Where Should You Post Caregiver Jobs?
One large job board with pay in the title, your free state job bank, your own site and a referral bonus. Track hires per source, not applicants.
By Caregiver Scheduling Team ·
Post on one large job board with the pay range in the title, your state’s free job bank, and your own website. Add Google Business Profile and an employee referral bonus. Those channels bring most hires at small agencies. Measure each source by hires who are still working at 90 days, not by applicant count, and respond to every applicant within a day.
Why is caregiver recruiting so hard?
Because every agency in your county is posting the same job. The Bureau of Labor Statistics projects about 760,500 openings a year for home health and personal care aides from 2025 to 2035. Employment is growing 18 percent, much faster than average. The May 2025 median wage was $35,800 a year. You also compete with retail and warehouse jobs at similar wages.
That means the posting itself has to do work. Caregivers scan for pay, schedule and location. A posting that hides any of them loses to one that shows all three. See caregiver pay rate by state to check your range.
Which channels produce hires?
Large boards produce volume, referrals produce retention, and free local channels produce the steady trickle that keeps you from paying for every hire.
| Channel | Cost | Strength | How to get more from it |
|---|---|---|---|
| Indeed | Free posting; paid Sponsored Job plans | Volume | Pay range in the title; reply same day |
| Your state job bank | Free for employers | Reaches people working with workforce centers | Register once; repost monthly |
| Employee referrals | Bonus you set | Best retention | Pay in two parts, at hire and at 90 days. See referral bonus |
| Your website | Free | Always on | A one-page “Apply” form with pay and areas served |
| Google Business Profile | Free | Local search | Post openings as updates; link to the apply page. See Google Business Profile |
| CNA and HHA training programs | Free | New graduates | Ask instructors to share openings; attend graduations |
| Churches, cultural centers, community groups | Free | Local, often bilingual | Flyers and short info sessions |
| Local social media groups | Free | Reach | Follow group rules; post the pay |
| Former caregivers | Free | Known quality | Text them when a schedule opens that fits |
Run two or three of these consistently rather than all of them once. A board that goes quiet for a month produces nothing the month after.
What should the posting say?
Pay, schedule, and where. Put the hourly range in the title, list the towns or zip codes you serve, and say whether shifts are mornings, evenings, weekends or live-in. Then list requirements in plain words and keep the application to under two minutes on a phone.
Lead with what they get, then what you need. If you hire without experience and train, say so in the title. See caregiver job description and hiring caregivers with no experience.
Should you pay for sponsored posts?
Yes in a competitive market, as long as you measure cost per hire. A sponsored post that produces one extra hire a month is cheap compared with the cost of an unfilled schedule.
A worked example: suppose you spend $300 a month on sponsorship and it brings 20 extra applicants. If 6 reach an interview and 2 are hired, your cost per hire is $150. If only 1 of those 2 is still working at 90 days, the real cost is $300 per kept hire. Compare that to what losing a caregiver costs you in turnover, and the answer is usually to keep paying. If the funnel produces applicants who never show up to interviews, turn it off and fix the posting first.
How do you know which source works?
Track four numbers per source, every month. Applicants are the least useful of the four.
| Measure | Why it matters |
|---|---|
| Applicants | Shows reach, not quality |
| Interviews completed | Filters out no-shows |
| Hires | What you actually need |
| Still working at 90 days | The only number that pays for itself |
Ask every applicant where they saw the job and record it at the interview. After three months, one channel usually produces half the keepers. Put your time there.
How fast do you need to respond?
Within one business day, and the same day if you can. Caregivers apply to several agencies at once and go with the first one that calls. A five-minute phone screen the same day, then an interview within the week, beats a longer process every time. See caregiver interview questions and the full hiring process.
How Caregiver Scheduling handles this
Once hired, caregivers are invited to the app from their profile. Pending invitations and missing credentials show who still needs setup before a first visit. Open shifts post to the caregiver app, so a new hire can pick up a visit the week they start. That first week is when they decide whether to stay. $199/month for up to 10 caregivers or $299/month for up to 50, free for 30 days.
FAQ
What is the best job board for caregivers? The one your local applicants use. Start with Indeed and your state job bank, track hires from each for three months, and keep the one that produces people who stay.
Should I pay for sponsored posts? In a competitive market, usually yes. Measure cost per hire who is still working at 90 days, not cost per applicant.
How much should a referral bonus be? Enough to notice, paid in two parts: some at hire and the rest when the new caregiver reaches 90 days.
How quickly should I contact applicants? Within one business day, and the same day when possible. The first agency to call usually gets the hire.