Your hiring process wasn't built for healthcare. AiTS was.
Structured, compliant, fast hiring that fits the way Canadian healthcare actually works — built from the ground up for Long-Term Care, Retirement Living, and Developmental Services.
Use it standalone with the systems you already run, or as part of GoEasyCare's complete workforce platform.
The hiring problem no one talks about
Your hiring tools weren't designed for credential-dependent, union-governed, high-turnover healthcare recruitment. The result isn't just inefficiency — it's a process failure with real consequences.
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Qualified candidates disappear
Applications arrive across email inboxes, job board portals, and paper forms. Without a single pipeline, qualified nurses and PSWs apply — and get buried. By the time someone follows up, they've accepted elsewhere.
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Credential verification is inconsistent
Nursing licenses, CPR certifications, vulnerable sector checks — verified manually, if at all. Compliance documentation gets assembled retroactively before audits, not proactively during hiring.
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Hiring managers work blind
Decisions happen in isolation — no shared visibility into candidate status, interview notes, or hiring stage. Directors learn about open roles when agency invoices arrive, not when the vacancy opens.
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Every hire means quadruple data entry
The same name, SIN, credentials, and emergency contacts get entered into recruitment, onboarding, HR, and payroll systems separately. Errors compound. Time evaporates.
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The agency cost spiral kicks in
Slow time-to-fill triggers agency coverage at premium rates. What starts as a temporary fix becomes a budget line item — and the hiring experience itself repels the permanent talent you need.
Six disconnected tools. No shared data. No single source of truth for a candidate or new hire.
One path from job opening to hired employee. Credentials verified. Data entered once. Everyone sees the same picture.
The real cost isn't the software — it's the workarounds. Every week a role sits unfilled, you're paying agency premiums, burning out existing staff, and losing candidates to organizations that move faster.
Applicant tracking built for Canadian healthcare hiring
Every capability maps to a step in the healthcare hiring journey — from requisition to first shift. No generic workflows. No retrofitting.
Every hire starts with a documented, approved request
Structured job requisitions with built-in approval workflows give every position a clear starting point. Hiring managers submit requests with role requirements, budget context, and urgency — HR reviews and approves before a posting goes live. No more verbal requests that get lost.
Canadian client results to be added
Consistent, candidate-friendly postings without starting from scratch
AI-assisted drafting produces healthcare-specific job postings that your team reviews and controls. The system draws on role templates, credential requirements, and your organization's language standards — then hands the draft to a human for final approval. Faster output, consistent quality.
Canadian client results to be added
Every candidate has a profile, a status, and a clear next step
Centralized applicant tracking replaces inbox-based hiring. Every candidate sits in a structured pipeline with their application, documents, interview notes, and current status visible to authorized team members. Nothing falls through the cracks because there are no cracks — just a single, shared view of where every candidate stands.
Canadian client results to be added
Credential matching built for regulated healthcare roles
Skills-based screening evaluates candidates against the requirements that actually matter in healthcare: active certifications, provincial licensing status, shift availability, and specialized training. The system flags gaps and matches before a hiring manager reviews — so the shortlist is already filtered for compliance.
Canadian client results to be added
Structured feedback from everyone who has a say
Reviewer collaboration brings HR, hiring managers, and leadership into a structured feedback process inside the system. Scorecards, comments, and recommendations are captured in one place — not scattered across email threads and hallway conversations. Decisions are documented and defensible.
Canadian client results to be added
From "hired" to "working" in a documented, compliant workflow
Digital onboarding moves candidates from accepted offer into a structured employee setup workflow — credential verification, policy acknowledgments, system access provisioning, orientation scheduling. Offboarding follows the same principle in reverse. Both produce the documentation trail your organization needs without manual assembly.
Canadian client results to be added
Compliance documentation as a byproduct, not a project
Every step in the hiring process generates the records you need for audits, accreditation reviews, and grievance responses. Approval timestamps, screening criteria, interview notes, offer documentation — all captured as the work happens. When someone asks for the file, it already exists.
Canadian client results to be added
See where your hiring process works — and where it stalls
Reporting and talent insights surface the metrics that drive hiring decisions: time-to-fill by role and department, pipeline health, source effectiveness, and bottleneck identification. Data is generated from actual process activity — not self-reported estimates. You see what's happening, not what people think is happening.
Canadian client results to be added
See the full hiring pipeline in action — from requisition to first shift.
Works with the systems you already have
Adopting AiTS does not mean replacing your HRIS, your payroll system, or your scheduling tool. It means fixing the one part of your workforce process that generic tools handle worst — recruitment and onboarding — without touching what already works.
- Integrates with your existing HRIS — candidate data flows forward into your HR and payroll systems after hire
- No rip-and-replace required — AiTS fits alongside the tools your team already knows
- Start where the pain is most acute, reduce manual work immediately, and expand later if and when it makes sense
- Deploy standalone — AiTS does not require the rest of GoEasyCare to deliver value
AiTS is a complete product on its own. It delivers value from day one — no platform migration required.
Or — get the lifecycle advantage with GoEasyCare
If your organization is evaluating a complete workforce platform, AiTS is where the lifecycle begins. One record. One system. Hire to retire.
The candidate record becomes the employee record
Every disconnected handoff between recruitment, onboarding, scheduling, and payroll is a chance for errors, delays, and lost data. When AiTS is connected to GoEasyCare's complete platform, the person you hire flows seamlessly into the system that schedules, tracks, and pays them — with credentials, seniority, and union membership intact.
- No re-keying employee data across disconnected systems
- No re-verifying credentials that were already confirmed at hire
- No rebuilding profiles that should have carried forward from day one
Built for Canadian healthcare, natively.
Not retrofitted from a corporate ATS. Not adapted from a generic platform. Built from day one for the realities you manage.
- Union hiring processes and seniority logic are native — not bolted on as custom fields you maintain yourself.
- Credential verification for regulated healthcare roles is built into the workflow, not a separate checklist someone has to remember.
- Provincial employment standards and compliance documentation are pre-configured — ready for audits, not scrambled together after one is announced.
- Designed for the volume, pace, and turnover realities of Long-Term Care, Retirement Living, and Developmental Services — not corporate office hiring.
- Less configuration. Fewer workarounds. A system that fits from day one.
Results from Canadian healthcare organizations
"Before AiTS, a single PSW posting would take our team three weeks to move from job board to offer letter. We were losing candidates to agencies before we could even schedule an interview. AiTS cut that to six days — and the candidates we're hiring are better fits because the screening actually works."
"We run four retirement communities and were managing applications in spreadsheets. AiTS gave us one pipeline across all sites. Our HR coordinator went from spending 60% of her week on hiring admin to 20%. She actually has time to onboard people properly now."
"Compliance documentation was our biggest pain point during audits. AiTS tracks every screening step automatically — vulnerable sector checks, credential verification, reference completion. When the auditor asks, we pull the report in seconds instead of digging through file folders."
"I needed data I could take to the board. AiTS gives me real numbers — cost-per-hire by role, source effectiveness, time-to-fill trends across our eight homes. For the first time, I can show the board exactly what our hiring function costs and where we're improving."
Common questions about AiTS
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If your current ATS was built for corporate hiring, it is creating the complexity you are trying to avoid. AiTS was designed specifically for healthcare roles, credentials, compliance requirements, and union environments. It replaces workarounds with workflows that match how your team actually hires.
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No. AiTS works as a standalone system and integrates with the HRIS you already run. You do not need to change your existing infrastructure to start using it.
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AiTS has a focused scope — recruitment and onboarding — and does not require a full platform migration. Starting where the pain is most acute often frees up the bandwidth your team is currently losing to manual processes and workarounds.
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No. AI assists with posting creation and screening support. Every posting is reviewed by your team, and every hiring decision stays with your people. AI handles the repetitive work so your team can focus on judgment calls.
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AiTS was built for union-governed hiring environments. Structured workflows, documented screening, reviewer collaboration, and compliance trails support defensible hiring in unionized settings — not as an add-on, but by design.
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AiTS is designed to work standalone now and connect to the full platform when you are ready. Your data, candidate records, and workflows carry forward — nothing is lost or rebuilt.
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The cost of a slow hiring process is not measured in application volume. It is measured in unfilled shifts covered by agency, qualified candidates lost to faster competitors, and compliance gaps that accumulate quietly. Even modest hiring volumes carry real operational cost when the process is broken.