6 templates for home care, group homes, DSP, residential, CNA, and companion roles, with the training and FLSA notes no competitor includes. Download as DOCX.
Direct care worker is an umbrella title, not a single job. The same two words cover a personal care aide visiting clients at home, a direct support professional in an IDD group home, residential direct care staff in a behavioral program, a certified nursing assistant in a nursing home, and a companion in private-pay care. So the first job of any direct care worker job description is to say which setting and role you actually mean, or the posting pulls in a scattered mix of applicants.
At FirstHR, we build hiring templates for the small home care agencies, group homes, and residential facilities that make this hire, usually with a lean back office. The six templates below cover the role by setting, with the training, FLSA, and background-check guidance the generic templates skip. The guide to writing a job description covers the fundamentals.
TL;DR
Six free templates by setting: Small Agency, Home Care / PCA, DSP (group home), Direct Care Staff (residential), CNA, and Caregiver / Companion. Direct care workers are almost always non-exempt and overtime eligible. Federally certified aides need at least 75 hours of training, and many states require more. Federal data maps the role to home health and personal care aides (SOC 31-1120), median $34,900 (May 2024).
What Is a Direct Care Worker?
A direct care worker provides hands-on daily support to people who need help because of age, illness, or disability, either in their own homes or in a residential setting. The shared work is assisting with daily living, personal care, mobility, meals, and companionship, while observing and reporting changes in the person's condition. What changes is the setting and the goal.
Authoritative workforce definitions treat direct care worker as an umbrella category covering certified nursing assistants, home health aides, personal care aides, direct support professionals, residential counselors, and companions, working across private homes, group homes, assisted living, nursing homes, and community settings. With no single occupational code, federal data maps the category mainly to home health and personal care aides (SOC 31-1120), the single largest occupation in the country. The templates below split along the real setting lines.
Direct Care Worker Duties and Responsibilities
A direct care worker's duties cluster into personal care and ADLs, home and daily support, health and safety, and documentation and compliance. The mix shifts by setting, but these areas hold across roles.
Personal care and ADLs
Bathing, dressing, grooming, and toileting
Mobility, transfers, and positioning
Feeding and meal assistance
Home and daily support
Light housekeeping and laundry
Errands and transportation
Companionship and engagement
Health and safety
Medication reminders or assistance per state
Observe and report changes in condition
Follow safety and infection-control rules
Documentation and compliance
Follow the care or support plan
Document care, progress, and incidents
Communicate with the team and families
In home care the emphasis is on personal care and daily support in private homes; in a group home a DSP adds skill-building and community integration; in a residential program direct care staff add supervision and behavior support; and a CNA adds clinical tasks under nursing. For a structured way to scope any role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by your setting and role. The general small-agency version is the starting point; the home care, DSP, residential, CNA, and companion versions match specific settings with their own training and compliance notes. Use this guide to choose.
Small Agency / No HR
Owner-run, first hires
The owned version no competitor offers: a general direct care worker role for a small home care agency or group home, with training, FLSA, and screening built in.
Home Care / PCA
In-home, travels to clients
For a home care agency: a personal care aide who supports clients in their own homes with daily living, errands, and companionship on a route.
Direct Support Professional
IDD group home
For the IDD and developmental-disabilities world: a DSP focused on community integration and skill-building, not just personal care. The highest-intent term in this category.
Direct Care Staff / Residential
Residential, behavioral, youth
For a residential facility or behavioral or youth program: round-the-clock direct care staff who supervise residents and keep the environment safe and structured.
Certified Nursing Assistant
Nursing home, assisted living
For a setting that requires a state-certified nurse aide: hands-on clinical and personal care under licensed nursing, with registry and certification rules.
Caregiver / Companion
Non-medical, often private-pay
For non-medical companion care: company, supervision, and light help for an older adult. The broadest role, and the one tied to the companionship exemption.
Match the Template to Your Setting
In-home personal care: Home Care / PCA. IDD group home or disability support: DSP. Residential, behavioral, or youth program: Direct Care Staff. Nursing home or assisted living needing a certified aide: CNA. Non-medical, often private-pay company and supervision: Caregiver / Companion. A small agency hiring a general role: Small Agency / No HR. Whichever you pick, classify as non-exempt and confirm your state training and screening rules.
6 Free Direct Care Worker Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and position summary, key responsibilities, qualifications, a training and FLSA note, an EEO statement, and pay. Fill in the brackets and post.
Download All 6 Templates
Small agency, home care, DSP, residential, CNA, and companion. All in one DOCX.
Template 1: Small Agency / No HR Direct Care Worker
The owned version no competitor offers: a general direct care worker role for a small home care agency or group home, with training, FLSA, and screening built in.
Direct Care Worker Job Description (Small Agency / No HR)
DIRECT CARE WORKER JOB DESCRIPTION (SMALL AGENCY / NO HR)
Company: __ ([City, State])
Reports to: [Owner / Care Coordinator / Nurse Supervisor]
Employment type: Full-time or part-time, W-2 employee
Compensation: $______ per hour [+ shift differential]
ABOUT THIS ROLE
This version is built for an IDD group home or community living setting.
A Direct Support Professional (DSP) supports people with intellectual and
developmental disabilities to live, work, and take part in their
community, with a focus on independence and community integration rather
than only personal care.
POSITION SUMMARY
[Company Name] is hiring a Direct Support Professional to support
individuals with intellectual or developmental disabilities in our [group
home / community setting]. You will assist with daily living, implement
each person's support plan, and help them build skills and connect with
their community.
KEY RESPONSIBILITIES
•Support activities of daily living and personal care as needed
•Implement individual support and behavior plans
•Teach and coach daily living and independence skills
•Support community integration, activities, and employment
•Administer or assist with medication [per state and certification]
•Document services, progress, and incidents accurately
•Ensure health, safety, and rights of the individuals supported
•Transport individuals to activities and appointments
•Communicate with families, case managers, and the team
REQUIRED QUALIFICATIONS
•18 years or older with a high school diploma or equivalent
•DSP or state-required training (or willingness to complete it)
•Pass a criminal background check and abuse-registry screening
•Valid driver's license and acceptable driving record
•Patience, respect, and a person-centered approach
•Able to meet the physical demands of support and transfers
COMPLIANCE NOTE
DSPs are non-exempt and overtime eligible. Training, medication
administration, and background-check rules are set by your state and
often by Medicaid HCBS waiver requirements. Confirm what applies before
posting. This is general information, not legal advice.
EEO STATEMENT
[Company Name] is an equal opportunity employer. Reasonable
accommodations are available for the essential functions of this role.
COMPENSATION AND HOW TO APPLY
Compensation: $______ per hour [+ shift differential]
To apply, email __.
Template 4: Direct Care Staff / Residential Counselor
For a residential facility or behavioral or youth program: round-the-clock direct care staff who supervise residents and keep the environment safe and structured.
Direct Care Staff / Residential Counselor Job Description
DIRECT CARE STAFF / RESIDENTIAL COUNSELOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: [Program Director / Shift Supervisor]
Employment type: Full-time or part-time, W-2 employee
•Calm, dependable, and able to work shifts including nights or weekends
COMPLIANCE NOTE
Residential direct care staff are non-exempt and overtime eligible.
Behavioral and youth settings often add crisis-intervention training,
mandated-reporter duties, and stricter background screening. Confirm your
state and program rules. This is not legal advice.
EEO STATEMENT
[Company Name] is an equal opportunity employer. Reasonable
accommodations are available for the essential functions of this role.
COMPENSATION AND HOW TO APPLY
Compensation: $______ per hour [+ shift differential]
To apply, email __.
Template 5: Certified Nursing Assistant (CNA)
For a setting that requires a state-certified nurse aide: hands-on clinical and personal care under licensed nursing, with registry and certification rules.
Compensation: $______ per hour [+ shift differential]
ABOUT THIS ROLE
This version is built for a setting that requires a state-certified nurse
aide, such as a nursing home, skilled nursing facility, or assisted
living community. A CNA provides hands-on clinical and personal care under
the direction of licensed nursing staff.
POSITION SUMMARY
[Company Name] is hiring a Certified Nursing Assistant to provide direct
care to residents under the supervision of our nursing team. You will
help residents with daily living, take vital signs, and support their
comfort, safety, and dignity.
KEY RESPONSIBILITIES
•Assist residents with bathing, dressing, grooming, and toileting
•Help with mobility, transfers, and repositioning
•Take and record vital signs and intake/output
•Assist with feeding and hydration
•Answer call lights and respond to resident needs
•Observe and report changes to nursing staff
•Maintain a clean, safe resident environment
•Document care accurately in the record
•Follow infection-control and safety protocols
REQUIRED QUALIFICATIONS
•Active state CNA certification (or completion of a state-approved program)
•Listed in good standing on the state nurse-aide registry
•18 years or older with a high school diploma or equivalent
•Pass a criminal background check and registry screening
•CPR certification [if required]
•Able to meet the physical demands of resident care
TRAINING AND CERTIFICATION NOTE
CMS requires nurse-aide training of at least 75 hours, and many states
require more (the stricter rule governs). CNAs must appear on the state
nurse-aide registry. CNAs are non-exempt and overtime eligible. This is
general information, not legal advice.
EEO STATEMENT
[Company Name] is an equal opportunity employer. Reasonable
accommodations are available for the essential functions of this role.
COMPENSATION AND HOW TO APPLY
Compensation: $______ per hour [+ shift differential]
To apply, email __.
Template 6: Caregiver / Companion
For non-medical companion care: company, supervision, and light help for an older adult. The broadest role, and the one tied to the companionship exemption.
Caregiver / Companion Job Description
CAREGIVER / COMPANION JOB DESCRIPTION
Company: __ ([City, State])
Reports to: [Owner / Care Coordinator]
Employment type: Full-time or part-time, W-2 employee
Direct care workers are almost universally non-exempt and overtime eligible. They are paid hourly and do hands-on care, which fits none of the white-collar exemptions, so home care aides, DSPs, residential staff, and CNAs all earn overtime. The one real complication is the companionship exemption, and right now it is unsettled.
The federal companionship exemption can apply to true companion roles providing fellowship and protection rather than substantial care. A 2013 rule barred third-party agencies from claiming it. In July 2025 the Department of Labor proposed rescinding that rule and, on July 25, 2025, issued Field Assistance Bulletin 2025-4 directing its staff to stop enforcing it. So the 2013 rule technically remains in effect but is unenforced by the DOL while a final rule is pending.
The Companionship Exemption Is in Flux
For a small agency, the safe approach during this uncertainty is to treat caregivers as non-exempt, pay overtime, and document the classification, rather than relying on an exemption that may change again. Your state overtime law can be stricter than the federal rule and still applies. The guides to exempt versus non-exempt and the Fair Labor Standards Act explain how classification works. This is general information, not legal advice.
The practical rule: classify direct care workers as non-exempt, pay overtime, apply the stricter of federal or state law, and watch for the final companionship rule before changing anything.
Training and Compliance Requirements
This is the part the generic templates skip, and it is where most of the risk lives. Direct care hiring is regulation-heavy, with training-hour minimums, background and registry checks, certification rules, and Medicaid standards layered on top. Get these into the job description and the onboarding file from the start.
Training hours
Federally certified home health and nurse aides need at least 75 hours of training (16 classroom before 16 supervised practical) plus 12 in-service hours a year. Many states require more, and the stricter rule always governs, so confirm your state's hours before you post.
Background and registry checks
Most states require a criminal background check, and many add FBI fingerprinting, an abuse or neglect registry check, a nurse-aide registry check, and exclusion-list screening. Requirements vary by state and by payer, so verify what applies where you operate.
Certification and scope
CNAs must hold active state certification and appear on the nurse-aide registry. Medication administration and clinical tasks are limited by your state's scope-of-practice rules and the worker's certification, so match duties to what the role is allowed to do.
Medicaid and HCBS rules
If you serve Medicaid or HCBS waiver clients, the program adds provider-qualification, training, and documentation standards on top of state law. Build those requirements into the job description and the onboarding file from day one.
The federal training floor for certified home health aides is set out in 42 CFR 484.80, which requires at least 75 hours of training and 12 in-service hours a year. State rules often exceed the federal floor, and the stricter requirement always governs, so confirm exactly what applies where you operate before you post.
Direct Care Staff vs Direct Care Worker
These terms are near-synonyms, but the wording you choose signals the setting and shapes who applies. Match the title to where the work happens.
Term
Typical setting
Best when
Direct care worker
Home care and elder care, broad use
You want the broad umbrella term for home or personal care
Direct care staff
Residential, group home, behavioral, youth
You staff a residential facility or program around the clock
Direct support professional
IDD group homes and community settings
You support people with developmental disabilities
Personal care aide / caregiver
Private homes, often private-pay
You provide in-home daily and companion support
Certified nursing assistant
Nursing homes, assisted living
You need a state-certified aide doing clinical tasks
If you run a residential or group-home program, direct care staff or DSP will draw the right applicants; for in-home work, personal care aide or caregiver fits better. The DSP template and the CNA template cover those specific roles in more depth.
Pay and Hiring Outlook
Direct care is one of the lowest-paid major occupations, with pay near the local minimum wage and demand growing faster than almost any other job.
The Federal Benchmark (BLS, May 2024)
Home health and personal care aides (SOC 31-1120) had a median annual wage of $34,900 (about $16.78 an hour) in May 2024, with the lowest 10% under $25,600 and the highest 10% over $44,190. With 4.3 million jobs it is the single largest occupation in the United States, projected to grow 17% from 2024 to 2034 with about 765,800 openings a year (U.S. Bureau of Labor Statistics).
Because wages are compressed near the legal minimum in every state and turnover is extreme, competitive pay, shift differentials, and reliable hours do more to attract and keep workers than small base-rate differences. Anchor your range to your setting, your state minimum wage, and the local market, and remember the role is non-exempt, so overtime applies on top.
Hiring a Direct Care Worker for a Small Agency
The honest picture for a small agency or group home: the title decides who applies, almost everyone is non-exempt, and the employer is usually owner-run with no HR, rehiring constantly because turnover is extreme. Here are the three realities to get right.
Direct care worker is an umbrella term, and the title you post decides who applies
Direct care worker is not one job. It is an umbrella covering personal care aides and home care workers in private homes, direct support professionals in IDD group homes, residential counselors and direct care staff in behavioral and youth settings, certified nursing assistants in nursing homes, and caregivers and companions in private-pay care. These share overlapping duties but have different settings, training rules, and even different search terms. People hiring for an IDD group home search direct support professional or DSP, while home care agencies search personal care aide or caregiver, and residential programs search direct care staff. Post the generic title and you get a scattered mix; post the specific role and setting and you reach the workers you actually need. The templates on this page are split by setting precisely so you hire for the right one.
Almost every direct care worker is non-exempt, but the companionship exemption is in flux
Direct care workers are paid hourly and are almost universally non-exempt and overtime eligible, which matters because turnover is high and overtime adds up fast. The one real complication is the federal companionship exemption for true companion roles. A 2013 Department of Labor rule barred third-party agencies from claiming that exemption, but in July 2025 the DOL proposed rescinding the rule and issued Field Assistance Bulletin 2025-4 directing its staff to stop enforcing it, so the 2013 rule technically remains in effect but is unenforced by the DOL while a final rule is pending. For a small agency, the safe practice during this uncertainty is to treat caregivers as non-exempt and pay overtime, document the classification, and watch for the final rule. State overtime law can also be stricter than federal law and still applies. This is general information, not legal advice.
The employer is usually a small agency or group home running lean, rehiring constantly
The typical direct care employer is a small home care agency, group home, or residential facility, often owner-run with a lean back office, and the average home care provider has fewer than five employees. Two things make this hire uniquely hard at that size. First, it is heavily regulated, with training-hour minimums, background and registry checks, certification rules, and Medicaid or HCBS standards layered on top. Second, turnover is extreme, with nearly four out of five caregivers leaving within their first hundred days, so the same owner is rehiring, retraining, and re-screening constantly. That recurring, compliance-anxious hiring is exactly where a repeatable system helps. FirstHR fits it directly: e-signature for offers and policy acknowledgments, training modules to deliver and document required hours, document management to store background checks, certifications, and registry confirmations, task workflows for a consistent compliant onboarding, and a simple HRIS for a small team. FirstHR does not run payroll or administer benefits, so pair it with a payroll provider. Applicant tracking is coming soon.
After You Hire: Onboarding a Direct Care Worker
Onboarding a direct care worker is more than paperwork, because the role is regulated and the worker will have access to vulnerable people. Send the offer stating the hourly pay and non-exempt classification, collect the signed offer, and complete Form I-9 and tax forms as part of the new hire paperwork.
Then handle the compliance steps that are the core of a clean, safe start: complete and document background and registry checks before any unsupervised client contact, verify or schedule the required training hours, confirm certification and registry status for CNAs, and have the worker sign acknowledgments for your policies, confidentiality and HIPAA rules, and care procedures. Keep the signed onboarding documents in one place. If this is among your first hires, the guide to hiring your first employee covers the broader steps.
FirstHR fits this hire directly: e-signature for the offer and the policy and HIPAA acknowledgments, training modules to deliver and document the required training hours, document management to store background checks, certifications, and registry confirmations securely, task workflows so every compliant onboarding runs the same way, and a simple HRIS with an org chart for a small team. Because pricing is flat rather than per seat, a small agency pays one rate even as it staffs up and turns over. FirstHR does not run payroll or administer benefits, so pair it with a payroll provider. Applicant tracking is coming soon to FirstHR.
Key Takeaways
Direct care worker is an umbrella term: name the setting and role, since DSP, CNA, home care aide, and residential staff are different jobs with different rules.
Almost every direct care worker is non-exempt and overtime eligible; only true companion roles touch the exemption, which is currently in flux.
Federally certified aides need at least 75 hours of training, and many states require more; the stricter rule always governs.
Background checks, abuse-registry screening, and certification or registry status are required in most states before unsupervised client contact.
Small home care agencies and group homes are the core employers, rehiring constantly because turnover runs near 79% a year.
With no dedicated code, federal data maps the role to home health and personal care aides (SOC 31-1120), median $34,900 (May 2024).
Frequently Asked Questions
What does a direct care worker do?
A direct care worker provides hands-on daily support to people who need help because of age, illness, or disability, in their homes or in a residential setting. The core work includes assisting with activities of daily living such as bathing, dressing, grooming, toileting, and mobility, preparing meals and helping with eating, light housekeeping and laundry, errands and transportation, medication reminders or assistance within the state scope of practice, companionship, and observing and reporting changes in the person's condition. The exact mix depends on the setting. A home care aide or personal care aide works in private homes, a direct support professional supports people with intellectual and developmental disabilities toward independence and community life, residential direct care staff supervise and support residents around the clock, and a certified nursing assistant provides clinical and personal care under licensed nursing. Direct care worker is an umbrella term rather than a single occupation, so the precise duties, training, and even the job title shift by where the work happens.
Is a direct care worker the same as a direct support professional?
Not exactly. Direct care worker is the broad umbrella term, and direct support professional (DSP) is one specific role within it. A DSP works primarily in the intellectual and developmental disabilities world, in group homes and community settings, with a focus on helping people build skills, live independently, and take part in their community, not only on personal care. The broader direct care worker category also includes home care aides and personal care aides in private homes, certified nursing assistants in nursing homes, residential direct care staff in behavioral and youth settings, and caregivers and companions in private-pay care. They share overlapping daily-support duties, but the setting, the goals, the training rules, and the search terms differ. People hiring for an IDD group home search DSP, while home care agencies search personal care aide or caregiver. If you are hiring for disability support, use the DSP template on this page; if not, choose the version that matches your setting.
Are direct care workers exempt or non-exempt from overtime?
Direct care workers are almost universally non-exempt and entitled to overtime. They are paid hourly and perform hands-on care, which does not fit any of the white-collar exemptions, so home care aides, personal care aides, DSPs, residential direct care staff, and CNAs are overtime eligible. The one genuine complication is the federal companionship exemption, which can apply to true companion roles providing fellowship and protection rather than substantial care. A 2013 Department of Labor rule barred third-party agencies from claiming that exemption. In July 2025 the DOL proposed rescinding the rule and, on July 25, 2025, issued Field Assistance Bulletin 2025-4 directing its staff to stop enforcing it, so the 2013 rule technically remains in effect but is unenforced by the DOL while a final rule is pending. During this uncertainty, the safe practice for a small agency is to treat caregivers as non-exempt, pay overtime, document the decision, and watch for the final rule. State overtime law can be stricter than federal law and still applies. This is general information, not legal advice.
What training does a direct care worker need?
It depends on the role and the state, but federally certified aides face a real training floor. Under federal rules, a certified home health aide must complete at least 75 hours of training, with a minimum of 16 hours of classroom training before 16 hours of supervised practical training, plus at least 12 hours of in-service training each year. CMS sets a similar 75-hour minimum for nurse-aide training, and certified nursing assistants must also appear on the state nurse-aide registry. Many states require more than the federal floor, and the stricter requirement always governs, so a role that needs 75 hours federally may need 120 or more in your state. Non-clinical roles such as companions or some personal care aides may face lighter training requirements, but most states still impose some standard, especially for Medicaid-funded work. Beyond hours, expect background checks, abuse-registry screening, and program-specific training for behavioral or crisis situations. Confirm the exact requirements where you operate before you post, and build training tracking into onboarding. This is general information, not legal advice.
How much does a direct care worker make?
Direct care work is among the lowest-paid major occupations, with pay clustered close to the local minimum wage. The closest federal benchmark is home health and personal care aides (SOC 31-1120), with a median annual wage of $34,900 as of May 2024 according to the Bureau of Labor Statistics, which is about $16.78 an hour, where the lowest 10 percent earned less than $25,600 and the highest 10 percent more than $44,190. Pay varies by setting and region: residential intellectual and developmental disability facilities and assisted living tend to sit slightly higher than individual and family services, and certified nursing assistants in nursing homes are a separate, somewhat higher-paid group. Because wages are compressed near the legal minimum in every state and turnover is extreme, competitive pay, shift differentials, and reliable hours matter more than small differences in the base rate. Anchor your range to your setting, your state minimum wage, and the local market, and remember the role is non-exempt, so overtime applies on top of the base rate.
Do small businesses hire direct care workers?
Yes, and small businesses are the heart of who hires direct care workers. The employer base skews heavily small: the average home care provider business has fewer than five employees, the largest single employing industry is individual and family services, and most group homes and residential care communities are small, with the majority of residential care settings having between four and twenty-five beds. Small home care agencies, small IDD group homes, small residential and assisted living facilities, and adult day programs all hire direct care workers, very often as their core staff and frequently the moment they win a Medicaid or HCBS contract or open a new home. These are exactly the owner-run businesses, usually running with a lean back office, that face the full weight of training-hour rules, background checks, and certification tracking with little administrative support. The combination of heavy compliance and extreme turnover means these employers hire and re-onboard direct care workers constantly, which is why a repeatable, compliant process matters so much at this size.
What background checks are required for direct care workers?
Background screening for direct care workers is required in most states and is often layered, because workers have access to vulnerable people in private settings. A typical screening package includes a criminal background check, frequently with FBI fingerprinting, plus a check of the state abuse and neglect registry, the nurse-aide registry for CNAs, a sex-offender registry check, and screening against federal exclusion lists such as the OIG List of Excluded Individuals and Entities for any provider billing federal health programs. The federal government has funded a National Background Check Program to help states screen long-term-care workers, and a large majority of states require background checks for direct care roles. The exact combination varies by state and by payer, with Medicaid and HCBS programs often adding their own requirements, so a worker cleared in one state or program may need additional checks in another. Build the full screening list into your hiring process, complete it before the worker has unsupervised client contact, and keep the documentation on file. This is general information, not legal advice.
What happens after I hire a direct care worker?
Run a structured onboarding that handles standard employment paperwork plus the compliance steps specific to direct care. Start with the basics: send the offer stating the hourly pay and the non-exempt classification, collect the signed offer, complete Form I-9 in the first days, and gather the W-4 and any state tax forms. Then handle the direct-care-specific items, which are the heart of this hire and easy to get wrong. Complete and document the required background checks and registry screenings before the worker has unsupervised client contact, verify or schedule the required training hours, confirm any certification and registry status for CNAs, and have the worker sign acknowledgments for your policies, client-confidentiality and HIPAA rules, and the care procedures they will follow. Then orient them to the clients or residents, the care plans, and the documentation system. For a lean small agency, this sequence needs to be repeatable, because turnover means you will run it often. FirstHR fits it directly: e-signature for the offer and policy acknowledgments, training modules to deliver and document required hours, document management to store background checks, certifications, and registry confirmations securely, task workflows for a consistent compliant onboarding, and a simple HRIS with an org chart. FirstHR does not run payroll or administer benefits, so pair it with a payroll provider. Applicant tracking is coming soon to FirstHR.
