Fair to every candidate. Focused on the ones you'd trust with your grandmother.
Hiring decisions in home care face real scrutiny, from regulators, from families, and from your own judgment about who's coming into someone's home. Rushed resume scans and inconsistent phone screens can't stand up to that. Anna works differently. Every candidate gets the same conversation, scored against the same criteria, with documentation behind every decision.
This role includes some Saturday shifts. How does that fit with your availability?
I already work every other Saturday at my current job, so that schedule works fine for me.
Every candidate gets the same conversation, evaluated on substance, not paperwork.
Anna handles the screening: the same questions, the same scorecard, every time. Your team reviews the evidence and makes every hiring decision. That division of labor isn't a caveat. It's the design.
The uncomfortable truth about human screening.
50%
Bias is baked into resume screening: identical resumes with white-sounding names received 50% more callbacks.
2x
Unstructured interviews are twice as unreliable as structured ones at predicting job performance.
Both
AI and humans each do what they do best: AI for repetitive, high-volume screening; humans for the final decision.
Every candidate, same questions, same criteria.
No visual bias. Anna can't judge appearance, race, clothing, or body language. She evaluates only what candidates say.
No name bias. Anna doesn't pattern-match on names or make assumptions about a candidate's background.
No off days. Whether a caregiver applies at 2 PM or 2 AM, they get the same screening against the same scorecard.
Everything on the record. Every conversation is logged, every score documented, every evaluation open to review and audit.
Humans where it matters. In regulated environments, Anna flags when a human reviewer needs to take over. Final decisions are always yours.
Your criteria, not ours. Your team defines the scorecard based on what actually matters for the role. Anna applies it precisely.
Every decision comes with a receipt.
When a hiring decision is questioned, you need documentation, not recollection. Every screening produces a record of what was asked, what was said, and why the candidate scored the way they did.
Candidate: Maria R.
Completed 9:19 PM
"Tell me about a time a client was uncomfortable with personal care. What did you do?"
She got upset about showering. I stopped, explained what I was doing, and let her do what she could. Warming her towel first helped.
Described a calm, client-led approach consistent with the role's requirement for patience and communication.
"Have you ever noticed a change in a client's condition during a visit?"
Ruth seemed off one morning, low blood pressure and confused. I reported it right away and stayed with her until help arrived.
Recognized a real change in status, escalated appropriately, and stayed with the client, strong judgment under pressure.
Full transcript retained · Scored against employer-defined scorecard · Access to this record is logged.
Illustrative example. Every screening produces a record like this one, for every candidate.
Built for where hiring law is heading.
New York City
Local Law 144
Bias audit and candidate-notification requirements for automated hiring tools. Anna's transparency and audit trail support both.
Illinois
AIPA
Consent requirements for AI-analyzed video interviews. Anna is text-based, so no video analysis is involved.
Federal
EEOC guidance
Employers are responsible for discrimination caused by AI tools they use, even tools they didn't build. You define the criteria; Anna applies them consistently and documents how.
Emerging
Colorado, California & others
Similar frameworks are in development. The direction is clear — transparency, audits, human oversight — and that's how Anna is built.
A different kind of compliance you already know well.
The regulations above govern the AI tool itself. They're separate from the licensing and background-check compliance you already handle as a home care agency, AHCA certification, background screening eligibility, and the rest. Anna doesn't replace that process; she asks the same qualifying questions you'd ask on a call, and your team still runs your normal background check and credential verification after a candidate is hired. This page is about the fairness of the interview itself, not a substitute for your existing licensing compliance.
Every candidate gets a voice.
Here's what happens today: 50 people apply for a caregiver position. An owner spends maybe 10 seconds scanning each resume, if they get to it at all. Most applicants never hear back. That isn't just unfair to protected groups. It's unfair to everyone.
Anna changes the math. Every candidate who applies gets a real screening conversation: an actual opportunity to show who they are beyond a piece of paper.
The family caregiver
Your resume doesn't list formal caregiving experience. Have you cared for a family member before?
I took care of my mom for three years before she passed. Never had a paid job doing it, but I know what it takes.
No formal work history. Real, relevant experience.
The night-shift worker
Whenever you're ready. This works any time, from any device.
Just got off shift. Glad I could do this now instead of missing a call at work tomorrow.
Screened at midnight. Never missed a call.
The career-changer
Your background is in retail. What would carry over to caregiving?
Ten years of dealing with difficult customers and staying patient under pressure. I can do that for a client having a hard day too.
Explained in her own words, not lost in a resume gap.
Candidates know what to expect: Anna introduces herself as an AI assistant at the start of every conversation, and alternative arrangements are available for anyone who needs accommodations. This is what fair access actually looks like: being evaluated on substance, not luck.
Built to pass your security review.
Data protection
- All candidate data encrypted in transit and at rest.
- Role-based access controls: only authorized personnel see candidate information.
- Audit trails documenting all data access and decision points.
Candidate privacy
- Data minimization: we collect only what's needed for a fair evaluation.
- Right to deletion: candidates control their data.
- Transparent data usage: candidates know how their information is used.
- No data selling or sharing: your candidate data belongs to you.
Questions about how we handle this?
If you want to review our practices before you sign up, we're happy to walk through it. Email [email protected] or call 850-608-4432.
Ready to make your hiring more fair, not less?
See how Anna screens, scores, and documents, and where your team stays in control. Free for 30 days. No credit card required. After that, month-to-month, cancel anytime with 30 days notice.