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Cooper for healthcare
Healthcare recruiting software.Every applicant screened, none of the reading.
Cooper pairs an applicant tracking system with an AI team that reads every application, interviews everyone who qualifies, and hands your HR team one clear summary per candidate — while your recruiters are with patients, not PDFs.
Trusted by teams hiring for healthcare
From single-site clinics to multi-hospital systems, recruiting teams use Cooper to keep clinical pipelines full.
THE HEALTHCARE HIRING CHALLENGE
Healthcare hiring breaks in the gap between an application and an answer.
More applications than anyone can read
Licenses, care settings, shift availability, and years on a specific unit sit buried in PDFs. The first twenty get a careful read. The rest get a scan, or nothing.
Shortlists arrive as a stack, not an answer
Hiring managers get forwarded resumes and a recruiter's best guess. Comparing four candidates means opening four documents and reconstructing the reasoning.
The best nurses are gone in 48 hours
Licensed candidates hold multiple offers. While the backlog waits for a reader, the strongest applicant has already accepted somewhere else.
THE PLATFORM
A healthcare ATS with an AI screening team built in
Scout and Robin work as a pair. Scout reads every application, Robin interviews everyone who qualifies, and your HR team gets one summary per candidate instead of a folder of resumes.
Screening that keeps up with the applications
Most healthcare teams are not short of applicants. They are short of the hours it takes to read them properly. That is the work Scout and Robin take over.
- Scout reads every application against your role criteria
- Robin interviews the ones that qualify, the same day
- HR gets one summary per candidate: score, transcript, evidence
- Coo adds sourcing when applications alone are not enough
THE IMPACT
What changes when every healthcare applicant gets read
100%
Of applicants read against the same role criteria
24/7
Interviews running while your team is with patients
1
Summary per candidate, ranked and ready for HR to decide
HOW IT WORKS
How a stack of applications becomes a shortlist
The same four steps run behind every requisition, whether twelve people applied to one night-shift RN post or four hundred applied across a new outpatient site.
- 1
Applications land in your pipeline
From your careers page, the job boards you post to, or the ATS you already run. Nothing changes about how candidates apply.
- 2
Scout reads every one against your criteria
Licenses, care setting, shift availability, and experience, checked against the requirements you set — every application, not just the first twenty.
- 3
Robin interviews everyone who qualifies
A text and email invite goes out within minutes, then a structured first-round interview by phone or video in 10+ languages, on the candidate's schedule.
- 4
HR gets one summary per candidate
Score, transcript, recording, and the evidence behind each recommendation — ranked, so nurse managers and department leads can decide without opening four resumes.
See what Scout and Robin hand back on a role you are hiring for right now.
Cooper vs screening healthcare applicants by hand
Cooper
Disconnected process
Applications reviewed
Every one, same criteria
First arrivals, then a backlog
Time to first response
Minutes
Days
First-round interviews
Everyone who qualifies
Whoever fits the calendar
What HR receives
One ranked summary per candidate
A folder of forwarded resumes
Why a candidate ranked
Evidence on the record
A recruiter's recollection
Credential context
On the candidate record
Chased across inboxes
Sourcing
Added when applications fall short
A separate tool and workflow
Cooper
Disconnected process
Applications reviewed
Every one, same criteria
First arrivals, then a backlog
Time to first response
Minutes
Days
First-round interviews
Everyone who qualifies
Whoever fits the calendar
What HR receives
One ranked summary per candidate
A folder of forwarded resumes
Why a candidate ranked
Evidence on the record
A recruiter's recollection
Credential context
On the candidate record
Chased across inboxes
Sourcing
Added when applications fall short
A separate tool and workflow
Hiring environments
Built for every healthcare hiring environment
Cooper adapts to how your organization is structured — one site or fifty, permanent roster or rotating demand.
WORKS WITH YOUR ATS
Add AI screening to the healthcare ATS you already use
Switching systems mid-year is not an option for most health systems. Use Cooper as your ATS, or point Scout and Robin at the one your team already runs — applications sync in, summarized candidates sync back.
If you already use an ATS
Use our AI agents Coo, Scout, and Robin to save hours of recruiting work while continuing to manage hiring in your existing ATS.
Customers
Hiring teams that switched
Cooper does what they promise – reliably, quickly, and without fuss. That's rare in recruiting tech, and we appreciate it.
Andreas Friedmann
Director Sales and Business Development — Breitseite GmbH
Cooper was almost self-explanatory from day one — barely any onboarding needed. It's given us real time savings and a much clearer overview of our hiring process. For a mid-sized team like ours, it's a great solution.
Florian Richter
CEO — Boda Borg Germany
Cooper helped us quickly find qualified freelancers while making the entire hiring process simple and efficient.
Cora Lode
Owner — Cora Lode Interiors
Cooper has become an essential part of our hiring process. It's intuitive, saves us time, and helps us quickly find qualified candidates—with outstanding support whenever we need it.
Sibylle Schmidt
Owner — Steuerberatung Schmidt
Cooper does what they promise – reliably, quickly, and without fuss. That's rare in recruiting tech, and we appreciate it.
Andreas Friedmann
Director Sales and Business Development — Breitseite GmbH
Cooper was almost self-explanatory from day one — barely any onboarding needed. It's given us real time savings and a much clearer overview of our hiring process. For a mid-sized team like ours, it's a great solution.
Florian Richter
CEO — Boda Borg Germany
Cooper helped us quickly find qualified freelancers while making the entire hiring process simple and efficient.
Cora Lode
Owner — Cora Lode Interiors
Cooper has become an essential part of our hiring process. It's intuitive, saves us time, and helps us quickly find qualified candidates—with outstanding support whenever we need it.
Sibylle Schmidt
Owner — Steuerberatung Schmidt
Cooper does what they promise – reliably, quickly, and without fuss. That's rare in recruiting tech, and we appreciate it.
Andreas Friedmann
Director Sales and Business Development — Breitseite GmbH
Cooper was almost self-explanatory from day one — barely any onboarding needed. It's given us real time savings and a much clearer overview of our hiring process. For a mid-sized team like ours, it's a great solution.
Florian Richter
CEO — Boda Borg Germany
Cooper helped us quickly find qualified freelancers while making the entire hiring process simple and efficient.
Cora Lode
Owner — Cora Lode Interiors
Cooper has become an essential part of our hiring process. It's intuitive, saves us time, and helps us quickly find qualified candidates—with outstanding support whenever we need it.
Sibylle Schmidt
Owner — Steuerberatung Schmidt
Cooper does what they promise – reliably, quickly, and without fuss. That's rare in recruiting tech, and we appreciate it.
Andreas Friedmann
Director Sales and Business Development — Breitseite GmbH
Cooper was almost self-explanatory from day one — barely any onboarding needed. It's given us real time savings and a much clearer overview of our hiring process. For a mid-sized team like ours, it's a great solution.
Florian Richter
CEO — Boda Borg Germany
Cooper helped us quickly find qualified freelancers while making the entire hiring process simple and efficient.
Cora Lode
Owner — Cora Lode Interiors
Cooper has become an essential part of our hiring process. It's intuitive, saves us time, and helps us quickly find qualified candidates—with outstanding support whenever we need it.
Sibylle Schmidt
Owner — Steuerberatung Schmidt
Security & data protection
Candidate data handled the way healthcare requires
Data stored in Europe
Your data lives on European servers and never leaves.
GDPR ready
Built to meet European data protection requirements from day one.
Never used to train AI
Your hiring data and candidate information stays yours — always.
Access controls
Role-based permissions for every member of your team.
Encryption
All data protected in transit and at rest.
Audit logs
A full record of every change made to your data.
Healthcare recruiting software, explained
What teams ask before they hand clinical application screening to AI.
- Healthcare recruiting software manages hiring for clinical, care, and operational roles in one system. Cooper combines an applicant tracking system with an AI screening team: Scout reads every application against your role criteria and Robin interviews everyone who qualifies, so your HR team receives one summarized, ranked candidate record instead of a folder of resumes to work through.
- Yes. Cooper includes a full ATS: requisitions, candidate pipelines, candidate profiles, scheduling, hiring collaboration, and decision workflows. What makes it a healthcare ATS in practice is the screening layer — you define the licenses, care settings, shift patterns, and experience a role requires, and every applicant is assessed against those same criteria.
- Your team defines the requirements for the role. Scout, Cooper's screening agent, reviews each applicant against those qualification criteria, ranks candidates, and gives recruiters a structured recommendation with the reasoning behind it. You can shape screening around relevant clinical experience and add questions that collect practical details such as location, shift availability, and notice period.
- They are a screening pair. Scout reads every incoming application against the criteria you set for the role and decides who is worth a conversation. Robin then runs the structured first-round interview with those candidates and captures the answers. The output is a single summary per candidate — score, interview transcript, recording, and the evidence behind the recommendation — so an HR team or hiring manager can compare candidates side by side without reopening resumes.
- Yes. Nursing is the most common use case on the platform because the roles are high-volume, license-dependent, and time-sensitive. You can run separate criteria and interview scripts for RNs, LPNs, travel and agency cover, and specialty units, then compare candidates within each pipeline rather than across one undifferentiated pool.
- No. AI screening is not primary-source credential verification. Cooper organizes and assesses candidate-provided information against your hiring criteria and surfaces gaps early. Your team remains responsible for verifying licenses, certifications, background checks, and any other regulatory requirement before a hire.
- Yes. Define separate roles, screening criteria, and interview questions for each hiring need — from nursing and allied health to reception, patient access, and practice administration. Specialist clinical assessments and the final hiring decision stay with your team.
- Yes. You can run Cooper as your recruiting platform, or point Scout and Robin at your existing ATS and keep managing hiring where your team already works. Applications sync in, and screened candidates with scores, summaries, and interview transcripts sync back.
- No. Most teams start with screening, because the bottleneck is usually the volume of applications rather than a shortage of them. Coo, the sourcing agent, is there for the roles where applications alone do not fill the pipeline — hard-to-fill specialties, night shifts, or rural sites — and you can add it later or not at all.
- Active sourcing is success-based at 5–10% of annual base salary, with no retainers or hidden fees. Passive candidate discovery is monthly seat-based access, and 100 profiles are included to start. Bring an open role to a demo and we will scope it against your actual hiring volume.
- No. Scout and Robin handle the reading and the first-round conversation, then hand back a summary. Recruiters, nurse managers, and department leads review that summary, complete required checks, and make the hiring decision.
Articles
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More time for patients. Less time reading resumes.
Bring one open clinical role and a stack of real applications to a demo. We'll set the criteria, run the screening, and show you the summaries your team would have received.