Customer Story
How Affordable Care Hires Faster for 380+ Dental Practices with AI Agents
More candidates screened
Reduction in average days roles stay open
Higher interview-to-offer rate
Interviews completed outside business hours
WATCH: Juan Huerta, Sr. Director of TA & Workforce Planning at Affordable Care, joins Take2 co-founder Yaniv Shimoni to share how Affordable Care put AI agents to work across 380+ practices, and what other TA leaders can take from it.
Overview
Affordable Care’s recruiters had far more applicants than they could get to: hundreds of practices, a constant stream of applicants for front desk and clinical roles, and candidates weighing three to five other organizations at once. By the time a recruiter called back, many had already taken another job.
With Take2’s AI Interviewer running inside Dayforce, every applicant now hears back within minutes, at any hour. Affordable Care screens 10x more candidates, 60% of interviews happen outside business hours, and the average number of days that roles stay open is down 25%. Recruiters start each day with scored candidates, and the ones they interview see a 23.5% higher offer rate.
The Challenge
Affordable Care’s practices depend on full teams – front desk staff who answer when patients call to book, and dental assistants and hygienists who let providers focus on patients. Front desk roles draw large applicant pools from hospitality and retail as well as healthcare. Clinical roles carry requirements that vary by state and are harder to fill.
All of it ran through a centralized TA team supporting nearly 400 practices, with each recruiter carrying around 30 requisitions and roughly 100 applicants on each. Reaching an applicant meant texting, calling, leaving voicemails and waiting. Juan Huerta, Sr. Director of Talent Acquisition & Workforce Planning, pointed out that this could cost recruiters 15 to 20 minutes per candidate before an interview even happened. Responses could take a week or two, and some applicants never heard back. Many front desk applicants already work nine-to-five jobs, so they were free to talk in the evenings, after recruiters had logged off. By the time the team reached them, many had “found employment elsewhere because we hadn’t moved as quick as their timeline,” says Juan.
“Every day that we leave that vacancy open, it’s got an impact on our patient care. Patient experience and our existing staff experience really suffer when those positions sit open.”
– Juan Huerta, Sr. Director, Talent Acquisition & Workforce Planning, Affordable Care
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The Solution
Why Take2
Affordable Care runs recruiting, onboarding, performance and compensation in one HR system, so any new tool had to live inside Dayforce rather than add another platform for recruiters to work across.
“We needed something that was going to sit within our ATS. Having everything in a one-stop shop makes for a better experience for the candidate and for the recruiting team.”
– Juan Huerta, Sr. Director, Talent Acquisition & Workforce Planning
Take2 built the interview together with Affordable Care’s TA team, working through each role’s requirements, the culture and values questions, and the scoring rubric. Hiring across 39 states, Affordable Care built state and role requirements into the questions and cleared a security, governance and legal review before rollout.
What they deployed
Affordable Care runs Take2’s AI Interviewer across five core practice roles, from front desk assistant to registered dental hygienist. Here’s how it works:
A text the moment they apply. A new application in Dayforce triggers a text invite, day or night, and candidates can take a structured 13-minute interview on the spot.
An interview for each role, built with the team. Each role gets its own questions on requirements, experience, customer service and Affordable Care’s values, with no setup for recruiters.
A scored readout in Dayforce. Answers are recorded, transcribed and scored against Affordable Care’s rubric. Instead of a resume alone, practice managers get a scorecard and a summary report.
See why healthcare’s leading talent acquisition teams recruit with Take2. Book a demo →
The Results
“Once our team saw the productivity gains, and we started seeing days open go down, we got excited about it and really ran with it.”
– Juan Huerta, Sr. Director, Talent Acquisition & Workforce Planning
Metric | Before Take2 | With Take2 |
|---|---|---|
Candidates screened | Baseline | 10x more |
Average days open | Baseline | 25% lower |
Application to completed screen | 1–2 weeks to first response | 45-minute median |
Interviews outside business hours | Minimal | 60% |
Interview-to-offer rate | Baseline | 23.5% higher |
Candidate rating | Not measured | 4.7/5 |
Applicants hear back fast, day or night. The median applicant completes an AI interview 45 minutes after applying, and 60% of interviews happen outside business hours, when recruiters are offline.
“This is a great solution that protects the integrity of work-life balance for our recruiters, but then also gives our candidates the freedom and the access to that initial phone screen.”
– Juan Huerta, Sr. Director, Talent Acquisition & Workforce Planning
Days open are down 25%. Affordable Care holds itself to a days-open benchmark, and the number is still coming down.
Recruiters start the day with their strongest candidates. Scored interviews are waiting in Dayforce every morning, and the scores line up with recruiter judgment. Candidates whom the AI agents score 80/100 or above are 4.7x more likely to be moved forward by the recruiters.
More interviews end in an offer. Recruiters now spend their time on candidates who’ve completed the interview and scored well, so the people they interview receive offers at a 23.5% higher rate. And because every applicant answers the same questions, recruiters and practice managers can compare them side by side.
Candidates rate the experience 4.7/5. Affordable Care tested the conversation through several rounds with Take2 to make sure it felt natural and on-brand.
“The candidate rating of 4.7 out of 5 is a testimonial to the tool itself and how intuitive it is.”
– Juan Huerta, Sr. Director, Talent Acquisition & Workforce Planning
What’s Next
Affordable Care plans to extend the AI Interviewer to every practice staff role. With every applicant now screened and scored in Dayforce, the team also wants to re-activate past applicants when the right role opens, instead of starting each search from scratch.
Recruiters still talk to every candidate they move forward. They just spend a lot less time getting to them.
“It’s the resource to add before you get to headcount. We’re continuing to build the function, but we’re more strategic about it. What would have required three or four FTEs is now one or two.”
– Juan Huerta, Sr. Director, Talent Acquisition & Workforce Planning
See how Take2’s AI agents can transform your recruiting operation. Book a demo →