This guide walks through what each status in Augusta means and how to think about processing candidates from application → interview → hire.

Whether you’re onboarding with Augusta or refining your recruiting process, this article serves as a practical framework you can adapt to your agency’s internal workflow.

Important: This is a best-practice foundation — not a rigid rulebook. Every agency hires differently. The goal is clean data, consistent processing, and a workflow that fits your team.

Related Articles

• Learn how to use the applicant tabs in your dashboard
• How to use applicant statuses in your dashboard

The Big Picture: How a Candidate Moves Through Augusta

Think of Augusta as a structured funnel:

Apply → Screened → Interview → Post-Interview → Hired (or Not Hired)

Each status helps you:

• Stay organized
• Keep recruiters aligned
• Report accurately in your funnel stats
• Improve hiring performance over time

Step 1: Candidate Applies

Candidates apply through:

• Your Augusta Application
• Augusta Smart Posts
• Augusta QR Codes

Once submitted, Augusta automatically screens them based on your Smart Job Application qualification criteria.

Step 2: Augusta Screens & Grades the Candidate

Applicants are automatically placed into one of three categories:

1. Qualified

Meets your set criteria.

2. Needs Further Review

May be a fit but requires human review.

3. Not Qualified

Does not meet your minimum criteria.

This grading is entirely based on how you configure your qualification rules.

If the Candidate Is Qualified

By default (and highly recommended), qualified applicants are prompted to book an interview immediately after applying.

What Happens Automatically:

• 65% book instantly.
• The remaining candidates enter an automated interview booking sequence.
• After enticements, booking rates typically exceed 80%.
• Interview reminders are sent automatically once booked.
   

If They Don’t Book:

They remain in your Qualified tab.

Best practice:

• Call them instead of re-texting (Augusta already did that).
• Use statuses like:
  • Contacted
  • Contacted Twice
  • Contacted 3 Times

If you can’t connect:

• Leave them as is
• Or move them to the All Applicants tab by setting the status to Archived, Not Qualified, or Rejected.
   

If the Candidate Needs Further Review

These candidates require a recruiter's judgment.

You have two options:

Option 1: Allow Further Review Candidates to Auto-Book

If enabled, treat them similarly to Qualified candidates.

Option 2: Manually Review First

Open their profile and determine:

• Can we hire them?
• Do we need clarification?
• Are they not a fit?

You can:

• Click “Invite to Interview”
• Call them first
• Archive them (will NOT block the applicants to book in the future)
• Mark Not Qualified
• Mark Rejected
   

If the Candidate Is Not Qualified

Their journey typically ends here.

However, you may:

• Override their status if needed
• Set up automated disqualification emails
• Adjust your qualification criteria if too many candidates are reaching the interview stage but aren’t hireable
   

Candidate Pool vs Rejected (Important Distinction)

Candidate Pool

Use when:

• You interviewed them and would hire them under different circumstances.
• Example:
  • They want full-time but you only have part-time.
  • They don’t want weekends but clients need weekends.

Leave detailed notes on:

• Availability
• Certifications
• Ideal conditions for hiring

This allows you to proactively recruit later when filtering your Augusta dashboard to find a match for a client.

Rejected

Use when:

• You would never hire them.
• Example:
  • Unprofessional behavior
  • Severe red flags

Rejected candidates cannot rebook interviews for up to 3 years from their latest application.

When an Interview Is Booked

Once booked:

• It appears on your recruiter’s calendar.
• Status updates automatically to "Interview-booked".
• Interview reminders are sent automatically.

Now your job is strategic decision-making.

Ask:

Can we hire them now?

Call and build confidence early. Remember — you're competing with all hourly wage roles, not just home care.

Can we hire them later?

Cancel their interview from their profile.

Move to Candidate Pool.
 

Can we not hire them at all?
Cancel their interview.

Mark Not Qualified or Rejected.

Interview Outcomes & Post-Interview Statuses

After an interview, update the status accordingly:

• Interviewed
• Job Offer Sent
• Job Offer Rejected
• Reference Check
• Onboarding
• Hired

If using a multi-step interview process:

• Book the next step directly in Augusta.
   

Interview No-Shows

If a candidate does not attend:

• Mark as Interview No-Show.
   

From there, you can:

• Reject them (if that’s your policy).
• Call and reschedule if you allow second chances.
   

When to Mark Someone as “Hired”

This is agency-specific.

Some agencies mark Hired when:

• The offer letter is signed.
• Onboarding is complete.
• The caregiver works their first shift.

There is no single “right” moment.

However — for reporting accuracy — once you internally define what “Hired” means, be consistent.

This ensures:

• Accurate funnel metrics
• Clean reporting
• Real hiring conversion tracking

Reporting & Funnel Metrics Explained

Your Reporting tab tracks:

• Total Applicants
• Completed Applicants (96%+ completion rate)
• Disqualified
• Further Review
• Qualified
• Clicked Interview
• Booked Interview
• Canceled Interview
• Interview No-Show
• Interviewed
• Hired

Good data in = good data out.

Your funnel stats are only as accurate as your team’s status updates.

Notes & Documentation (Highly Recommended)

As you process candidates:

• Leave internal notes in profiles.
   
• Use Post-Interview Notes to capture:
  • Availability
  • Skills
  • Service areas
  • Certifications
  • Pay expectations

This prevents internal misalignment and supports better hiring decisions.

Integrations & Workflow Customization

Augusta supports various integrations.

Some are:

• Automatically triggered (ex: add to another system after applying)
• Manually triggered (ex: push to WellSky after hiring)

Every agency’s setup may differ.

Final Thoughts

This guide provides a structured foundation for processing candidates inside Augusta.

You do not need to follow this word-for-word — but you should:

• Be consistent with statuses
• Define what “Hired” means internally
• Use Candidate Pool strategically
• Cancel interviews when needed
• Leave detailed notes
   

If you'd like help optimizing your workflow for your specific hiring model, our team is happy to assist.