Healthcare recruiting software for sourcing & AI screening
Source licensed CNAs & RNs who aren't applying.
Screen every front desk applicant who is.
Puck finds licensed CNAs and RNs near each of your facilities, straight from state records, and emails them from your recruiters' own inboxes. Its AI Recruiter phone screens your patient access and support applicants. Built for hospitals, clinics, and senior care facilities.
Hiring in healthcare has two problems, they’re opposites
Nobody applies to the nursing roles
It takes 78 days on average for a hospital to recruit an experienced RN (NSI, 2026 report). The RNs and CNAs you want are working a shift right now, not scrolling job boards. And the ones who are looking hear from every employer within driving distance.
Everybody applies to patient access:
One patient access or unit clerk posting can pull in hundreds of applications. Your recruiters call through them one at a time, and the strongest applicants take another offer before anyone reaches them.
Most tools solve one of these.
Puck was built for both.
Trusted by leading talent teams
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Nursing recruitment software that finds the RNs and CNAs who aren't applying
Stop waiting for applications. Puck's healthcare candidate sourcing finds registered nurses and certified nursing assistants who live near your facilities, then reaches out by email from your recruiters.
Records straight from the board
Puck builds lists from state nursing license and nurse aide registry records, where available, then adds verified contact info. Everyone on your list is licensed.
Search by commute, not by state
Set a ZIP code radius for each facility. Keep it tight around a city hospital and go wide around a rural clinic. Both take one adjustment, and every facility gets its own list.
Automated outreach from your recruiters
Connect Gmail or Outlook and drip campaigns send as your recruiters. The sequence stops when someone writes back, so your recruiters open their inbox to interested candidates.
Built for how health systems run
Every facility configured separately.
Different requirements, shifts, languages, and commute radii for each hospital, clinic, and care community. Set them once per facility, not once for the whole system.
Works with the ATS you have, or use ours.
Puck integrates with Greenhouse, Lever, Ashby, Workday, iCIMS, and Pinpoint. It also runs on its own: drop a link into the auto-response your applicants already get, and screening starts with no integration project.
No ATS for your clinic yet? Our Lightweight ATS lives in the same platform.
Local phone numbers.
Screening calls come from the area code you choose, so candidates recognize the region and pick up.
AI phone screening for every healthcare patient access, front desk, and support applicant
A text, a reply, and a phone call
Applicants get a text. When they're ready, they reply yes and the AI Recruiter calls them. There's no app, no login, no camera, and no scheduling link. That matters for people on rotating shifts, nights, and weekends who job hunt on a break or late at night.
Follow-up questions, not a script
The AI reacts to what candidates say. If someone says "two years at the front desk," it asks whether that was ER or outpatient. You hear the detail a form or resume filter could miss.
Ask what disqualifies people
Epic, Oracle Health, or Meditech experience. Insurance verification and point-of-service collections. Night, weekend, and holiday availability. Pay range. Bilingual, where your patients need it. Set questions and scoring for each facility, because one clinic wants two years of experience and another is happy to train.
The AI scores, your team decides
When the call ends, you get a transcript, the recording, and a written assessment. Evaluations land in your ATS, or in Puck if you don't have one. Each score comes with its reasoning. Correct a score and the system adjusts to your bar. Puck never rejects anyone automatically.
Interview in 33+ languages
Run the screen in the language your applicants are most comfortable in, so bilingual candidates for bilingual roles show you what they can do.
Give candidates a clear reason to pick you
Most systems nearby offer roughly the same rate and a similar sign-on bonus. What's different is the unit, the nurse manager, the ratios, and the path from CNA to RN.
Puck records short audio stories from your own RNs and CNAs. They go on your career site, your job pages, and inside your recruiters' outreach emails. One genuine conversation with a nurse describing their unit can get a candidate invested in your team. Thyme Care used them to speed up time-to-hire by 35%, while increasing candidate quality.
Listen below to an example from Tend.
How to begin? Start on one role
Pick a hard-to-fill RN or CNA opening and a high-volume patient access posting. Run sourcing on one and AI Recruiter screenings on the other.
No ATS integration is needed, and most teams are screening candidates within two weeks.
Tuning the screening questions takes the first couple of weeks. Pilots usually run four to six months, so you have enough completed hires to judge the results.
Frequently asked questions
How do you recruit nurses when nobody is applying?
Contact licensed nurses directly instead of waiting on job boards. Recruiting an experienced RN takes a hospital 78 days on average, according to NSI's 2026 National Health Care Retention and RN Staffing Report. Puck builds lists of RNs near each facility from state nursing license records and emails them from your recruiters' own inboxes.
How do you recruit nurses and CNAs in rural areas?
Search as far as people actually drive to work, not just the nearest town. Puck sets a separate commute radius for each facility, built from state license and nurse aide registry records. A rural clinic can search 30 miles out while an urban hospital in the same system stays at 5.
How do you recruit CNAs for long-term care?
Start with the CNAs who already live near each community. Hospital CNA turnover was 32.5% in 2025, according to NSI's 2026 retention report, so CNA pipelines need constant refilling. Puck sources CNAs from state nurse aide registries within commuting distance and emails them from your recruiters.
What are the biggest healthcare recruitment challenges?
There are two, and they pull in opposite directions. Licensed roles like RNs get too few applicants, while patient access and front desk roles get too many to call back. Most tools handle one side. Puck sources licensed candidates for the first and phone screens applicants for the second.
What is AI phone screening?
An AI voice screener calls an applicant, asks your screening questions, follows up on their answers, and sends your team a transcript, recording, and scored summary. Candidates need no app, login, or camera. Puck's AI Recruiter calls when the applicant texts back that they're ready, in Spanish or 30+ other languages.
Can AI support high-volume hiring in healthcare?
Yes, at the screening step. Puck's AI Recruiter can phone screen every applicant to a busy patient access posting, and your team reviews the scores and makes every decision. With Puck, Vivrelle cut phone screening time 88% and saved about 140 recruiter hours across its first 12 roles.
Is Puck a staffing agency?
No. Puck is healthcare recruiting software that hospitals, health systems, clinics, and senior care employers use to source and screen their own candidates. It doesn't place nurses or charge placement fees. Your recruiters run the outreach, and your team makes every hire.
Where does Puck get nurse and CNA candidate data?
From state nursing license boards and nurse aide registries, where states make that data available, with verified contact information added from public records where it can be found. Coverage varies by state, and we'll show you counts for your markets in a demo.
What about roles that don't need a license, like patient access?
Sourcing is strongest on licensed roles like RNs and CNAs. Patient access, front desk, and support roles are where Puck's AI screening does the heavy lifting, because those postings get the volume.
Does Puck replace our ATS?
No. Puck integrates with Greenhouse, Lever, Ashby, Workday, iCIMS, and Pinpoint and runs alongside whatever you have. No integration is required to start: add a screening link to your existing applicant auto-response. Teams without an ATS can use Puck's built-in one.
Can we text candidates?
Yes, once they've applied. Applicants get screening invitations by text and can opt out anytime. Sourced RNs and CNAs who haven't applied get email instead.
Do candidates text back and forth with Puck?
No. Puck sends the screening invitation. When a candidate replies to a sourcing email or shows interest, the conversation goes straight to your recruiter's inbox.
Does AI make the hiring decision?
No. Puck's AI Recruiter scores and summarizes each screen and shows its reasoning. Your team makes every hiring decision, and Puck never rejects a candidate automatically.
Staff every unit without adding recruiters
Opening a new facility shouldn't mean hiring more recruiters. Source the RNs and CNAs you need and screen every applicant, at every location.