Screen nurses, doctors, allied health, and aged care professionals against clinical criteria in minutes. Skills-based matching that understands certifications, specialisations, and experience levels.
Free for 1 month. No credit card required.
Receive 200+ applications for a single nursing position? AI screens every candidate against clinical requirements, certifications, and ward experience in minutes.
Screen for AHPRA registration, specialty certifications, mandatory training, and specific clinical experience. AI validates qualifications against your requirements.
Find physiotherapists with paediatric experience, OTs with hand therapy certification, or speech pathologists with dysphagia training. Skills-first search understands clinical specialisations.
Screen personal care workers, enrolled nurses, and registered nurses for aged care specific requirements including dementia care training and manual handling.
Bulk upload CVs from job boards, agency submissions, or your existing database. Or connect your ATS (Workday, SAP SuccessFactors).
"Registered Nurse with 3+ years ICU experience, current AHPRA registration, ACLS certification preferred." AI understands healthcare-specific requirements.
See every candidate scored with transparent reasoning. Understand exactly why each person was ranked, which criteria they met and which they didn't.
In a competitive market, speed wins. Send personalised outreach to your shortlisted candidates through automated engagement sequences.
Faster time to shortlist
Candidates evaluated (not just the first 20)
/seat/month (launch pricing) was $99.99
A clinical CV is not a clinical hire. Before anyone reaches an interview, most health services need to confirm registration status, right-to-work, mandatory training, and role-specific experience. GoVerse turns those checks into structured criteria so a screener does not have to open 200 documents by hand.
The AI reads the CV and supporting documents for AHPRA registration numbers, division (RN, EN, midwife), and endorsements. It flags candidates whose stated registration does not match the role so a human can verify against the public AHPRA register before an offer. GoVerse surfaces the signal. A person confirms it.
Manual handling, basic and advanced life support, NDIS Worker Screening, Working with Children Checks, and immunisation history all show up as separate criteria. Each candidate is scored on what they evidence and what is missing, so the gaps are visible instead of buried.
ICU is not ED, and residential aged care is not acute. The scoring reads for setting-specific experience (theatre, dialysis, oncology, community, remote) and duration, not just a job title. A nurse with "3 years ICU" ranks differently from "3 years, 6 months on a general ward with occasional ICU relief".
Every candidate gets a score from 0 to 100 with a per-criterion breakdown. If a registered nurse scores 74, you can see it is because they met the ICU and ACLS requirements but the CV did not evidence current AHPRA registration. That reasoning is what makes a rejection defensible.
Picture a graduate nurse campaign. One posting, 340 applications in a week, a closing date that does not move. Screening those manually at a realistic 4 to 5 minutes each is more than a full working day of reading before anyone gets a call. That is where fair, fast triage matters, because the strong candidates you take too long to reach have already signed elsewhere.
GoVerse scores the full pool against the graduate criteria in minutes, at roughly $0.01 per CV, so cost is not the reason to only read the first 20. Screeners start with the ranked list, open the reasoning on the top candidates, and spend their time on judgement calls (setting fit, availability, cultural fit for the unit) rather than data entry. The bias-aware policy engine checks the criteria before the run, so a filter like "graduated within 2 years" is flagged if it risks age-related disparate impact.
The point is not to replace the nurse unit manager's decision. It is to make sure all 340 people were actually looked at against the same yardstick, with a record of why.
It reads and matches the registration details a candidate provides, and flags mismatches with the role. Final verification against the public AHPRA register stays with your team, because a registration status can change and the register is the source of truth. GoVerse makes the check fast and consistent, it does not sign off on it for you.
Yes. Bulk upload agency CVs alongside direct applications, or import from Workday or SAP SuccessFactors, and score everyone against the same clinical criteria. That gives you a like-for-like view instead of comparing an agency shortlist against a separate direct pile.
For Australian customers, candidate data is processed and stored in AWS Sydney (ap-southeast-2), with Australian Privacy Act handling and no use of candidate data for model training. That matters for health services with data residency obligations.
GoVerse is strong when you have volume and clear criteria: nursing intakes, allied health pools, aged care rosters, locum and casual banks where the same requirements repeat. It saves the most time exactly where manual screening hurts most.
It is not a credentialing system of record, and it does not make the hire. For a single senior medical appointment that turns on referee judgement and a panel, the ranked-list workflow matters less. And it will not replace the formal probity, reference, and registration verification steps your governance requires. It gets you to a fair, defensible shortlist faster, then hands the decision to the people accountable for it.
Free for 1 month. Set up in minutes. No implementation project.
Start free →