OB-GYN hiring software that runs itself.
A turnkey hiring solution for obstetrics and gynecology practices, birth centers and women’s health clinics. Post to 100+ job boards in one click, screen for licensure and prenatal experience, and keep every applicant in one place instead of three inboxes.
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Sonoran Women’s HealthOB-GYN Practice
OB-GYN Medical Assistant
StallingMA certifiedCandidates
31ListKanban5,000+ growing businesses hire on AvaHR without a recruiting team.
The top 10% of OB-GYN practices hire with AvaHR.
If you want to grow the practice, you have to hire clinicians patients trust through a pregnancy. Everything here exists to help you find licensed people fast, so clinic days run full and call coverage holds.
One click puts the job on 100+ boards.
Applicants arrive through organic publishing. Write the post once and it is live everywhere nurses and medical 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 chart, 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 practice manager and your lead nurse 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 a clinic day short.
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 practice with your team.
Candidates want to feel connected to their next employer before they apply. Your culture profile tells the story: the clinic, the team, the ultrasound and exam rooms, the call schedule you actually run. Organic search brings nurses and assistants straight to it.
Create Profile
PreviewSaveFrom people running practices like yours.
I was able to find candidates quickly by posting my jobs to several job boards using AvaHR. The application process is easy and does not take up any of my time.
Amy K. · Smyrna, GAAvaHR makes it very easy to build your job and find the best candidates, from building a company profile page to listing jobs across multiple locations.
Jose C. · Mission Viejo, CAI have always been disorganized with my job applications, but AvaHR has made it easier. It lets me customize scorecards and rankings for what the practice needs.
Sam D. · Denver, CORunning a practice can be overwhelming. AvaHR is the best on the market because it organizes and streamlines everything for you.
Diane B. · San Diego, CAStart from something that already works.
Keyword-optimized job postings rank higher and get seen by more clinical staff. 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 clinician.
Browse →Employee handbook
Policy sections you can edit, for a practice 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 →OB-GYN job description templates.
Four of the roles OB-GYN practices 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 clinical staff 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 nurses and assistants a real reason to apply, and organic search brings them to it without ad spend.
Collaborate
Your practice manager, your lead nurse and your physicians 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 a OB nurse or sonographer role posted?
Minutes. Start from a job description template, adjust the pay range and requirements, and publish. AvaHR formats the post the way each of the 100+ boards expects, including Indeed, ZipRecruiter and the nursing and imaging boards clinical staff actually check.
Can I screen for licensure and specialty credentials before I call anyone?
Yes. Knockout questions auto-decline anyone missing a requirement you set, and custom questionnaires ask the rest up front: RN or RDMS credential and expiration, obstetric versus gynecologic experience, call and delivery coverage, and EMR familiarity. You see the answers on the profile before you pick up the phone.
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. That matters here, where most applications happen from a phone between patients.
Can my practice manager and lead nurse 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.
Can we screen for call coverage before interviewing?
Yes, and it saves the most time here. Ask about call, weekend and delivery coverage in the questionnaire, and knockout anyone who cannot meet the schedule, because that is what most offers fall apart over.