Carefam

What it is

Carefam is a hiring service for permanent clinical and care roles: RNs, LPNs, CNAs, and home health aides, plus NPs, PAs, physical therapists, and LCSWs. It combines two things. The first is a talent network. Clinicians build a profile for free, Carefam says it accepts only the top 25% of applicants, and employers receive weekly batches of pre-screened candidates matched on more than 50 attributes. The second is a set of conversational AI agents that work the pipeline: screening calls at any hour, credential checks, interview scheduling, no-show reminders, offer confirmation, and check-ins through the first 90 days after the hire. Complex or sensitive decisions go to a human.

The Brooklyn company was founded in 2023 by Matan Hoffmann (CEO) and Eyal Shulman (CTO). It came out of stealth on 16 March 2026 with a $10.5M Series A led by Pitango HealthTech, with SemperVirens and Ora Global participating. That follows a $4M round led by Emerge in July 2023, for about $14.5M in total (Staffing Industry Analysts, Skilled Nursing News, Calcalist). The company reports 900% growth over the prior year and “hundreds” of customers across hospitals, long-term care, and home care. Its site names skilled-nursing operators including CareOne, Genesis, and Wingate Living.

Carefam is not a staffing agency and does not fill per diem shifts. It fills permanent W-2 roles on your payroll. It is also not an ATS: the site sells “zero integration,” meaning it runs beside your systems rather than inside them.

Why it shows up in Recruiting stacks

• Built for clinical credentials, not generic hourly hiring. A CNA screen has to check certification status, shift preference, and commute before anything else. General high-volume tools such as Paradox and Fountain can be configured to do that. Carefam ships with it.
• It brings candidates, not just automation. Most AI screeners only process applicants you already have. Carefam’s talent network adds supply, which matters when the bottleneck at a nursing home is too few applicants rather than slow follow-up.
• The post-acute retention problem is the target. CNA turnover in nursing homes was 42.34% in 2025, down from 44.16% in 2024 (Hospital & Healthcare Compensation Service with LeadingAge and AHCA). Carefam’s 90-day check-ins aim at the window where most of that turnover happens.

Pricing

• No public price. The employer page is a demo request, and we found no third-party price tracker or review site listing Carefam. Ask whether you pay per hire, per facility, or by subscription, because the answer changes which benchmark applies.
• The benchmark it has to beat is agency fees. Direct-hire agencies typically charge 18–25% of first-year pay, and 20–30% for nurses (Upwork, 2026). On a staff RN at the BLS median of about $94K, a 20% fee is roughly $19K per hire. If Carefam prices per hire, anything well under that is a win. If it prices by subscription, divide the annual fee by the hires it actually delivered in the pilot.
• The cost of doing nothing is high. NSI’s 2025 retention report puts the average cost of losing one staff RN at $61,110. One retained nurse can pay for a year of software. That is an argument for running a pilot, not for skipping the per-hire math.

Best for

Directors of nursing and HR leads at skilled-nursing, senior-living, and home-care operators with 3 or more facilities, who are hiring CNAs, LPNs, and RNs all year and paying agency rates to cover vacancies. It fits best where a small HR team cannot call back every applicant within the hour, and where the applicant pool itself is thin.

Do not buy Carefam if you mainly need per diem shift coverage (that is a staffing marketplace job); if you are a large health system whose recruiting team lives in Workday or iCIMS and needs every screen written back to the ATS; or if your compliance team requires a SOC 2 report before any candidate data leaves your systems.

Versus the alternatives

• Paradox: now part of Workday, and the leader in conversational hiring for large employers. Pick it when you are a health system that wants apply, screening, and scheduling inside one enterprise deployment tied to your ATS, and can absorb a $25K–150K+ contract. Carefam wins on clinical-specific setup and on bringing its own candidates.
• Fountain: a high-volume ATS for hourly workforces. Pick it when you want to own the full pipeline and run your own job ads at scale. Carefam wins when the problem is candidate supply rather than workflow.
• Apploi: healthcare hiring, onboarding, and credential checks for more than 9,000 healthcare organizations, acquired by Viventium in January 2026. Pick it when you want a healthcare ATS and onboarding system of record. Carefam can sit beside it as a supply and screening layer.
• Incredible Health: a nurse career marketplace that reports 1.5 million nurses and 1,500+ employers, with its own AI voice agents (Gale and Lyn) since late 2025. Pick it when you are a hospital hiring RNs across specialties. Carefam is the better fit for CNA, LPN, and home-care roles in post-acute settings.
• HeyMilo or Apriora: AI interviewers that score structured first-round screens. Pick one when you have plenty of applicants and need a scored, explainable screen in your ATS.

If none fit because you hire fewer than about 5 clinical roles a month, a recruiter with a text-message template and a same-day callback rule will do most of what these products do. For screening rules you can audit, see candidate screening.

Watch-outs

• No published security or compliance credentials. Carefam’s site lists no SOC 2 report or HIPAA statement, and its “zero integration” model means candidate data, including license numbers, lives in Carefam’s systems. Guard: before the pilot, get a written security questionnaire response, a signed DPA, and data-deletion terms, and confirm in writing whether the agents ever touch patient-related data. Make a SOC 2 report a renewal condition.
• “Zero integration” can mean double entry. If screening results do not land in your ATS or HRIS, your HR team re-keys them, and your hiring reports miss the Carefam pipeline. Guard: in the demo, ask exactly how a hired candidate’s record reaches your ATS and payroll, and count the manual steps. Budget that time in the ROI case.
• Vendor metrics are not your metrics. Claims such as “hire 3x faster” and “90% phone time saved” come from Carefam’s own site. Guard: run a 60–90 day pilot at 1–2 facilities, record your baseline time-to-hire and 90-day retention first, and compare against facilities not in the pilot. See time to fill vs time to hire for which clock to use.
• Automated screening is still your legal exposure. If AI calls decide who advances, you may be running an automated employment decision tool under NYC Local Law 144 and similar state rules. Guard: ask what the agents can reject on their own, keep license and certification checks as hard filters, and send any judgment call to a human reviewer.
• Young company, small balance sheet. About $14.5M raised and a 2023 founding date mean a short operating history. Guard: sign a 12-month term with an exit clause, and export your candidate data quarterly.