Chiropractic hiring software that runs itself.
A turnkey hiring solution for chiropractic offices, sports and wellness clinics and multi-site practices. Post to 100+ job boards in one click, screen for licensure and adjusting experience, and keep every applicant in one place instead of three inboxes.
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Ridgeline ChiropracticChiropractic Clinic
Associate Chiropractor
StallingDC license requiredCandidates
31ListKanban5,000+ growing businesses hire on AvaHR without a recruiting team.
The top 10% of chiropractic practices hire with AvaHR.
If you want to grow the practice, you have to hire clinicians patients keep their whole care plan with. Everything here exists to help you find licensed people fast, so the schedule stays full and referrals keep coming.
One click puts the job on 100+ boards.
Applicants arrive through organic publishing. Write the post once and it is live everywhere chiropractors and assistants are actually looking, including the boards you have never heard of that quietly work.
Hit publish.
Watch it go live.
In the time it takes to finish a note, the role is live and collecting applicants.
Keep your top candidates in one place.
Notes, tags and status notifications on every applicant. Custom scorecards and ratings so your office manager and your lead chiropractor rate the same things, and a hiring process you shape around how the clinic actually runs.
- Notes and tags that everyone on the team can see
- Scorecards built for a clinic shadow, not a boardroom
- Status notifications so nobody goes quiet for a week
Search candidatesJSCandidates
31 total · 22 active
Loaded with features, none of which you have to configure.
Review applicant insights for every job posting, so you know which roles are working and which are quietly leaving the schedule thin.
Real-time data tracking
Instant visibility into hiring performance, with metrics and dashboards that are current rather than compiled at month end.
Job performance reports
Measure how each posting actually performed, so the next one starts from what worked instead of a guess.
Time-to-hire reports
See how long it takes from posting to hire, and exactly which stage is where people are getting stuck.
The #1 hiring software for small business.
Show them what it is like to adjust in your clinic.
Candidates want to feel connected to their next employer before they apply. Your culture profile tells the story: the adjusting rooms, the team, the patient volume you actually expect, the mentorship for new grads. Organic search brings chiropractors straight to it.
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PreviewSaveFrom people running clinics like yours.
AvaHR is such a game changer. It has given my company a personality. I created my Culture Profile and saw results in the number of responses on my job postings.
Clint S. · Reno, NVI was able to post my job listings in 30 minutes. AvaHR has great features, which made hiring for my chiropractic practice easy.
Devin A. · Idaho Falls, IDOrganizing the hiring process is a no-brainer for any practice. I used to waste time juggling all the administrative tasks it takes.
Christopher P. · Akron, OHI used to feel like I was missing the best talent while I spent my time on advertising. I had a small pool of candidates and hardly any applicants.
Carroll M. · Santa Fe, NMStart from something that already works.
Keyword-optimized job postings rank higher and get seen by more chiropractors. Start from a proven template rather than a blank page.
Job description templates
Ready to post, by role, and written to be read by a chiropractor.
Browse →Employee handbook
Policy sections you can edit, for a clinic without an HR department.
Browse →Hiring checklists
Every step from posting to day one, in the order it has to happen.
Browse →Interview kits
Questions by role, with what a good answer sounds like.
Browse →Chiropractic job description templates.
Four of the roles chiropractic clinics hire most, written so applicants know what the day actually looks like.
Everything else in the platform.
100+ free job boards
One publish, every board that matters.
Insights and analytics
Time-to-hire and source reporting that tells you where to spend next.
Text messaging
Reach clinicians between patients, where they actually reply.
Automated actions
Follow-ups, rejections and reminders that send themselves.
Custom questionnaires
Screening questions that filter before anyone picks up a phone.
Custom hiring pipeline
Stages that match how your clinic actually hires.
eSignatures and offers
Offer letters signed from a phone in a parking lot.
Social job sharing
Push the opening to your own channels in one tap.
Employee referrals
Your team brings the team, tracked and paid out automatically.
Four things, one account.
Post jobs
One click sends your opening to Indeed, ZipRecruiter, LinkedIn and 100+ others, with a unique job URL you can text to anyone.
Manage candidates
A modern applicant tracking system that keeps every résumé, note and message on the person rather than in an inbox.
Connect
Your culture profile gives chiropractors a real reason to apply, and organic search brings them to it without ad spend.
Collaborate
Your office manager, your lead chiropractor and your front desk all weigh in on the same candidate, each with the access their job needs.
Before you post the first job.
Still deciding? A specialist who has set this up for businesses like yours will walk the whole flow with you.
How long does it take to get an associate chiropractor posted?
Minutes. Start from a job description template, adjust the compensation range and requirements, and publish. AvaHR formats the post the way each of the 100+ boards expects, including Indeed, ZipRecruiter and the chiropractic and allied-health boards candidates actually check.
Can I screen for DC licensure and technique before I call anyone?
Yes. Knockout questions auto-decline anyone missing a requirement you set, and custom questionnaires ask the rest up front: license and state, board status, techniques practiced, X-ray certification, and whether they have run their own schedule before.
Do candidates need to create an account to apply?
No. Applying takes under three minutes on a phone with no login, and the résumé is parsed into skills, history and contact details automatically.
Can my office manager and lead chiropractor see candidates too?
Everyone works the same pipeline. Notes, scorecards and @mentions live on the candidate, so nobody double-calls the same person and nobody goes cold because two people each assumed the other had it handled.
Associates often leave to open their own practice. Can we plan for that?
Keep the pipeline warm rather than restarting it. Everyone who applied before stays searchable, so when an associate gives notice you are messaging known candidates instead of opening a fresh search.