Welcome to CareOff!

Welcome to CareOff!


Employers often feel like they have limited options to address staffing challenges. When schedulers and managers need to fill open shifts, they typically rely on overtime wages or staffing agencies. These costly strategies prevent group homes from making needed investments in the workforce, which would help fill (and prevent) vacant positions.

CareOff is addressing these well-known challenges in the group home industry with a new approach. This innovative technology will help employers optimize their existing workforce and find supplemental staff without breaking the bank.

Scheduling Tools for the 21st Century

Even as employers schedule workers for overtime shifts, the workforce is not fully optimized—one in four direct support professionals works part time.

Of course, many of these workers are part time for personal reasons. They might be enrolled in school or they might take care of children or other family members, among countless other reasons. However, some workers are part time because they cannot find full time work. They are available to work, but they cannot piece together enough hours.

These workers might be underutilized in part because tracking the availability of each individual worker week after week is challenging for employers, especially when supervisors spend too much time managing last-minute staffing emergencies and, in some cases, providing direct support to residents themselves.

CareOff helps employers overcome this challenge by giving caregivers more control over their schedules. Here’s how it works: an employer posts an open shift on the CareOff platform, which then sends a notification to employees. Workers can express their interest, which allows supervisors to review their qualifications and, if needed, to speak to the interested employee in a video call. Once the supervisor confirms the worker for an open shift, they can use the app’s tracking feature to make sure the employee shows up at the right time and place.

Using CareOff, schedulers and managers can replace calling, texting, and emailing with just a few clicks, while also improving their chances of filling a shift.

Reliable Staffing Services That Save Money

As well as scheduling tools, CareOff also offers supplemental staffing services that are truly affordable. Our technology helps caregivers and employers easily manage every aspect of filling open shifts, which keeps administrative expenses remarkably low, especially as compared to traditional staffing services. We pass those savings on to workers and group homes in the form of higher wages and lower prices.

The process of finding a replacement CareOff caregiver is almost the same as finding an available employee. The employer would just indicate that they are seeking an external worker versus an internal employee. Before CareOff caregivers can use the app, they must undergo a background check. Once caregivers express their interest in a shift, employers can review each candidate’s resume and schedule short video interviews to find the caregiver with the right skills and experience. Caregivers are held accountable to show up for their shifts through CareOff tracking services, and employers can rate caregivers after each shift. (Caregivers rate employers, too.)

Through CareOff, employers save time and money, workers get the hours and compensation that they need, and residents benefit from consistent, quality care. If that sounds appealing to you, join the CareOff network today.

5 Tips to Nail Your Next Interview for a Caregiver Job

5 Tips to Nail Your Next Interview for a Caregiver Job



Whether you are interviewing for a new caregiving job with an organization or you are participating in a video interview before a CareOff shift, a little preparation goes a long way. If you nail your next interview, not only will you get the job, but you will also develop a good relationship with the organization that you will work with.

How can you make sure you set yourself apart from the other applicants in your next interview? Follow these five simple steps.


1. Study your resume.

First and foremost, your interviewer will make sure you have the right skills for the job. Some organizations require a minimum level of training before they schedule you. Make sure you can describe in detail all of the training that you have completed, the credentials that you hold, and the skills that you have learned over the course of your career in caregiving. Be specific, too. Have you worked in a group home as a direct support professional with people with autism? Your interviewer might want to know.

2. Share your story.

You do not need to focus solely on your professional experience in your interview answers. If you have provided care to a friend or family member, find a way to weave your personal story into your interview answers. Let your passion for caregiving shine through.

3. Practice makes perfect.

Think about the questions that your interviewer might ask and practice your answers ahead of time. To help you prepare, here are several common interview questions:

  • What relevant training and experience would you bring to this position?
  • Why are you interested in this position?
  • What do you know about our organization?
  • What are your greatest professional strengths and weaknesses?
  • What professional achievement are you most proud of?
  • Can you describe a challenge that you have experienced on the job, and how you overcame it?

Practice your answers with a friend or family member until you feel totally comfortable. Ask for their feedback, too. The confidence that you gain will make it easier to answer questions in a formal interview.

4. Prepare questions to ask your interviewer.

Asking your interviewer questions at the end of an interview can help you prepare for your shift and demonstrate that you are excited to work with an organization. Research your potential employer online and develop a handful of questions about their programs or culture. For example, you could ask, “What do you like best about working at this organization?”

5. Wear professional attire.

If you have some time to prepare before your interview, make sure to wear professional attire. This will show your interviewer that you take the job opportunity seriously. Professional attire looks different for everyone—depending on culture, gender, and other factors—but as a basic rule of thumb, wear something a little nicer than your day-to-day clothing.


Do you have any tips on how to nail an interview for a caregiver job? Share them in the comment section below!

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Join Us in Transforming Caregiver Jobs

A Message from Our Founder: Why I quit my job!



After 14 years in the recruiting industry, including 3 lucrative years as an executive in the healthcare staffing, I quit my job. 

Why? I saw problems in the residential care home industry that I couldn’t ignore.

Group homes spend tons of money to fill open shifts, with harmful effects on their workers and their residents.

Because of staffing shortages and no-shows, employers constantly ask direct support professionals (DSPs) to work overtime.

The resulting stress and burnout, as well as low wages, drive DSP turnover and vacancies higher.

I wanted to make a difference and disrupt this vicious cycle. That’s when I decided to turn my life upside down and launch a new venture called CareOff.

Through the CareOff platform, DSPs will earn more, residents will get the care they need, and employers will fill open shifts without excessive, wasteful spending.

If you’re ready to help us achieve this vision, follow us on our social channels and stay tuned for details.

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What Are the Key Issues in the Residential Care Industry?

What Are the Key Issues in the Residential Care Industry?


There is a staffing crisis in group homes for people with intellectual and developmental disabilities. Almost half (44 percent) of the direct support professional (DSP) workforce leave their jobs every year. Many of those job openings go unfilled; currently, one in six DSP positions is vacant.

What factors cause rampant turnover and widespread job vacancies?

For starters, DSPs earn low wages, typically $12.00 an hour, which are hardly competitive with the wages offered by big-box retailers and fast-food chains. Employers would like to invest in wages, but they are under immense financial pressure for several reasons, not least including low Medicaid reimbursement rates.

As well as limited public funding, employers also struggle to invest in DSP jobs because the cycle turnover and recruitment can consume needed resources. The staff time required to replace a single DSP is estimated to cost employers between $2,400 and $5,200. Nationally, the cost of turnover in group homes tops $2.3 billion.

When vacant DSP positions go unfilled, many employers spend heavily on overtime wages to mitigate the effects of short staffing on resident care. But each hour of overtime inflates labor costs by 50 percent (to account for time-and-a-half pay), not to mention the physical exhaustion and burnout that long hours cause among caregivers. Overworked employees are more likely to call out of their shifts or leave their jobs altogether, which only worsen short and long-term staffing issues.

When employers cannot find workers who are willing to take overtime shifts, they might turn to staffing agencies that charge high prices to cover the costs of replacement worker wages plus administrative overhead.

Because employers struggle to improve job quality, the staffing crisis in group homes is spiraling out of control. From 2016 to 2026, there will be a total of 353,000 job openings in groups homes.

To fill these vacancies, employers will need to consider job quality holistically. Of course, wages are important, but caregivers also need to feel well-supported on the job and respected for the invaluable services that provide.

Generating the resources to achieve this vision will require innovation. Enter CareOff—a new, high-tech tool that will disrupt the seemingly endless cycle of poor job quality for workers and inconsistent care for residents. The app offers new tools 1) to optimize the existing workforce and 2) to provide supplemental staffing services that don’t break the bank. To learn more about how CareOff can benefit your organization, contact us today!