Caregiver recruitment marketing beyond job boards
A seven-step playbook for home care agencies that need to create caregiver interest, qualify each response, and move matching candidates into real hiring conversations.
AI-powered social recruiting for hard-to-fill roles
Your next great hire isn’t on a job board.
We use AI-powered social targeting to reach people already succeeding where they are. A custom fit funnel screens every response, so only candidates who meet your requirements reach your active recruiting pipeline.
150,000+candidates generated by our team over the last 3 years.
Best for teams hiring the same specialized roles month after month.
But I would listen for the right reason.
150,000+candidates generated over the last 3 years
Campaign experience
Experience across the roles businesses can’t stop hiring for.
Our team has generated candidates for thousands of businesses across multiple industries. Here are some of the roles behind that number.
- 01
Healthcare & therapy
- Registered nurses, including travel RNs
- Physical therapists (PTs), occupational therapists (OTs), and speech-language pathologists (SLPs)
- Caregivers, home health aides, and CNAs
- 02
Skilled trades
- Licensed journeyman and master electricians
- Pipefitters
- Plumbers and HVAC technicians
- 03
Transportation & automotive
- CDL drivers
- A- and B-level auto technicians
- 04
Restaurants & frontline
- Cashiers, cooks, and crew members
- Assistant restaurant managers
- 05
Construction & field operations
- Skilled laborers and carpenters
- Assistant superintendents
- Project engineers
The 150,000+ figure counts candidates generated through campaigns our team worked on—not hires or placements. Results vary by role, market, offer, and follow-up.
Explore home healthcare recruitingRecruiting field guides
See how the system works before we talk.
Practical, evidence-aware guides for reaching people already working, asking better fit questions, and turning candidate interest into interviews.
How it works
From one open role to booked interviews.
One managed system. Four clear steps.
- 01
Define the fit
On one discovery call, we map the role, must-haves, disqualifiers, and the honest reasons a strong candidate would consider moving.
- 02
Build the campaign
We create custom, on-brand social ads, write every word of copy, and build the candidate experience from the first scroll to the final response.
- 03
Qualify the response
A conditional fit check screens every response against the predefined, job-related criteria you approve—in five questions or fewer. Miss a must-have, stop there. Match the criteria, move forward.
- 04
Deliver the conversation
Every response is recorded in your recruiting CRM. Candidates who pass the fit check can be reviewed or invited into optional AI follow-up to self-schedule a 20-minute interview.
The learning loop
Book a discovery callEvery response helps sharpen who we reach next.
Engagement and job-related qualification signals show us which audiences and messages are producing matches. We use that feedback to refine targeting, copy, creative, and the fit flow as the campaign runs.
Less job-board noise. Better signal.
We don’t ask more questions. We ask better ones.
Application volume is not the goal. Match is. We turn the must-haves and disqualifiers you approve into a conditional fit check of five questions or fewer, so broad, irrelevant responses stop before they flood your active pipeline.
Easy to game
“Can you travel between visits?”
Better signal
“Which service radius could you reliably cover?”
Only candidates who clear your requirements move forward.No broad job-board pile waiting on the other side.
Pre-qualification supports human judgment. It does not make employment decisions.
Who it’s for
Built for a hiring need that keeps coming back.
Bring us the one role your business can’t stop hiring for.
Book a discovery call- You hire the same specialized or credentialed role repeatedly.
- You need multiple qualified people month after month.
- Open roles cost revenue, coverage, capacity, or growth.
- Your team can respond to interested candidates quickly.
Probably not a fit
One-off executive searches, roles with no credible employment advantage, or teams unable to follow up with interested candidates.
Questions, answered
The practical details.
The discovery call starts with one recurring role—not a sales marathon.
What exactly does NotLooking manage?
We define the role and candidate criteria, create the ads and copy, build the conditional fit form, launch and optimize the social recruiting campaign, refresh creative, and record every opt-in response in your recruiting CRM. Only responses that meet your predefined criteria advance into the active pipeline.
How does candidate qualification work?
Before launch, you approve the role’s job-related must-haves and disqualifiers. We turn them into five or fewer conditional questions that are harder to game than yes-or-no screeners. Responses that miss a must-have do not advance; matching responses enter the active pipeline. Your team still interviews candidates and makes every employment decision.
Where do the candidates go?
Every opt-in response and its answers are recorded in your recruiting CRM. Only candidates whose responses meet your predefined screening criteria advance into the active pipeline, where your team can review, manage, and follow up.
How does AI scheduling work?
It is optional. When enabled, approved AI outreach can contact candidates by call, email, and text through permitted channels and invite people whose responses meet your predefined screening criteria to self-schedule a 20-minute discovery interview on your hiring manager’s calendar. It does not decide who gets hired.
Which roles are the best fit?
Recurring, specialized roles with clear job-related requirements, a defined hiring market, and at least one honest, verifiable reason someone would consider changing jobs.
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 role you can’t stop hiring for.
We’ll look at the role, market, requirements, volume, and current process. If NotLooking fits, we’ll show you the program. If it doesn’t, we’ll tell you plainly.
- One recurring role
- About two minutes
- One honest conversation