How to Apply to Advent Health

9 min read Last updated April 20, 2026 18 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • AdventHealth is one of the largest faith-based nonprofit health systems in the U.S., with ~95,000 team members, ~50 hospitals, and 9 million annual patients across nine states.
  • Apply exclusively through jobs.adventhealth.com, which runs on Workday; one candidate profile lets you apply across the entire enterprise.
  • Mission alignment is a real screening criterion, not a slogan; you should be able to articulate why whole-person, faith-friendly care motivates you.
  • Expect a recruiter prescreen, often a HireVue one-way video, then hiring manager and panel interviews structured around STAR behavioral questions.
  • Clinical resumes should foreground active licenses, BLS/ACLS/PALS and specialty certifications, Epic experience, and quantified patient-impact outcomes.
  • Background, drug, and (in many markets) nicotine screening are part of the contingent offer, and clinical staff must clear immunization and license verification.
  • AdventHealth invests heavily in nurse residencies, leadership academies, and tuition assistance through AdventHealth University, signaling a 'grow your career here' culture.
  • The system uses Workday as its ATS and Epic as its primary EHR; mentioning both accurately in your application materials measurably improves recruiter response rates.
  • Speak to stewardship, inclusion, and longevity; interviewers prefer collaborative, humble candidates who will stay and serve over high-output transactional hires.

About Advent Health

AdventHealth is one of the largest faith-based, nonprofit health systems in the United States, headquartered in Altamonte Springs, Florida, just outside Orlando. With more than 95,000 team members, nearly 50 hospital campuses, and roughly 2,000 sites of care spread across nine states, AdventHealth serves approximately 9 million patients each year and has become a defining presence in American community healthcare. The system was founded in the Seventh-day Adventist health tradition, and that mission, expressed today as 'Extending the Healing Ministry of Christ,' continues to shape every aspect of how the organization recruits, develops, and retains its workforce. Candidates considering employment here should expect more than a job description: AdventHealth frames clinical and operational work as ministry, and the language of mission, wholeness, and whole-person care recurs throughout the recruiting funnel. Operationally, AdventHealth is both a sprawling hospital system and a sophisticated services organization. Its facilities range from large academic and tertiary referral centers like AdventHealth Orlando, AdventHealth Tampa, AdventHealth Shawnee Mission in Kansas, and AdventHealth Hinsdale near Chicago, to community hospitals, freestanding emergency rooms, urgent care clinics, imaging centers, home health agencies, hospice programs, and centers of excellence in cardiovascular care, neuroscience, oncology, orthopedics, transplant, and pediatrics through AdventHealth for Children. The system also operates AdventHealth University, AdventHealth Research Institute, and a robust corporate services group that supports IT, finance, supply chain, marketing, and human resources for the entire enterprise. Geographically, AdventHealth is concentrated in Florida, with Central Florida representing the system's largest and most visible market, but it has substantial footprints in Georgia, North Carolina, Tennessee, Kentucky, Illinois, Wisconsin, Kansas, Texas, and Colorado. Recognized for years on the Fortune 100 Best Companies to Work For list and consistently ranked among the nation's top health systems for quality and equity by IBM Watson Health and Fortune/PINC AI, AdventHealth combines the resources of a national employer with the cultural intimacy of a faith-based mission organization. Hiring managers expect candidates who can articulate why mission-driven, whole-person care matters to them and how their personal values align with the system's promise to help people 'feel whole.'

Application Process

  1. 1
    Search and apply through the official careers portal at jobs

    Search and apply through the official careers portal at jobs.adventhealth.com, which is powered by Workday and consolidates openings across all 50+ hospitals, ambulatory sites, and corporate services into a single requisition system.

  2. 2
    Create a candidate profile in Workday, upload a current resume, and complete the

    Create a candidate profile in Workday, upload a current resume, and complete the structured application; expect to provide work authorization, professional license details (RN, LPN, MD, APP, allied health), education verification, and equal opportunity disclosures.

  3. 3
    After submission you receive an automated confirmation; recruiters typically scr

    After submission you receive an automated confirmation; recruiters typically screen applications within 1-3 weeks, and qualified candidates receive an outreach email or phone call to schedule a recruiter prescreen covering experience, schedule preferences, salary expectations, and mission alignment.

  4. 4
    Clinical roles often include an assessment step such as a behavioral or situatio

    Clinical roles often include an assessment step such as a behavioral or situational judgment questionnaire, and many leadership and corporate roles use HireVue one-way video interviews where you record answers to a small set of standard questions on your own time.

  5. 5
    Hiring manager interviews are typically conducted via Microsoft Teams or onsite,

    Hiring manager interviews are typically conducted via Microsoft Teams or onsite, frequently followed by panel interviews that include peer team members, charge nurses, directors, or chaplaincy and mission integration staff for senior roles.

  6. 6
    Successful candidates receive a verbal offer followed by a written contingent of

    Successful candidates receive a verbal offer followed by a written contingent offer; pre-employment requirements include a background check, drug screen (including nicotine in many markets, since AdventHealth is a tobacco-free employer that does not hire nicotine users in applicable states), I-9 verification, license primary source verification, and required immunizations including influenza and, for clinical staff, additional health screenings.

  7. 7
    Onboarding includes a system-wide orientation that introduces the mission, CREAT

    Onboarding includes a system-wide orientation that introduces the mission, CREATION Life wellness principles, and compliance training, followed by department-specific orientation, preceptorship for clinical roles, and Epic electronic health record training where applicable.

Resume Tips for Advent Health

recommended

Lead with mission alignment in your professional summary; AdventHealth screens f

Lead with mission alignment in your professional summary; AdventHealth screens for candidates who explicitly value whole-person, faith-friendly care, so a sentence connecting your motivation to service or community impact is read closely by recruiters.

recommended

Mirror keywords directly from the job posting into the Workday application, sinc

Mirror keywords directly from the job posting into the Workday application, since the ATS surfaces resumes to recruiters based on phrase matching for credentials (RN, BSN, MSN, BLS, ACLS, PALS, CCRN), specialty areas, EHR systems (Epic, Cerner), and modality terms for imaging and lab roles.

recommended

Quantify clinical and operational impact with specifics that translate across ho

Quantify clinical and operational impact with specifics that translate across hospitals: bed counts, patient volumes, HCAHPS or press Ganey movement, length-of-stay reduction, throughput gains, denial-rate decreases, or budget responsibility, rather than generic duty statements.

recommended

List active state licenses with expiration dates and any compact license status

List active state licenses with expiration dates and any compact license status (especially the Nurse Licensure Compact, which many AdventHealth markets recognize), plus board certifications, BLS/ACLS/PALS, and continuing education that maps to the requisition.

recommended

Highlight Epic experience explicitly if you have it, including modules used (Inp

Highlight Epic experience explicitly if you have it, including modules used (Inpatient, Ambulatory, ASAP, Stork, OpTime, Beacon, ClinDoc), super-user or trainer status, and any optimization or build work, since AdventHealth is largely an Epic system and it is one of the most-searched terms by recruiters.

recommended

Show longevity and continuity of care; AdventHealth values candidates who stay a

Show longevity and continuity of care; AdventHealth values candidates who stay and grow, so include promotions, internal lateral moves, charge nurse or preceptor responsibilities, shared governance, and unit-based council participation as evidence of engagement.

recommended

Use a clean, single-column, ATS-friendly format with standard section headings (

Use a clean, single-column, ATS-friendly format with standard section headings (Summary, Licensure, Experience, Education, Certifications), no text boxes, no graphics, and a .docx or PDF file under 2 MB so Workday parses it cleanly.

recommended

If you are a new graduate, make your clinical rotations, capstone or preceptorsh

If you are a new graduate, make your clinical rotations, capstone or preceptorship hours, and any externship at an AdventHealth facility prominent; the system runs structured nurse residency programs and Versant-style transitions and recruiters specifically look for new-grad readiness signals.

ATS System: Workday

AdventHealth uses Workday Recruiting as its enterprise applicant tracking system. All requisitions across the system's ~50 hospitals and corporate offices flow through a single Workday tenant at jobs.adventhealth.com, where candidates create one profile and apply to multiple roles. Workday parses uploaded resumes, surfaces candidates to recruiters based on keyword matches against the requisition, captures structured equal opportunity data, and routes shortlisted candidates into prescreens, HireVue assessments, and interview scheduling. Status updates (Under Review, Interview, Offer, Withdrawn) are visible inside the candidate's Workday profile.

  • Create your candidate profile carefully the first time; Workday reuses your profile data across every future AdventHealth application, so accurate license, education, and contact information saves rework.
  • Upload a clean .docx or PDF resume under 2 MB with standard section headings so Workday's parser can populate the structured fields correctly; review the parsed output and fix any misread roles or dates.
  • Use exact keywords from the job posting (specialty area, certifications, EHR modules, software stack) because Workday surfaces candidates to recruiters based on phrase matching.
  • Apply directly through jobs.adventhealth.com rather than third-party job boards; direct applications land in the same Workday requisition with full source attribution and clearer recruiter visibility.
  • Set a Workday job alert for your specialty and preferred markets so you are notified the day a matching requisition opens, since high-demand clinical roles are often filled within days of posting.
  • Watch your email (including spam) for HireVue invitations and recruiter outreach; Workday automated messages come from no-reply addresses and are easy to miss.

Complete Workday Resume Guide →

Interview Culture

AdventHealth's interview culture is unmistakably mission-forward.

Even before you meet a clinical leader, your recruiter prescreen will probe how you understand and respond to the system's promise to help people 'feel whole,' and you should expect at least one explicit question about why a faith-based, nonprofit health system appeals to you. You do not need to share the Seventh-day Adventist faith to be hired or to thrive there, and the organization is openly inclusive of candidates of all faiths and of no faith, but you do need to be comfortable working inside a culture where prayer, chaplaincy, and language of calling are part of the operational vocabulary. Candidates who treat the mission as boilerplate or who cannot articulate a personal connection to service often stall at the recruiter screen, while candidates who tie a concrete patient story or career decision to whole-person values tend to advance. For clinical interviews, the structure is typically behavioral and competency-based, leaning heavily on the STAR format (Situation, Task, Action, Result). Expect questions about handling a difficult patient or family, navigating conflict with a physician or peer, escalating a safety concern, owning a medication error or near-miss, and working under high census or short-staffed conditions. Charge nurses, nurse managers, and directors care about clinical judgment, but they also evaluate teachability, ownership, and how you talk about colleagues; speaking poorly of past coworkers or managers is a fast way to lose momentum. Panel interviews are common for charge, leadership, and specialty roles such as critical care, ED, cath lab, OR, L&D, NICU, and oncology, and panels often include a peer staff member whose informal read of cultural fit carries real weight. For corporate, IT, finance, marketing, supply chain, and operations roles, interviews follow more conventional behavioral and case-style formats, often with multiple rounds: recruiter, hiring manager, skip-level director, and a cross-functional partner. Senior roles typically include a conversation with a mission integration leader or executive sponsor where the focus shifts entirely to leadership philosophy, stewardship, and how you would carry the mission into a non-clinical function. Across all tracks, the tone is warm, deliberate, and noticeably less aggressive than at investor-owned competitors; interviewers want to feel that you would be a generous colleague over a long career, not just a high-output hire for the next two years.

What Advent Health Looks For

  • Genuine alignment with the mission of 'Extending the Healing Ministry of Christ' and the ability to talk about whole-person care (body, mind, and spirit) in your own words rather than as memorized language.
  • Clinical competence verified by current licensure, certifications appropriate to the role (BLS, ACLS, PALS, NRP, CCRN, CEN, OCN, etc.), and demonstrated experience with the patient population and acuity level in the requisition.
  • Patient experience orientation, including familiarity with HCAHPS drivers, AIDET-style communication, hourly rounding, bedside shift report, and a track record of high patient satisfaction or service recovery.
  • Team and safety culture behaviors: speaking up about safety concerns, participating in shared governance, supporting peers, completing TeamSTEPPS-style communication, and contributing to a Just Culture environment.
  • Stability and growth trajectory; AdventHealth invests heavily in retention and prefers candidates who show evidence of staying, learning, and being promoted internally, as opposed to short-tenure resume patterns without explanation.
  • Technology fluency, especially Epic for clinical and revenue-cycle roles, modern data and analytics tools for IT and corporate roles, and willingness to adopt enterprise platforms such as Workday, ServiceNow, and Microsoft 365.
  • Inclusion and cultural humility; AdventHealth serves diverse communities across nine states and looks for caregivers and corporate partners who can deliver equitable care across language, race, faith, gender identity, and socioeconomic background.
  • Stewardship and ownership mindset; as a nonprofit, the system frames every dollar as resources entrusted by the community, and candidates who show fiscal discipline, process improvement instincts, and pride of ownership stand out.

Frequently Asked Questions

Do I have to be a Seventh-day Adventist or share the faith to be hired at AdventHealth?
No. AdventHealth is rooted in the Seventh-day Adventist tradition, but it openly hires team members of all faiths and of no faith. What is required is respect for the mission and willingness to work in a culture that uses language of calling, ministry, and whole-person care. Candidates who cannot speak comfortably about mission alignment in interviews tend to be screened out, but personal religious affiliation itself is not a requirement.
Where do I actually apply for AdventHealth jobs?
All postings live on the official careers site at jobs.adventhealth.com, which runs on Workday. You create a single candidate profile and can apply to roles at any of the system's hospitals or corporate offices across the nine states. Avoid third-party reposters; applying directly ensures your application reaches the AdventHealth recruiter assigned to that requisition.
How long does the AdventHealth hiring process take?
For high-demand clinical roles like RN, the process can move quickly, sometimes 2-4 weeks from application to verbal offer, especially in markets with active sign-on bonuses. Corporate, leadership, and specialty roles typically take 4-8 weeks because of multiple panel interviews, executive review, and cross-market alignment. Pre-employment screening (background, drug, nicotine where applicable, license verification, immunizations) usually adds another 1-2 weeks before your start date.
Does AdventHealth drug-test for nicotine?
In most of its markets AdventHealth is a tobacco- and nicotine-free employer and does not hire candidates who test positive for nicotine, including from cigarettes, vaping, chewing tobacco, and patches or gum. Specific policies vary by state law, so confirm with your recruiter, but assume nicotine screening is part of the pre-employment drug screen unless told otherwise.
What benefits does AdventHealth offer?
The benefits package includes medical, dental, and vision coverage, a 403(b) retirement plan with employer match and a separate retirement contribution, paid time off, short- and long-term disability, life insurance, mental health and EAP support, parental leave, adoption assistance, tuition reimbursement, and significant discounts at AdventHealth University. Many markets also offer sign-on bonuses for high-need clinical roles, relocation assistance, and student loan repayment programs for nurses and physicians.
What ATS and EHR does AdventHealth use, and why does that matter for my application?
AdventHealth uses Workday as its applicant tracking system and Epic as its primary electronic health record across most of its hospitals. That matters because resumes that include exact keywords from the job posting parse better through Workday, and candidates with Epic experience (named modules, super-user status, Epic certifications) get surfaced faster to clinical and revenue-cycle recruiters.
Does AdventHealth hire new graduate nurses, and how competitive is it?
Yes. AdventHealth runs structured new-graduate nurse residency programs, including Versant-style transitions to practice, in many of its hospitals, with dedicated cohorts in critical care, emergency, med-surg, women's services, and pediatrics. Competition is highest in Central Florida and at flagship hospitals like AdventHealth Orlando, but openings exist across the nine-state footprint. Strong clinical rotations, a capstone at an AdventHealth facility, and clear mission alignment substantially improve a new grad's chances.
Are there remote or hybrid roles at AdventHealth?
Most clinical and patient-facing roles are onsite by definition, but AdventHealth has a meaningful number of remote and hybrid corporate roles in IT, revenue cycle, coding, case management, virtual care and telehealth, marketing, finance, HR, analytics, and centralized scheduling. Remote eligibility is typically restricted to specific states for tax and licensure reasons; check the 'Remote' filter on jobs.adventhealth.com and confirm allowed states with the recruiter.
How should I prepare for the mission and behavioral questions?
Write down 4-6 STAR stories that show patient impact, teamwork, conflict resolution, and ownership of a mistake, and pick one personal story that explains why service or whole-person care matters to you. Practice connecting that story to AdventHealth's mission of helping people feel whole in body, mind, and spirit. Avoid generic answers; recruiters and hiring managers can tell the difference between rehearsed mission language and a candidate who has actually thought about why this work matters.
Does AdventHealth sponsor visas or hire international candidates?
AdventHealth selectively sponsors physicians and certain hard-to-fill specialty roles (for example, J-1 waivers in some markets and H-1B for select physician and IT specialties), but most clinical and corporate openings require existing U.S. work authorization. International nurses are typically hired through structured programs with credentialing partners and licensure pathways that vary by state. Confirm sponsorship eligibility directly with the recruiter before investing in a long application process.

Open Positions

Advent Health currently has 18 open positions.

Check Your Resume Before Applying → View 18 open positions at Advent Health

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