How it works

The signals your planners can’t track at scale

Every candidate gets a health status that’s updated as they work, respond, and engage. Planners stop guessing who’s slipping; they see it on the dashboard, with the signals behind it.

Suggested actions, not just dashboards

Seeing the problem isn’t enough. Community Health suggests the specific action that re-engages a specific candidate — a better job match, a training that unlocks new shifts, a personal check-in from their planner. The intervention is targeted; the timing is when it still matters.

Planners as community builders, not dispatchers

When matching is automatic and risk is visible, planners stop firefighting and start coaching. They send the handwritten cards, make the calls after a tough shift, find the candidate ready for a different client. That’s the community that says yes to the next shift — and the one after that.

Benefits

Turn at-risk workers into loyal ones

See
Responsiveness, activity, reliability, client feedback — the things planners track in their heads for the candidates they know personally. Community Health captures them automatically, for everyone.
Act
Open the dashboard and the at-risk candidates surface first, with the intervention already recommended. Your planners decide whether to act; the system has already done the analysis.
Build
With matching automated and risk visible, your planners get their hours back. They use them where technology can’t reach — relationships, recognition, the small things that make candidates feel chosen rather than chased.

When speed makes room for care

Fast and personal. Finally, both.

Speed and personal contact don’t exclude each other. They reinforce each other.

When automated matching took the manual planning load off TMI’s childcare team, something unexpected happened. Their planners didn’t become redundant — they became valuable in a new way. They started writing handwritten cards to top-performing workers. Making personal check-in calls after tough shifts. Sitting with candidates to plan training that would unlock better jobs. Their childcare manager, Femke de Bruijn, puts it simply: speed and personal contact don’t exclude each other — they reinforce each other. Workers at competitor platforms feel like just a number. At TMI, they feel known. That’s why they come back.