives good people a real reason to move, we’ll show you how the campaign would work. If it doesn’t, we’ll tell you plainly.
- One recurring role
- About two minutes
- No generic agency pitch