Cover every shift. Protect your star rating.
HappyFleet's AI agents phone-screen every applicant, score them for fit, and move qualified candidates from application to day-one ready — so you staff your floors with your own people instead of agency invoices.
Challenges every SNF administrator knows too well
Turnover never stops — and CNAs churn fastest
CNA turnover runs 42.3% a year, the highest of any role in the building, with RNs at 36.5%, LPNs at 35.3%, and dining and environmental services churning nearly as fast. Every departure means a short shift, mandatory overtime for the team that stayed, and residents who notice the rotating faces.
Every open shift becomes agency spend
Agency staff cost 30–70% above base wages, and those premiums come straight out of operating margins. The industry has cut agency usage roughly 44% since late 2022 — but every agency shift you shed is a shift your own hiring pipeline now has to fill. Converting away from agency only works if you can hire fast enough to replace it.
Your turnover is public
CMS posts every facility's nursing staff turnover on Care Compare and factors it into your Five-Star staffing rating — and CMS's own analysis shows lower turnover is associated with higher overall ratings. Families, hospital discharge planners, and referral partners all see the number. Staffing isn't just an operations problem. It's your reputation, posted online.
Here's what changes with HappyFleet
"Candidates love being able to interview instantly, anytime." — Owner
"Far fewer candidates drop off with HappyFleet." — Hiring Manager
"What once took days now takes minutes." — Hiring Manager
"HappyFleet replaced half of our old manual hiring process." — CEO
Features built to move every applicant from applied to day-one ready
Reach every applicant the moment they apply, 24/7
The AI Recruiter screens over a regular phone call — no apps, no forms — in the applicant's preferred language, day or night. CNAs and nurses field offers from hospitals, home health, and other facilities at once, most are free to talk after shifts, and the first employer to reach them usually wins.
Confirm credentials and availability from the first call
Certification status, license type, shift and weekend availability, and experience level — asked up front, the same way for every applicant, and documented with a full transcript and recording on the profile. Your team knows who's worth moving forward before spending on background checks and onboarding.
Stop early dropouts with a built-in job preview
During the call, the AI Recruiter walks every applicant through the role — the resident population, the acuity, the pace, the physical demands, the shift structure. Candidates who understand the floor before Day 1 show up and stay, and retention is what your star rating measures.
Screen every role in the building
CNAs, LPNs, RNs, dietary, housekeeping and laundry, activities — every department runs its own screening questions and pipeline stages in the same system, so clinical and support hiring don't live in separate spreadsheets.
Run the whole pipeline from one dashboard
Build stages the way you actually hire — screen, interview, background check, certification verification, health screening, orientation — and track every candidate's status in one place. Automatic email and SMS notifications keep candidates moving. No spreadsheets, no manual follow-up.
Better hires protect your star rating
Turnover doesn't just cost you replacement dollars and agency premiums — it costs you on Care Compare. Your nursing staff turnover is posted publicly and baked into your Five-Star staffing rating, and CMS's analysis ties lower turnover to higher overall ratings. Screen for candidates who understand the job before Day 1, and you get a more stable roster, stronger consistency of care, and a staffing rating that holds — protecting the referrals and census that ratings drive.
Replace agency shifts with your own hires
Agency staff cost 30–70% above base wages, and facilities across the country are converting back to in-house teams. The constraint is hiring speed: every agency shift you drop, your pipeline has to refill. The AI Recruiter screens every applicant the moment they apply, 24/7, so qualified CNAs and nurses reach your DON in minutes instead of days — and your in-house pipeline keeps pace with your agency wind-down instead of forcing you back to the agency phone line.
Works alongside the systems you already run
HappyFleet handles recruiting, application through day-one ready. Your existing tools keep doing what they're built for: HappyFleet feeds qualified, screened candidates into the scheduling, payroll, and compliance systems you already run, and tracks background checks, certification verification, and health screenings as pipeline stages so every candidate's status stays in one place.
Frequently asked questions
What does HappyFleet free my team up to do?
How fast can I start screening?
Can HappyFleet screen CNAs, LPNs, and RNs?
How can a SNF reduce interview no-shows?
Can HappyFleet help us reduce agency staffing?
How does hiring affect our star rating?
Does HappyFleet work across multiple facilities?
Does HappyFleet replace my current ATS?
What's the ROI for a skilled nursing facility?
Roles we hire for
- CNA
- LPN
- RN
- Dietary Aide & Kitchen Staff
- Housekeeping & Laundry
- Activities Staff
- Unit Clerk
- Maintenance
Fill your next shift with your own hire
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