Carefam exits stealth with $14.5M to speed healthcare hiring
March 13, 2026
Carefam, an AI-powered HR platform built for long-term care and healthcare providers, emerged from stealth with $14.5 million in new funding led by Pitango HealthTech. A previous round was led by Emerge. Co-founders CEO Matan Hoffmann and CTO Eyal Shulman launched the company two years ago to connect employers with clinicians and caregivers across senior living and broader healthcare settings.
According to its site, clients include Ascend Health, CareOne, CareOne at Home, CompleteCare, Genesis HealthCare, Hebrew SeniorLife, Paramount Care Centers and Wingate Living. The timing is clear: a 2025 Strategic Education survey cited by Carefam reports 50% of healthcare workers intend to change jobs this year.
What Carefam does
The platform automates the coordination work that slows hiring: end-to-end candidate messaging, screening logistics, interview scheduling, and onboarding steps. When a decision is sensitive or high-stakes, it escalates to a human.
"The shortage of healthcare workers today is an infrastructure problem and will continue to worsen if things remain the same," Hoffmann said. "HR teams are drowning in administrative noise and often miss qualified candidates simply because they can't respond fast enough; the same challenges affect retention as well. We built Carefam to be an always-on operational layer that ensures every candidate is engaged instantly and every step of the hiring process, and the employee journey, keeps moving forward."
Carefam says it stands apart from general-purpose AI by plugging directly into healthcare workflows. Specialized AI agents run entire HR processes-from initial outreach and credential checks to interview coordination and onboarding-to reduce admin load and improve speed.
Why HR leaders should care
- High churn: With half the workforce open to moves, slow responses cost offers. Instant engagement closes the gap between interest and action.
- Credentialing drag: Automating license checks and document collection keeps candidates warm instead of waiting in silence.
- Coordinator bandwidth: Offloading repetitive follow-ups frees recruiters to build relationships and focus on judgment calls.
Traction and investor signal
Carefam reports 900% growth over the past year, driven by provider demand to ease staffing shortages with automation. "We invest in companies that identify critical broken workflows and fix them with precision," said Hila Karah, managing partner at Pitango HealthTech. "Carefam has built the first fully operational engine for healthcare staffing. Their growth over the last year proves that they have found true product-market fit in a sector that desperately needs efficiency."
In November, Carefam was named one of Business Insider's "Most Promising Startups in Healthcare."
How to evaluate platforms like Carefam
If you're exploring AI for healthcare recruiting, pressure-test these areas before you buy:
- Speed and coverage: Time-to-first-response, time-to-schedule, and weekend/after-hours engagement. Can it engage every applicant within minutes?
- Drop-off points: No-show rate, reschedule rate, and offer-to-start falloff. What interventions trigger when risk rises?
- Credentialing flow: License verification sources, expiration tracking, and automated reminders. How are exceptions handled?
- Escalation logic: Which moments route to humans (clinical fit, comp changes, sensitive declines) and how fast?
- Integrations: ATS/HRIS, background checks, and onboarding systems. What sync is bidirectional versus batch?
- Compliance and privacy: Audit trails, consent capture, data retention, and security certifications (e.g., SOC 2). HIPAA-adjacent workflows for employee health docs.
- Clinical nuance: Role-specific screening scripts (RN vs. CNA vs. therapist) and facility-level scheduling constraints.
- Reporting: Funnel analytics, source quality, recruiter productivity, and ROI visibility out of the box.
Practical first steps for HR teams
- Map your current funnel from application to day 1. Flag every handoff that causes delay or silence.
- Set clear SLAs: response in minutes, scheduling within 24 hours, credential docs within 72 hours.
- Pilot on the highest-churn roles or hardest-to-fill facilities. Compare time-to-fill and candidate satisfaction pre/post.
- Codify escalation rules so AI handles the busywork and your recruiters keep the human moments.
- Track one metric that pays for the program (e.g., agency hours avoided or overtime reduction) to secure budget.
Keep learning
If you're building your team's skills around AI-enabled recruiting, explore AI for Human Resources and the AI Learning Path for Recruitment Coordinators for playbooks and hands-on workflows.
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