Certifications, licences and experience matter. Aster surfaces them from every CV and keeps candidate data private and compliant.
The problem
Hiring the way most teams still do it, before Aster does the first pass for you.
How Aster helps
Certifications, surfaced
Parsing pulls licences, certifications and experience from each resume automatically.
Match on what matters
Rank candidates by the credentials and experience the role requires.
Privacy and compliance
Candidate data is encrypted, access-controlled, and deletable on request.
Fill shifts faster
Self-scheduling and reminders keep clinical pipelines moving.
Aster helps you hire qualified people quickly while treating sensitive information the way healthcare demands.
3×
faster shortlists
46 → 3
applicants to a shortlist
~2 weeks
sooner to a hire
Typical results teams see after switching to Aster.
More by industry
Every clinical resume hides the one line that actually matters. The RN license number. The BLS expiry date. The specialty certification that took two years to earn. Buried between job history and references, these details decide whether a candidate can legally start on your floor next week, and most applicant tracking systems were never built to find them. So they get missed, or a recruiter opens forty PDFs by hand to check, and a shift that needed covering three weeks ago is still open. In healthcare, a slow hire is not just a cost. It is a unit running short, and patients feeling it.
How it works
Parse every resume
Aster reads each resume the moment it arrives, whether it comes through your career site, a job board, or a direct application, and extracts structured fields including work history, education, and any certifications or license numbers mentioned anywhere in the document, so nothing sits unread in a PDF waiting on a recruiter's attention while a shift stays open.
Match against role requirements
Set the certifications, licenses, or specialty experience a role requires, and Aster scores every applicant against them with the reasons attached, tolerating typos and naming variants so a mistyped credential, an abbreviation, or an unfamiliar format does not quietly drop a qualified candidate out of view before anyone has a chance to look closer.
Review the shortlist together
Credentials, license details, and match reasons sit on a shareable candidate profile inside a shared pipeline, so hiring managers, unit leads, and recruiters all see the same information, with role-based access controlling who sees what, and can move a candidate from applied to shortlisted without a side conversation or a forwarded email thread.
Schedule and fill the shift
Once a candidate is shortlisted, self-scheduling lets them pick an interview slot directly, which automatically creates a Google Meet or Teams link, and automated reminders keep them showing up, so the gap between a strong match and a filled shift stays as short as your process, not your calendar back-and-forth, allows.
In depth
Clinical resumes are dense. A single page might list a nursing license, a BLS or ACLS certification, a specialty credential, and years of unit-specific experience, all in different formats and different places on the page. Aster parses that resume into structured fields the moment it comes in, pulling out certifications and license details alongside the standard work history and contact information, and attaching them directly to the candidate's profile. A recruiter does not have to open the document to check whether a candidate is BLS certified or holds an active state license.
It is visible on the profile, next to the match score, with the source resume still one click away if you want to confirm the exact wording yourself. For a team screening dozens of applicants for a single unit opening, that is the difference between a five-minute review and an afternoon of re-reading PDFs looking for the same handful of facts, over and over, for every single candidate in the stack, every single time a role opens.
Clinical resumes are dense. A single page might list a nursing license, a BLS or ACLS certification, a specialty credential, and years of unit-specific experience, all in different formats and different places on the page. Aster parses that resume into structured fields the moment it comes in, pulling out certifications and license details alongside the standard work history and contact information, and attaching them directly to the candidate's profile. A recruiter does not have to open the document to check whether a candidate is BLS certified or holds an active state license.
It is visible on the profile, next to the match score, with the source resume still one click away if you want to confirm the exact wording yourself. For a team screening dozens of applicants for a single unit opening, that is the difference between a five-minute review and an afternoon of re-reading PDFs looking for the same handful of facts, over and over, for every single candidate in the stack, every single time a role opens.
In practice
A hospital system covering RN openings across units
A regional hospital system posts openings for med-surg and ICU nurses across three sites at once. Resumes arrive from the career site and job boards in a steady stream, each with license numbers and certifications formatted differently by every applicant. Aster parses every one, surfaces BLS and ACLS status alongside license details on the profile, and scores candidates against each unit's specific requirements, so recruiters triage by match instead of reading every resume in full just to decide who is even eligible to interview for a given unit.
FAQ
Aster surfaces the certifications and license details that appear in a candidate's resume, including numbers and dates where the candidate has listed them, and matches those against what a role requires. It does not independently verify status with a licensing board or issuing body, and we would rather say that plainly than imply otherwise. Most teams use Aster to build a fast, credential-aware shortlist, then confirm active status through their own verification step before an offer goes out. That division keeps Aster fast at the top of the funnel while the formal verification stays exactly where it belongs, with a compliance or credentialing process built specifically for it.
This is where synonym and typo tolerance does the real work. A role requiring "Registered Nurse" will still catch a resume that says "RN," and a misspelled or abbreviated certification name will not automatically drop a candidate from consideration entirely. The match score comes with the reasons behind it, so a recruiter can see which requirement was matched and how, rather than trusting a black-box number with no explanation attached to it. If something still looks off on a given candidate, the source resume is one click away so you can double-check the exact wording yourself before deciding.
That is controlled by role-based access, which your team configures. You decide whether a hiring manager sees a full profile, including certifications and scorecards, or a more limited view, and access can differ by role, team, or hiring stage as needed. Every view and change to a candidate record is captured in an audit trail, so there is a clear log of who accessed or modified sensitive information and when, which matters for teams that answer to internal compliance policies or a client organization's own data-handling standards on top of your own.
No. Candidate data in Aster is scoped to your workspace and encrypted both in transit and at rest, the whole time it sits in the system. It is never pooled with other tenants' data, and it is never used to train models that are shared across customers on the platform. If a candidate asks to have their information removed, or you need to export their record for your own compliance purposes, that can be done at any time, directly, without waiting on a support request to work its way through a queue.
Once a candidate is shortlisted, they pick their own interview time from your team's available slots instead of trading emails back and forth to find one that works. The booking automatically creates a Google Meet or Teams link, so no one has to build that manually. Automated reminders by email and WhatsApp Business reduce no-shows, which is often the single biggest hidden delay in shift-based hiring. Shaving even a day or two off scheduling adds up quickly when you are filling recurring roles like per diem, weekend, or night coverage on an ongoing basis, week after week.
No, and it was never meant to. Aster surfaces what candidates list on their resumes, matches it against role requirements with clear reasons attached, and gives your team a fast, explainable shortlist with an audit trail behind every decision made along the way, from first review to offer. Formal credentialing, primary source verification with issuing boards, and background checks all remain separate steps that happen after Aster has helped you find and prioritize the right candidates, sitting alongside your existing process rather than trying to replace any part of it or take over decisions that belong to your compliance team.
Clinical hiring does not get easier by working faster through the same manual review. It gets easier when the details that actually matter, the license, the certification, the specific experience a role requires, are visible the moment a resume lands, instead of buried until someone finally has time to dig for them. Aster surfaces those details automatically, scores every candidate against what the role needs with the reasons attached, and keeps that sensitive data encrypted, access-controlled, and deletable on request, without exception. Then it closes the remaining gap with self-scheduling and reminders, so a strong match turns into a booked interview and a filled shift without days lost to back-and-forth. For teams covering units, shifts, and specialty roles where every open day counts against you, that is time back where it matters most.
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