Recruitment software for behavioral health and allied health teams

Behavioral health recruitment software manages hiring for mental health, substance use and developmental services: counselors, therapists, case managers, behavior technicians, peer support specialists and residential staff. Much of what is sold under the label is a general ATS. What the sector actually needs is a way to establish, early and on record, what a CV does not show: which client groups someone has worked with, how they handle a crisis, whether they hold the license the role requires, and for peer roles, how they use their own lived experience.

Ployo does that in the first round. Sarah, Ployo's AI interviewer, asks every applicant the questions you set for the role on video, follows up on what they say, and records each answer as a quote. You write the questions, which matters when the subject is sensitive.

Allied health covers therapists, assistants, technicians and aides, and each sits in a different hiring market. The first thing to decide for any role is which market it is in, because that decides whether speed or throughput is your real problem.

For scarce licensed clinicians, the honest advice is not to automate the first conversation away. A therapist weighing three offers wants a fast call from a person, and the hours between application and that call decide who hires them. Use Ployo to track those candidates and keep the record, and make the first contact yourself.

For assistants, aides, behavior technicians, peer support and residential staff, the problem is throughput. Applicants arrive faster than a small team can call them, and the ones reached last have often taken another job. That is where interviewing every applicant the day they apply pays for itself. The same split is covered for Australian employers on our allied health hub.

Behavioral health staff work with people in crisis, often alone. When a hiring decision is later questioned, by a family, a funder or an auditor, a recruiter's note saying a candidate seemed good is weak evidence. A transcript of what the candidate said about de-escalation, with the recording behind it, is much stronger.

That record needs care. For peer roles, ask about the capability the job needs rather than the detail of someone's history, and decide deliberately what gets recorded, because health information is sensitive under most privacy laws. Ployo asks candidates for consent before recording, keeps a verdict per requirement, and logs every action on the candidate. For Australian mental health and AOD roles, see our mental health and AOD page.

Yes, and for multi-service organizations it should. In Ployo each job has its own must-haves, questions and automation, so a counselor role and a behavior technician role run side by side without sharing a template. Collaborators are added per job, so a clinical director reviews clinical roles and a program manager reviews support roles. Several organizations or divisions can sit under one account.

Analytics show the funnel for each job, the pass rate per requirement and the time to complete, so you can see whether a role is short of applicants or losing them at a particular question.

For behavioral and allied health employers with real volume in support roles, we recommend Ployo as the recruitment software for the whole pipeline: an applicant tracking system with stages from pending to hired, and an AI video interviewer that clears the queue of support-role applicants every day. Clinicians go through the same pipeline with a human first call. A person makes every decision, and Ployo never auto-rejects anyone.

Plans start at $249 a month in US dollars with 60 interviews included, then $850 for 250 and $2,135 for 800, priced on interviews rather than seats. Buying starts with a demo; the sample page shows a complete interview without signing up, and the pricing page has every plan.