Your Augusta application is designed to automatically screen applicants and help your team prioritize the candidates most aligned with your hiring needs.

Keeping your qualification rules and settings up to date helps your agency:

• Create more candidate conversations
• Reduce reactive recruiting
• Prioritize applicants more effectively
• Adapt to changing client and staffing needs

Where to Make Changes

To edit your question & qualification settings:

1. Go to your Augusta Dashboard
2. Click the Smart Job Application tab
3. Open the Qualification Rules & Settings sub-tab
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From here, you can manage:

• Question Settings
• Geo Qualification Rules
• Required Qualifications
• Flexible Qualifications

Question Settings

This section allows you to configure the question prompts and answer prompts shown inside your Augusta application.

Your selections dynamically adjust the application experience for applicants.

Example

If driving is required for your agency, Augusta will ask applicants follow-up questions about: Driver’s license, Auto insurance, & Willingness to drive to/from shifts

If driving is not required, those questions are removed, and applicants may instead be asked about: Reliable transportation & Valid state ID

This helps ensure that applicants see only questions relevant to your agency’s hiring needs.

Best Practices

• Review this section whenever your hiring requirements change
• If you update your questions, make sure your qualification rules still align with your current hiring goals
• Use the Preview button at the top of the page to see exactly what applicants experience during the application process

Qualification Rules

Geo Qualification Rules

This section allows you to define how applicants are screened based on their distance from your service area(s).

Augusta calculates distance using:

• The applicant’s zip code submitted through their Augusta application
• Google Maps API distance mapping
• The center point of your configured service area(s)

You can configure mileage thresholds that automatically determine whether applicants are: Qualified, Further Review, or Disqualified

For example, you may choose to:

• Automatically qualify applicants within 10 miles
• Place applicants between 10–20 miles into Further Review
• Disqualify applicants beyond 20 miles

These settings allow your agency to define realistic travel expectations based on your actual hiring and retention patterns.

Why This Matters

Travel distance can directly impact:

• Caregiver retention
• Scheduling reliability
• Shift coverage consistency
• Call-offs and turnover
• Overall client satisfaction

While some applicants may say they are willing to travel long distances, agencies often find that long-term caregiver retention is strongest when caregivers live within a reasonable distance of their assigned service areas.

Your Geo Qualification Rules should reflect the typical travel patterns of your most successful and retained caregivers — not rare exceptions or one-off situations.

As a best practice: Configure mileage thresholds based on what is realistically sustainable for the majority of your workforce over time.

Required Qualifications

These are your agency’s non-negotiables: requirements an applicant must meet to be considered hireable.

Use Disqualified only when there is no realistic short-term workaround after recruiter review or conversation with the applicant.

Examples may include:

• Work authorization
• Driver’s license requirements
• Background check acknowledgements
• Legal age requirements
• Required certifications

Within this section, applicants can be screened as:

• Qualified (No Rule)
• Further Review
• Disqualified

Why This Matters

Required Qualifications are designed to help agencies automatically identify applicants who truly cannot meet core hiring requirements.

These should represent genuine hiring limitations — not temporary scheduling or client preference changes.

Best practice: Only use Disqualified when there is no realistic path to hire the applicant now or in the near future.

Flexible Qualifications

These are negotiable criteria that may change based on:

• Current client cases
• Scheduling needs
• Recruiter conversations
• Future staffing opportunities

Examples may include:

• Weekend availability
• Desired hours
• Overnight availability
• Experience level
• Interest in companionship-only roles

Within this section, applicants can be screened as:

• Qualified (No Rule)
• Further Review

Disqualified is intentionally not available within Flexible Qualifications.

Why This Matters

Hiring needs in home care change constantly.

New client cases begin unexpectedly, schedules shift, caregivers leave, and client hours increase or decrease regularly.

A candidate who may not align with your needs today could become a strong hire in the near future.

Flexible Qualifications are designed to help agencies:

• Avoid over-disqualifying candidates
• Create more recruiter conversations
• Build stronger long-term staffing pipelines
• Recruit proactively instead of reactively

Example

If an applicant cannot work weekends, that may not fit your current needs today.

However, if your staffing needs change next week or next month, that same applicant could become a strong hire.

Using Further Review allows your team to make case-by-case hiring decisions instead of automatically closing the door on a potentially hireable candidate.

Important Note for Existing Augusta Customers

Some existing qualification settings may still display “Disqualified” within Flexible Qualifications.

These settings will remain unchanged unless manually updated.

If a Flexible Qualification is changed from “Disqualified” to “Further Review” or “Qualified,” the “Disqualified” option will no longer appear for that setting moving forward.

This approach is designed to help agencies avoid over-disqualifying potentially hireable candidates based on short-term staffing needs while still giving your team full control over recruiter review and hiring decisions.

Final Recommendations

We recommend reviewing your qualification settings regularly to ensure they align with:

• Your current client needs
• Staffing goals
• Recruiter bandwidth
• Long-term hiring strategy

The agencies seeing the strongest hiring consistency are typically those creating more recruiter conversations and building proactive staffing pipelines instead of only recruiting for immediate openings.