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For Home Instead, an in-home senior caregiver organization, franchise operators Roy Robertson and Marissa White, hiring wasn't a side issue. It was the constraint on everything else their businesses could do.
Roy, Home Instead Franchise Business Partner, was spending over $1,500 a month on sponsored job posts. His team burned hours chasing candidates through manual processes and automations that broke the connection with interested talent right when it mattered most.
Marissa inherited an operation where one person owned the entire recruitment pipeline. Filling a single role took constant, hands-on effort. The team produced one hire a week while caregiver demand kept climbing past what that pace could support.
Both operators implemented Hireology. Both saw their hiring programs transform.
Reach Solved the First Problem. Speed Solved the Second.
For Roy, the results started with reach. Deep integrations with major job boards expanded the candidate pool immediately and improved applicant quality. Organic applicant flow surged 216% compared to his previous applicant tracking system.
From there, Hireology's applicant action system helped his team move faster and with more intention. Prescreen tools, streamlined communication, and human-centered automation increased show rates for in-person interviews and improved 90-day retention. Time to hire dropped from an average of 12 days to 8, a 4-day reduction.
"Hireology helped to increase organic applicant flow by 216% in one of our locations. The mobile app and instant access to data have helped to increase the number of in-person interviews. The key to success is hiring velocity with Hireology. We not only get great candidates at a lower cost, but we see our requisitions closed more quickly than before."
Roy Robertson, Home Instead Franchise Business Partner
For Marissa, the win was structural. Hireology's platform let her team redistribute ownership of hiring and move away from a purely local, in-office recruiting model. Home Instead now sources from a broader talent pool through a flexible, remote recruitment format. Every candidate runs through a consistent, centralized process regardless of location. What produced one hire a week now produces more than ten.
Onboarding, interview scheduling, and compliance used to steal time and focus from the team. Those tasks now run inside the platform. Support from the Hireology team has been part of that result from the start.
"Great support team, easy to use, data-driven results, reliable processes, trusted software, compliant, and straightforward. Brett has been exceptional since day one."
Marissa White, Director of Operations
The gains at both locations point to the same conclusion. A hiring process built for the operating model fills roles faster and expands what the business can take on.
Why Home Care Hiring Runs on a Different Clock
Home care hiring doesn't look like hiring in most industries. Caregiver candidates evaluate multiple offers at once, often from competing agencies in the same market. Most franchise operators don't have a centralized HR team to absorb the volume.
Hireology is built for that operating model. The platform is purpose-built for decentralized businesses, so franchise operators can run a consistent, compliant hiring process across locations without a dedicated recruiter at every site. Job board integrations extend reach beyond local boards and manual posts. Open roles reach caregivers who are actively looking. Automated screening and communication tools keep candidates engaged between application and interview, in the window where manual processes lose them.
In home care, speed and candidate experience are the same problem. A caregiver who waits three days for a callback from one agency has already accepted an offer from another.
Hireology's workflow tools compress that window. Candidates move from application to scheduled interview faster, with less manual effort from the hiring team. More qualified candidates make it through to hire, and more of those hires stay through the first 90 days.
