Give caregivers a voice and a reason to stay. Give managers visibility into team engagement. Pulse combines weekly check-ins and recognition to cut turnover before it starts.
Every time a caregiver leaves, your community pays the price — in recruiting costs, overtime for the staff who stay, and disruption to the residents who depend on familiar faces.
Most turnover isn't about pay. Caregivers leave because they feel unheard, unrecognized, and invisible to leadership. These are fixable problems.
Pulse creates a direct engagement loop between caregivers and managers — weekly check-ins surface how people really feel, recognition makes great work visible, and recognition gives caregivers a reason to stay.
Three quick questions each week, done in under 2 minutes. Caregivers share how they're really feeling — managers get signal, not noise.
Learn more →Managers recognize great work with behavior tags like 'Compassionate Care' and 'Going the Extra Mile.' The whole team sees it.
Learn more →See who's engaged, who needs attention, and who's at risk of leaving — at a glance. Spot problems before you lose good people.
Learn more →Create your community and upload your caregiver roster via CSV. Everyone gets an invite in minutes.
Each week, caregivers answer 3 quick questions from their phone. It takes under 2 minutes.
Managers see who needs attention and recognize great work — before anyone thinks about leaving.
The average 50-bed senior living community loses $90,000–$200,000 per year to caregiver turnover.
A step-by-step guide to retaining caregivers in their critical first 90 days. Covers onboarding, check-ins, scheduling stability, recognition, and the metrics that matter.
