By the time a role opens, the people who meet your requirements are already in your Talent Community — trained, cleared and verified. You are no longer searching. You are choosing.
A care role takes months to fill, and most of that time is not recruitment. It is qualifications waiting to be recognised, English to be evidenced, clearances to be issued and a permit to be decided. By the time someone is ready, the shift has been covered by agency, or the client has gone elsewhere.
Every week a role sits open is agency cover, overtime, or a client you could not take on. The gap is rarely the interview. It is everything before it.
A CV claims. It does not prove a qualification is comparable here, that English is at B2, or that manual handling is current. You find out after you hire.
The same person proves the same things to every employer, from the beginning, every time. Nobody keeps the record, so nobody benefits from the work already done.
You publish what the role requires. People do the work of meeting it. You hire from the people who already have.
Roles, locations, numbers and dates — including the ones you are not advertising yet. The platform tells you whether that is coverable in time, and what is standing in the way.
Choose them from one shared standard: right to work, qualification comparability, English, manual handling, availability, and any brand training or years of experience you need. You set them. We never decide who is good enough.
Your requirements appear in the member's app as a checklist with dates and funding attached. A step completed once counts for every employer that asks for it, so nobody repeats anything. You watch readiness build, by person and by pathway.
When a role opens you are not starting a search. You are choosing from people who already meet your requirements, have met your team, and know what the job is. The ones who do not meet them yet can see exactly what is missing.
Everything on a member's profile has been checked and is held as a record — by the body that issued it, with a date, and with an expiry where one applies. You are not taking anyone's word for anything.
Not a score we invented. A person is ready for your pathway when every requirement you published is met and current. Until then you can see precisely which step is outstanding and how long it takes.
Brands in continence, wound care, mobility and nutrition pay for the training your people need. It runs on their platforms, the certificate belongs to the member, and it costs you nothing.
You see who is coming, when, and which clients or shifts they can take from day one — with the permit and visa stages tracked, not guessed.
Send a family or a tender a read-only page of a carer's verified training and introduction video. No login, no personal contact details, revocable at any time.
Induction, shadowing, supervision, the clients who had to get used to them, the rota you rebuilt twice. None of that appears in the cost of a vacancy, and all of it is spent before you know whether the person will stay.
You are deciding on someone's working life from a conversation and two references. Everyone knows it is not enough. Nobody has had an alternative.
Whether somebody stays is not visible on a CV, in an interview, or in the first fortnight. By the time it shows, you have already paid for it.
The role reopens, the agency bill continues, and the clients who had just settled with one carer meet another stranger.
By the time someone joins you from your Talent Community, you have watched them work toward you for months. Which training they chose when nobody made them do it. Whether they turned up to the sessions about what the job is really like. How they behaved when a step took longer than expected. None of that is a test. It is simply time, and time is the one thing an interview cannot give you.
You will have known them for months before they ever work a shift.
Before Ireland grants a new employment permit, at least half your employees must be nationals of the EEA, the UK or Switzerland. ALFARISER counts it from your own workforce and tells you how many permit hires you have room for.
Room for 5 more permit hires before you reach the limit — updated every time someone joins or leaves.
“I cannot start you this month, but a carer joins us in May for your area — may I send you her profile and keep you updated?”
That is the call that changes when you can see who is coming. The enquiries you turn away today are lawfully yours, and most providers throw them away.
A walkthrough takes half an hour. Bring the roles you are struggling to fill and the dates you need them by, and we will show you what the plan looks like.
