So many home care businesses start with a story about someone's grandmother. A vulnerable woman who needed help. A family who figured something out.
And then there were other grandmothers. Other families calling with the same need. What started as one solution became a real business, and a real business needs real staff.
But it's hard to keep the people you serve and the people you hire in balance. Too many clients and not enough staff, and you're turning people away. Too few clients and good staff move on. Most of the owners we talk to answer their own phone for both problems. We help with the hiring side, so you have time back to manage your team, grow your business, and do the work that made you start this in the first place.
Spend less on hiring and more on the people you hire.
75–80%
Caregiver turnover a year, industry-wide.
In-home care serves some of the most vulnerable people in the country, on some of the thinnest margins in health care. Reimbursement rates are low, and caregiver turnover runs 75–80% a year industry-wide. The business runs on a cycle that never quite settles: enough staff, then enough demand, then staff again. Anna helps with that balance.
Fast isn't the hard part.
A lot of hiring tools promise faster candidates. Fast isn't the hard part; knowing which candidate is actually right is. Most of those tools are just a form wearing a chat window. Anna runs a real behavioral assessment, asking how a candidate has actually handled situations like the ones they'll face on the job, then matching what she learns against what you actually need. That's better hires, faster. The kind you'd trust with your own grandmother.
We built Anna to help you find the people you'd trust with your own grandmother.
Founded by a former lawyer, Secretary of Florida's AHCA, and an EVP at Centene who oversaw what is now Harmony Cares, we get it. And we are on a mission to help you hire better faster.
What that looked like for our first customer.
Our first customer was a homemaker and companion services provider. A mutual friend asked her to take a look, and for whatever reason, she said yes.
Within two weeks, she was sending our CTO texts with multiple exclamation points about how well it was working. Within a month and a half, she called to say she was finally reorganizing files and clearing out old paperwork, the kind of thing that never happens when you're buried in hiring. And at two and a half months, she made the best call of all: instead of selling her business in the new year, like she'd been planning, she was doubling down and growing it, so she could leave it to her children.
That's what we want for you.
Let us show you what Anna can do for you and your candidates.
Give Anna 30 days on the job and see what happens. We know change is hard, but we also know you'll like what comes next.