Healthcare recruiting software built for the speed your patients deserve
Hospitals, clinics, and health systems use Draft to fill nursing, allied health, and physician roles in days — not months. Track credentials, schedule across shifts, and route candidates by facility without the legacy-ATS bloat.
40%
Faster time-to-fill for clinical roles
10K+
Healthcare applications processed monthly per customer
72hrs
Average time from apply to first interview
$18K
Average annual savings from reduced travel-nurse spend
Key capabilities
Credential & license tracking
Custom fields for RN/LPN/CNA licenses, NPI numbers, BLS/ACLS certifications, and DEA registrations. Tag candidates by specialty (ICU, ER, Peds, Onc) and filter your talent pool by qualification in seconds.
Shift-based interview scheduling
Coordinate panels across day, evening, and night shifts without endless email threads. Candidates self-book from available slots — calendars stay in sync across nurse managers, charge nurses, and HR.
Multi-facility pipelines
Each hospital, clinic, or skilled-nursing site gets its own branded career page and pipeline. System-level analytics roll up across facilities so leadership sees the full picture without micromanaging.
High-volume application processing
AI-powered CV parsing turns 500+ weekly applications into structured profiles instantly. Bulk tag, move, or reject by license type, years of experience, or shift availability.
Per-diem and travel-friendly workflows
Tag candidates by employment preference — full-time, per-diem, contract, or travel. Custom pipelines for each track so a per-diem nurse never gets routed through a 6-week corporate hiring funnel.
Compliance-ready audit trail
Every stage transition, communication, and decision is logged automatically. Generate hiring reports by EEO category, source, and time-to-fill for Joint Commission and DOL audits.
Why generic ATS software fails healthcare recruiting
Most applicant tracking systems were built for tech and corporate hiring — long pipelines, single locations, salaried roles. Healthcare recruiting looks nothing like that. You're hiring 24/7 across multiple facilities, juggling licensure verification, navigating per-diem and travel programs, and competing with travel agencies that pay $4,000/week. A generic ATS treats every candidate the same; healthcare recruiting needs an ATS that understands shift differentials and credential expiration dates.
Draft was built with feedback from nurse recruiters, hospital HR teams, and physician staffing agencies. The result is healthcare recruiting software that respects how clinical hiring actually works: license-aware filtering, multi-site pipelines, and shift-based scheduling that doesn't pretend a 6 PM interview is the same as a 10 AM one.
From application to bedside in under two weeks
Time-to-fill is the metric that matters in healthcare recruiting. Every day a bedside nursing position stays open, your existing staff burns out faster, patient ratios slip, and travel-nurse contracts get more expensive. Draft's automation cuts the average time-to-first-interview from 11 days to under 72 hours — without dropping quality.
The moment a candidate applies, Draft parses their resume, extracts their license number, looks up active credentials, and routes them to the right pipeline based on specialty and shift preference. Nurse managers get a Slack notification when a qualified candidate hits their stage — not when the weekly review meeting happens. Email templates fire automatically at every step so candidates feel cared for, not ghosted.
Built for the way health systems actually scale
If you run recruiting for a 12-hospital health system, you don't want recruiters at every site reinventing the wheel. Draft gives you a centralized platform with site-level autonomy: shared talent pools, standardized email templates, and consistent branded career pages — but each facility's nurse manager keeps full control over their own pipeline.
When a great cardiac ICU candidate applies to one hospital but isn't selected, they're automatically surfaced to recruiters at your other facilities through the shared talent pool. No more losing qualified clinicians because one site couldn't move fast enough. AI-powered candidate search lets recruiters find 'experienced cath lab RNs in Houston with active Texas BON licenses' in plain English.
Reduce the recruiting workload without growing the team
Most healthcare recruiting teams are stretched thin — 2-3 recruiters supporting 200+ open positions. Draft's automation absorbs the busywork so a small team can run a big pipeline. Email templates handle 80% of candidate communication. Auto-screening rules reject candidates who don't meet license or experience requirements before a human ever opens the application. Bulk actions let one recruiter tag, move, or message 100 candidates in a single click.
The branded career page comes with optional self-service tools: candidates can check their application status, upload missed documents, and reschedule interviews without emailing your team. Healthcare recruiting software should do the heavy lifting — yours probably doesn't yet.
Frequently asked questions
Yes. Custom fields and tags let you track RN, LPN, CNA, NP, PA, MD, and DO credentials including license numbers, issuing state, expiration dates, and specialty certifications (ACLS, BLS, PALS, NRP, CCRN, etc.). You can filter your talent pool by any combination of credentials in seconds.
Absolutely. Each facility — hospital, clinic, ASC, skilled nursing site — can have its own branded career page and pipeline while system-level recruiters see consolidated analytics across the network. Shared talent pools mean qualified candidates can be considered across facilities without duplication.
Yes. Bulk import from CSV lets you onboard 500+ candidates from a hiring event in minutes. Bulk tag, move, and email actions help your team process the entire batch through screening in hours rather than weeks.
Legacy healthcare ATS platforms are powerful but bloated — slow, hard to configure, and require IT-led implementations that take months. Draft sets up in under 2 minutes, has a modern interface that nurse managers actually want to use, and costs a fraction of enterprise contracts. Most teams migrate from Taleo or iCIMS in a single afternoon.
Yes. Tag candidates by employment type and route them to dedicated pipelines with their own stages, automation rules, and email templates. A per-diem candidate skips the corporate-style 4-stage interview funnel; a full-time candidate gets the works.
Draft does not store protected health information — only candidate-side data like resumes, contact details, and interview notes. We follow standard HR data protection practices. For specific compliance documentation, contact our team at sales@draft.jobs.
Related resources
Healthcare ATS — Applicant Tracking
How Draft's healthcare ATS replaces legacy applicant tracking systems for hospitals and clinics.
Read moreHealthcare Solutions Overview
Workflows tailored for hospitals, clinics, and multi-site health systems.
Read moreBest Healthcare ATS 2026 — Buyer's Guide
How to evaluate healthcare ATS software, with a comparison framework and buying checklist.
Read moreHigh-Volume Hiring Guide
Tactics for processing thousands of applications without losing the human touch.
Read moreHealthcare recruiting software your team will actually use
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