Complementing your existing recruiting strategy with an all-inclusive approach.
Wend Care's marketing and onboarding costs are built into the payment structure–keeping things simple so you can focus on hiring talent.
The business model
No fees to start
No setup, subscription, listing, or advertising fees. We market your roles with our own budget.
Pay only for successful hires
Our partners pay only a flat fee when a Wend Care applicant is hired and starts work.
~38% cheaper than traditional recruiting
Compared with traditional recruiting services, partners save roughly 38% per hire.
Roles we focus on
We focus exclusively on entry-level, direct-hire positions — the roles with the highest volume and the highest turnover:
• Certified Nurse Aides (CNAs)
• Qualified Medication Aides (QMAs)
• Certified Medical Assistants (CMAs, CCMAs, RMAs)
• Patient Care & Emergency Care Technicians
• Certified Phlebotomy & Laboratory Technicians
• Home Health Aides (HHAs)
• Patient Access Representatives
• Workers with lapsed certifications re-entering care
We also encourage promising candidates without clinical experience toward training programs, building your pipeline beyond the current opening.
Our focus on entry-level positions
Supporting positions like CNA, personal care assistant, and lab technician tend to have the highest turnover rates in healthcare systems. Our recruiting focuses on filling in those gaps.
Roles with the highest need
Our talent pool is comprised of CNAs, QMAs, HHAs, and experienced caregivers that are ready to get to work.
Keeping preferences in mind
We establish shift preferences with candidates early on and only encourage applications from those that want to work the shifts and positions you have available.
Built with your budget in mind
No onboarding fees and no subscription costs means every facility pays the same way, regardless of size: you don't pay until one of our candidates is hired.
Three months, one hospital system
For a regional hospital system in northeast Indiana, Wend Care produced 368 applicants for pre-approved patient care roles in three months — 239 of them already holding healthcare certifications — converting to 1–3 hires starting per week.
Questions executives ask us
What does it cost to get started?
Nothing. There are no setup, subscription, or advertising fees. We agree on the roles you want filled, and we pay to market them. You are only charged when an applicant we sent is hired and starts.
How are Wend Care hires tracked?
Through shared ledgers or unique application links — whichever fits your existing process. Nothing to install, no integration project, no new logins for your team.
We already post to Workday and Indeed. How does this fit?
We complement those listings rather than replace them. Our counselors point interested candidates at the exact postings you already maintain and add the personal touch job boards can't — answering questions, fixing résumés, and following up.
Who handles screening and vetting?
You do — by design. Every Wend Care candidate applies through your existing listings and goes through your standard application process, background checks, and credentialing, unchanged. We fill the top of your funnel; your team keeps full control of who gets hired.
Who owns the candidate relationship?
You do. Candidates apply through your listings and are hired onto your payroll. We stay in touch with our talent pool over time, which means we can keep sending people as new roles open.
How fast should we expect results?
Campaigns typically begin producing applicants within the first weeks. In our hospital case study, that meant 4–6 applicants per day and 1–3 hires per week at steady state.