TL;DR: Chronic Care Staffing — a virtual healthcare company hiring 20-30 clinical staff biweekly — used Classet's AI to automate initial screening and a custom clinical mock call. Recruiters went from 3-4 interviews per day to 10. Their four-interview process collapsed to two. Time-to-hire dropped from six-to-eight weeks down to two-to-three.
Executive Summary
Chronic Care Staffing provides virtual chronic care management, remote patient monitoring, and population health services to healthcare providers across the United States. Growing fast and targeting 50-75 new hires biweekly, their recruiting team was buried in resume review and manual screening. They deployed Classet's AI — which they named Daisy — to handle initial phone screening and a first-of-its-kind clinical mock call, freeing recruiters to focus exclusively on qualified, clinically vetted candidates.
"My recruiters went from scrubbing probably a hundred resumes a day and fitting in three or four interviews, to consistently doing about ten interviews a day."
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The Challenge: Exponential Growth Meets Manual Screening
Chronic Care Staffing was growing fast. They were already hiring 20-30 people every two weeks, with a target of 50-75 biweekly, across clinical roles nationwide. But their recruiting process couldn't keep pace.
"My recruiters were spending inordinate amounts of time scrubbing resumes and dealing with the minutiae of recruiting, when we really needed them getting in front of qualified people quickly." — Sue Musumeci, Director of HR & IT
The pain points were compounding:
- Volume overload: Recruiters were manually reviewing roughly a hundred resumes daily, leaving time for only 3-4 live interviews
- Unqualified applicants flooding the funnel: Candidates with completely unrelated backgrounds were applying for clinical roles
- A four-interview process: Initial screen, clinical mock call, recruiter interview, and hiring manager review stretched time-to-hire to six weeks or longer
- Clinical evaluation bottleneck: Practicing nurses had to schedule 30-minute blocks with each candidate to run simulated patient interactions, pulling them away from patient care
The existing infrastructure added complexity. Chronic Care Staffing ran multiple ATS systems, including an internal platform and ADP TotalSource. They needed a solution that fit into what they already had, not one that replaced it. This is a common constraint in healthcare hiring and staffing agencies alike.
The Solution: AI Phone Screening + Custom Clinical Mock Calls
Chronic Care Staffing deployed Classet's AI phone screener — which they customized and named Daisy — to handle two critical stages of their funnel:
1. Automated Initial Screening
Daisy handles the first-touch candidate screen, verifying licensing requirements, experience, and baseline qualifications before any recruiter gets involved. Using Knockouts, candidates who don't meet must-have criteria are automatically filtered out, so recruiters only see people who pass.
2. Custom Clinical Mock Call
This is where the implementation gets unique. Chronic Care Staffing worked with Classet to build a simulated patient interaction directly into the AI interview flow. Candidates who pass the initial screen flow immediately into a mock call where Daisy acts as a patient, testing the candidate's ability to manage a chronic care conversation.
"We have a very unique use case that Classet helped us develop, where we test the clinical skills of our candidates through what we call a mock call — a simulated patient interaction." — Sue Musumeci
Previously, this required actual nurses to evaluate each candidate one-on-one. Now, the clinical team reviews the AI transcript and audio in four to five minutes instead of scheduling 30-minute live sessions. That shift mirrors what other high-volume hiring teams are finding: the biggest productivity gains come from removing manual bottlenecks at the top of the funnel.
3. Transparent AI — By Design
One detail mattered to Sue from the start: honesty about the AI.
"What really stood out when I first met with Classet was that they insisted our AI should introduce herself as AI. I loved that, because I don't want it to be a secret. I want candidates to know what they're experiencing." — Sue Musumeci
Classet requires all AI screeners to identify themselves as AI to candidates. No deception, no pretending to be human. It's a candidate-first approach that builds trust from the first interaction.
The Results: Recruiters Interview, Not Scrub Resumes
The impact showed up fast and across multiple metrics.
Recruiter Productivity: 3x More Interviews Per Day
Before Classet, recruiters spent most of their day reviewing resumes. They squeezed in 3-4 live interviews between that manual work. After deploying Daisy, they consistently completed 10 interviews per day, focused entirely on qualified, pre-screened candidates.
"You get this huge volume at the top of the funnel — we've had people with completely unrelated backgrounds apply for clinical roles — and Classet really helped us get in front of the people we actually want to talk to." — Sue Musumeci
2x More Qualified Candidates
With AI handling the initial filter, the quality of candidates reaching human recruiters doubled.
"Across the board I'd say we've at least doubled the number of qualified candidates compared to when we were doing it manually." — Sue Musumeci
Hiring Process Cut in Half: 4 Steps to 2
With Daisy handling both the initial screen and the clinical mock call in one flow, the four-interview process collapsed to two human touchpoints. Candidates move through screening and clinical evaluation before a recruiter ever picks up the phone.
"If a candidate qualifies through screening, they flow right into the mock call — so by the time a recruiter gets involved, that person has already demonstrated the baseline licensing requirements and the clinical skills. We're good to go." — Sue Musumeci
Time-to-Hire: From 6-8 Weeks Down to 2-3 Weeks
This is the number that matters most in healthcare staffing, where unfilled roles mean gaps in patient care.
"We were taking probably six weeks to two months to bring someone on board. We're now down to two to three weeks." — Sue Musumeci
That reduction -- roughly 60% faster -- is consistent with what Mood Health saw when they deployed AI screening for their clinical recruiting. Speed to hire is a competitive advantage when candidates are applying to dozens of roles simultaneously.
Clinical Team Freed from Manual Evaluations
The clinical team -- practicing nurses managing their own patient panels -- no longer had to block 30-minute windows for each candidate mock call.
"Now they go in, review the transcript, listen to how the candidate interacted with Daisy, and get a real sense of their clinical thinking in about four to five minutes. They love it, because it gives them time to do what they're supposed to be doing — managing their coordinators, their patients, all of that." — Sue Musumeci
Team Adoption: From Skepticism to "Lifesaver"
Like many organizations introducing AI, the recruiting team had initial concerns. This is normal. Recruiters hear "AI" and wonder if they're training their replacement.
"When I first introduced the concept to my team, they were cautious. They wanted the help, but there was that slight concern in the back of their heads — is AI going to replace me?" — Sue Musumeci
That concern dissolved once the team saw what Daisy actually did: handle the busywork so they could do more of the job they were hired for.
"Once we started using it, the response was: this is a lifesaver. It really did accomplish our goal of getting recruiters in front of qualified candidates." — Sue Musumeci
The clinical team's response was equally positive. Nurses who had been pulled away from patient care to run 30-minute mock calls now review AI-generated transcripts in under five minutes. They get the same clinical signal without the scheduling burden.
Sue's Advice: Deploy AI Where It Fits Your Workflow
Sue's recommendation for other organizations evaluating AI in hiring is grounded in Chronic Care Staffing's own experience: don't ask whether AI can do a task in isolation. Ask where it fits into your specific workflow.
"Deploy it where it makes sense within your goals and your current process. There's no need to throw the baby out with the bathwater — you can incorporate it. And that's what we love about Classet. They met us where we needed to be." — Sue Musumeci
For Chronic Care Staffing, that meant the top of the funnel -- initial screening and clinical evaluation. For other organizations, AI might make the most impact somewhere else in the process. The point is to start where the bottleneck is, not where the technology is most impressive.
Key Takeaways for Healthcare Hiring Teams
- AI phone screening works for clinical roles. Chronic Care Staffing's custom mock call proves that AI can evaluate clinical thinking, not just check boxes on a form.
- You don't need to replace your ATS. Classet integrated with Chronic Care Staffing's existing systems (including ADP TotalSource) through ATS Sync, not around them.
- Recruiter productivity scales with AI screening. Going from 3-4 to 10 interviews per day means the same team handles 2-3x the volume without additional headcount.
- Time-to-hire is a competitive advantage. In healthcare, the organization that moves fastest gets the candidate. Cutting from 6-8 weeks to 2-3 weeks changes the math entirely.
- Transparency builds trust. Candidates know they're talking to AI. That honesty, combined with a smooth experience, means no negative pushback from applicants.
Want to see how AI screening could work for your healthcare hiring? Book a demo to see how Classet handles clinical screening, ATS integration, and high-volume workflows.
About Chronic Care Staffing: Chronic Care Staffing provides virtual healthcare services -- chronic care management, remote patient monitoring, and population health -- to healthcare providers across the United States, helping patients manage chronic conditions with dedicated clinical teams.
Related case studies: How Mood Health Gained a Competitive Advantage with AI Recruiting | How MAU Took High-Volume Hiring from 8-5 to 24/7 | How StaffDNA Uses Voice AI Screening in Healthcare Hiring