PreIntent: What Happened & Where It Is Now (2026)

PreIntent: What Happened & Where It Is Now in 2026

You're trying to find PreIntent's website and hitting a wall. The domain redirects, the old landing pages are gone, and there's no clear explanation anywhere. Here's the short answer: PreIntent still exists - it just doesn't go by that name anymore.

Home Care Pulse acquired PreIntent on October 18, 2023, then consolidated its brand under Activated Insights in June 2024. The product you knew as PreIntent is now called Recruit and lives under the Activated Insights umbrella. Same core functionality, same team, new paint job.

What you need (quick version):

• Recruit automates candidate outreach for home care and senior living providers via voicemail drops, texts, emails, qualification surveys, and interview scheduling workflows
• Expect ~$200-500/month per location (custom quotes only); implementation takes 1-2 weeks
• The product targets frontline caregiver hiring, not general recruiting
• Recruiting automation only works when candidate contact data is accurate - phone numbers and emails from job boards decay fast

What Is PreIntent?

PreIntent - now Recruit by Activated Insights - is an automated recruiting outreach platform built for home-based care and senior living providers. It does one thing: get frontline caregivers from "applied" to "interviewed" as fast as possible.

The core workflow is straightforward. When a candidate applies, Recruit fires off a multi-channel engagement sequence: voicemail drops, text messages, emails, qualification surveys, and interview scheduling prompts. The goal is to contact applicants within minutes, not days, because in home care, top direct care workers often receive job offers within three days of entering the market. Wait 48 hours and your best candidates are already gone.

The platform cuts hiring times by 70% or more, according to Activated Insights. Named customers include Home Instead, Comfort Keepers, Visiting Angels, and Amada Senior Care - all major home care franchises. It integrates with most popular applicant sources and tracking systems, and turning on integrations is free.

Why Home Care Agencies Need Recruiting Automation

The numbers in home care hiring are brutal. The Activated Insights 2024 Benchmarking Report paints a clear picture: overall turnover in home-based care hit 79.2% (up 12% over two years), only 12.8% of applicants actually get hired, and customer acquisition cost climbed to $800 - the highest in five years. That last number is the cost to acquire a new client, not a new employee, but it shows the financial pressure squeezing agencies from both sides.

7.8 million direct-care jobs are projected to be open by 2026. The share of Americans aged 65+ grew from 12.4% in 2004 to 18% in 2024, and Harvard Public Health projects 4.6 million unfulfilled care jobs by 2032. Demand is accelerating while the labor pool shrinks.

And the pay isn't helping. Home health and personal care aides earn $16.82/hour - barely $1.75 more than fast food workers at $15.07/hour. When a caregiver can make nearly the same money flipping burgers without the emotional weight of elder care, agencies can't afford slow hiring processes. Making matters worse, Indeed - the most popular recruitment source in home care - produces an 88% turnover rate among hires. The candidates are low-intent, and the data decays fast.

This is why recruiting automation matters in this vertical specifically. When you're converting 1 in 8 applicants and losing most hires within the first few months, speed and volume aren't optional. They're survival.

From PreIntent to Activated Insights Recruit

PreIntent was founded in 2019 in Austin, Texas. It was a small operation - roughly 3 employees - focused exclusively on automated recruiting outreach for direct-care talent. Co-founders Bryan White and Chris Bowker built the product for a niche that larger recruiting platforms mostly ignored: high-volume frontline hiring in home care.

On October 18, 2023, Home Care Pulse acquired PreIntent. The acquisition made strategic sense - HCP already offered training and retention tools, and their benchmarking data showed that adding just seven more hours of training per employee could increase revenue by over $1.1 million. Pairing recruiting automation with training and retention created a full lifecycle play. White and Bowker joined the HCP team to lead integration.

Then on June 11, 2024, HCP CEO Bud Meadows published a letter announcing the rebrand to Activated Insights. The consolidation brought all products - including the former PreIntent - under one unified brand. PreIntent became Recruit. If you were a PreIntent customer, nothing changed except the logo on your login screen.

Key Features & How It Works

Use Recruit if:

• You're a home care or senior living agency doing high-volume frontline hiring
• You want automated multi-channel outreach triggered the moment someone applies
• You want interview scheduling workflows (and you're fine using a scheduling tool like Calendly if needed)
• You need SOC 2 compliance

Skip Recruit if:

• You need built-in virtual interviews - most teams run interviews through Zoom or Teams anyway
• You want native re-engagement campaigns for candidates who went cold
• You need full-funnel analytics and AI resume screening baked into the platform
• You operate outside healthcare

That last set of gaps comes from Hellohire's comparison page, so it's a competitor writing the scorecard. But the Calendly dependency and Zoom/Teams workflow are worth knowing before you commit.

Here's the thing nobody talks about with recruiting automation: none of it matters if the candidate data feeding it is outdated. Home care agencies pull applicant lists from job boards, referral networks, and databases where contact info goes stale within weeks. If phone numbers are disconnected and emails bounce, your voicemail drops and text sequences hit dead air. We've seen this pattern across dozens of outreach tools - verifying contact data before it enters any automation workflow is the difference between real conversations and wasted spend. (If you're building a broader outreach stack, data enrichment services can help fill gaps before verification.)

Pricing

Recruit uses custom pricing based on your number of locations. No public dollar figures exist on their pricing page, which is frustrating for anyone trying to budget before a sales call. Activated Insights promises a response within 24 hours of your pricing inquiry, so at least you won't be waiting a week.

Based on comparable recruiting automation tools in the home care space, expect ~$200-500/month per location. Implementation takes 1-2 weeks, and the platform is SOC 2 compliant.

Aaniie is a broader home care software platform - the $13/client/month price covers scheduling, compliance, and care management, not just hiring.

Reviews & Reputation

Here's where things get thin. Recruit has no G2 or Capterra listing. No independent reviews exist anywhere we could find. Home care agency forums and Reddit recruiting communities don't discuss the product - it flies under the radar despite serving major franchises.

That's a yellow flag, not a red one. Home Instead and Visiting Angels aren't small operations, and vendor testimonials on the Activated Insights site emphasize fast applicant contact times, streamlined scheduling, and responsive support. But buyers can't validate those claims through peer reviews. In our experience evaluating niche recruiting tools, this isn't unusual for products that sell exclusively through direct sales into a specific vertical - but it does mean you need to do your own homework.

If you're evaluating Recruit, request customer references directly from Activated Insights. Ask for agencies similar to your size and geography. Without third-party validation, references are your only due diligence path.

Alternatives Worth Considering

Hellohire

Hellohire positions itself as the all-in-one alternative to Recruit, with built-in virtual interviews, re-engagement campaigns, AI resume reading, and full-funnel analytics - features it explicitly says the former PreIntent lacks. No public pricing, but expect ~$300-800/month based on comparable platforms.

The catch: this comparison comes from Hellohire's own marketing page, so we haven't independently verified every feature gap. That said, if eliminating third-party scheduling tools matters to you, Hellohire is worth a demo. It's purpose-built for home care, which narrows the field considerably.

Hireology

Hireology is the broader play. It isn't home-care-specific - it serves auto dealerships, hospitality, and healthcare - but its ATS, job board distribution, and applicant tracking are more mature than what Recruit offers. Plans start around $249/month.

Best fit for multi-industry operators or agencies that also hire non-clinical staff like office managers, billing coordinators, and schedulers. If your hiring needs extend beyond caregivers, Hireology's breadth is an advantage. For agencies purely hiring CNAs and home health aides, it's more platform than you need. If you're comparing systems, it helps to understand examples of a CRM and where an ATS fits.

Paradox (Olivia)

Conversational AI recruiting at enterprise scale. Paradox runs ~$1,000-3,000/month and is overkill for a 5-location home care agency. But for large senior living chains with 50+ locations doing thousands of hires annually, Olivia's AI-driven screening and scheduling is genuinely impressive. This is the tool you graduate to when Recruit's automation isn't sophisticated enough.

Aaniie

Aaniie is a broader home care management platform covering scheduling, compliance, EVV, and care management - not a dedicated recruiting tool. At $13/client/month, it's a different category entirely. But if you're evaluating your full tech stack and want one platform for operations, Aaniie handles the post-hire workflow that Recruit doesn't touch.

Let's be honest: Recruit solves a real problem, but it's a $200-500/month band-aid on a structural crisis. When your industry has 79.2% turnover and the labor pool is shrinking by millions, faster outreach helps - but it doesn't fix the underlying economics. The agencies winning the caregiver war in 2026 are the ones pairing recruiting speed with better pay, better training, and better retention. Recruit is one piece. It's not the whole answer.

How Pre-Intent Data Powers Recruiting Automation

The original PreIntent platform was built around a simple insight: pre-intent data - signals captured before a candidate actively starts job hunting - can dramatically improve outreach timing. By analyzing progressive intent signals like job board browsing patterns and application frequency, the system identifies candidates most likely to respond and prioritizes them in the outreach queue. This approach to pre-intent data is what separated the platform from generic ATS tools that treat every applicant the same regardless of engagement level.

That concept extends well beyond recruiting. In B2B sales, tools like Prospeo track intent data across 15,000 topics to surface in-market buyers before they fill out a form - same principle, different application. Whether you're hiring caregivers or selling software, catching signals early changes everything about your outreach timing. (Related: identifying buying signals and intent based segmentation.)

A Note on Data Quality

One thing we keep coming back to when evaluating any outreach automation: the tool is only as good as the data feeding it. We've tested dozens of platforms across sales and recruiting, and the pattern is always the same - teams blame the automation when the real problem is stale contact info. A recruiting sequence that hits disconnected numbers and bounced emails isn't broken. It's starving.

For home care agencies pulling candidate lists from Indeed, ZipRecruiter, or referral databases, running those lists through a verification tool before importing them into Recruit saves real money. Even a quick bulk check catches the worst offenders - disconnected phones, abandoned emails, typos that turn into hard bounces. If email bounces are a recurring issue, see email bounce rate and email deliverability for the mechanics behind it.

Who Should Use Recruit?

Recruit - the product formerly known as PreIntent - is ideal for home care agencies and senior living facilities doing high-volume frontline hiring where speed to first candidate contact is the biggest bottleneck. If you already use Calendly and Zoom and want a purpose-built LTPAC recruiting tool rather than a generic ATS, it's worth a demo.

Skip it if you need built-in virtual interviews, operate outside healthcare, want transparent public pricing before talking to sales, or need full-funnel analytics with AI-powered candidate scoring. For those cases, look at Hellohire for the all-in-one approach or Hireology for broader multi-role hiring.

Recruit solves a narrow problem well - getting caregivers from application to interview fast. For most home care agencies under 10 locations, that narrow focus is exactly right.

PreIntent FAQ

Is PreIntent still available?

Yes. PreIntent was renamed Recruit and is now part of Activated Insights after the 2023 acquisition by Home Care Pulse. Same product, same team, new branding. Find it at activatedinsights.com/recruit.

How much does Recruit (formerly PreIntent) cost?

Expect $200-500/month per location based on comparable tools, though Activated Insights only provides custom quotes. Contact their pricing page for a quote - they respond within 24 hours.

Does PreIntent have a mobile app?

An iOS app exists and was last updated in early 2026, but details on functionality are limited. Contact Activated Insights directly for current capabilities.

How do I verify candidate data before loading it into Recruit?

Use a bulk email and phone verification tool before importing applicant lists. Even a small batch test catches bounced emails and disconnected numbers - enough to tell you whether data quality is dragging down your outreach rates.

What are the best PreIntent alternatives for home care recruiting?

Hellohire is the closest direct competitor with built-in virtual interviews and re-engagement campaigns (~$300-800/mo). Hireology works for agencies hiring beyond caregivers (from ~$249/mo). Paradox suits enterprise chains with 50+ locations (~$1K-3K/mo).