Healthcare recruitment
ATS for healthcare recruitment agencies
An ATS for healthcare and nursing recruitment agencies: multi-channel intake, location-aware talent match, client shortlists, placements and invoices. Data controls that support GDPR and DPDP-style obligations — not a HIPAA or SOC 2 certificate.
Claims last checked September 3, 2026
Healthcare recruitment is a location and availability problem before it is a skills problem. A nurse who will not travel past two suburbs is not a match for a hospital forty kilometres away, however good the résumé.
It is also unusually sensitive to how candidate data is handled. Agencies are asked, correctly, what happens to a candidate record when someone asks for it to be deleted.
What slows this desk down
Roles are defined by geography as much as by skill
A single trust or hospital group posts across several sites, and a candidate’s willingness to travel decides the shortlist. An ATS that flattens a multi-site role into one city quietly loses matches.
Candidates ask what happens to their data
Health-adjacent candidates ask deletion and access questions more often than most, and the agency, not the software vendor, carries the legal duty to answer.
High-volume applications, thin screening time
A well-shared nursing post draws far more applicants than a recruiter can read the same week.
The same candidate applies for three roles at once
Duplicate records fragment the history, so nobody can see that this person was already interviewed last month.
What you get
Post one role across several sites without losing either city
Jobs carry a structured list of locations, so a two-site role publishes both cities to your career page, Google for Jobs and the board feed — rather than collapsing into a single line of text that matches neither.
Shortlist by travel distance and availability, not just keywords
Location is a first-class filter on candidates and the talent pool, and it feeds the semantic ranking, so a role’s cities are part of the fit score rather than an afterthought.
Handle access and erasure requests properly
A public subject-access-request form, operator tooling for access and erasure, cascading purge with a grace window, per-tenant data export, audit logging and AES-256-GCM encryption of stored secrets. These are controls that support GDPR, DPDP and PDPA-style obligations — the legal duty stays with you as the controller.
Cut a large applicant list down before a human reads it
Per-job screening questions with knockout rules on select and yes/no answers. Blank answers never reject anyone, values must come from the offered options, and an auto-reject sends no email unless you deliberately enable the notification automation.
Keep one record per candidate
Duplicate detection at intake merges repeat applicants into a single record, so interview history and prior feedback stay attached to the person rather than scattering across applications.
Show the client a shortlist they can act on
Token-gated portal links or authenticated client logins, AI candidate briefs and side-by-side compare, with feedback captured against the candidate.
Where we are the wrong tool
Worth knowing before a trial rather than after one.
- Not HIPAA certified, and we do not offer a BAA. Do not store protected health information in candidate records.
- Not SOC 2 certified. We describe the controls we operate; we do not hold the certificate.
- No credential, licence or right-to-work expiry tracking. Registration numbers and revalidation dates are not modelled, so compliance chasing stays in your current process.
- No rostering, shift booking or availability calendar for temp bank work.
- English-only interface today. Multi-language is planned, not shipped.
Questions
Is SohamRecruit HIPAA compliant?
No. We are not HIPAA certified and do not sign a BAA, and candidate records should not hold protected health information. What we do provide is data tooling that supports GDPR, DPDP and PDPA-style obligations: subject-access and erasure workflows, tenant export, cascading purge, audit logging and encryption of stored secrets.
Can a job cover more than one hospital or site?
Yes. A job holds a structured list of locations, and every public surface — career page, Google for Jobs structured data, the board feed and job alerts — reads that list, so a multi-site role stays matchable in each of its cities.
Does it track nursing registration or licence expiry?
No. There is no credential or expiry tracking, so revalidation and right-to-work chasing remain outside the system today.
What happens when a candidate asks to be deleted?
There is a public subject-access-request form and operator tooling for access and erasure, with cascading purge and a grace window. Deletion is recorded in a permanent audit entry as proof the request was honoured.
Try it on your own data
30-day free trial — 1 admin seat, 500 AI ops/month, no candidate-count cap, no card. Then Lite from ₹599/seat/month, cancel any time in Billing.