How to Apply to Amedisys

Key Takeaways

Amedisys's career portal runs on iCIMS at careers-amedisys.icims.com. Expect a structured application with first-class license and certification fields, a resume parser that benefits from clean formatting, and a candidate profile you will reuse across roles and geographies.
The company is organized around three segments: Home Health (post-acute skilled nursing and therapy in the home), Hospice (palliative and end-of-life care), and High Acuity Care (hospital-at-home and SNF-at-home, built around the Contessa Health acquisition). Tailor your application to the segment, not to Amedisys generically.
The pending Optum (UnitedHealth Group) acquisition announced in June 2023 has not closed and remains caught up in DOJ antitrust review through 2026. Both standalone and integrated futures are real possibilities, and candidates should plan for either.
Richard Ashworth is President and CEO. The headquarters is in Baton Rouge, Louisiana, and the company operates roughly 530 care centers across 37 states, so most jobs are geographically distributed even when the corporate footprint sits in one city.
Roughly 85 percent or more of revenue comes from CMS Medicare, with additional revenue from Medicare Advantage and managed care. The Patient-Driven Groupings Model (PDGM) for home health, hospice per-diem with the hospice cap, and the still-evolving hospital-at-home waiver framework are the three regulatory dynamics most worth understanding before an interview.
Clinical hiring is aggressive and ongoing across RN, LPN, PT, OT, SLP, hospice clinicians, aides, chaplains, social workers, and medical directors. The national nursing shortage is acutely felt in home health and hospice, which means clinicians with active licenses, EMR fluency, and the right disposition for in-home work have meaningful leverage.
Homecare Homebase (HCHB) is the primary clinical EMR. Naming it on your resume and speaking to it in interviews is a measurable advantage.
Interviews are practical and evidence-driven, structured around behavioral competencies and a role-appropriate clinical or functional deep dive. For clinical roles, expect license verification first, then a clinical manager or branch director conversation, often followed by a ride-along or branch visit. Bring stories with patient outcomes and regulatory metrics, not adjectives.
Patient-first thinking, integrity, autonomy, regulatory discipline, and travel readiness are the through-lines in Amedisys's hiring criteria. Stories that demonstrate these beat claims about them.
Keep your iCIMS profile updated even between active job searches; Amedisys recruiters source from the internal iCIMS database for hard-to-fill clinical roles in specific geographies before they post externally.

About Amedisys

Amedisys, Inc. is one of the largest home health and hospice providers in the United States, headquartered in Baton Rouge, Louisiana and trading on the NASDAQ under the ticker AMED. The company operates roughly 530 care centers across 37 states and the District of Columbia, employs in the neighborhood of 21,000 people, and serves more than 460,000 patients and families each year through three reporting segments: Home Health, Hospice, and High Acuity Care. The Home Health segment provides post-acute skilled nursing, physical therapy, occupational therapy, speech-language pathology, medical social work, and home health aide services to patients recovering at home after a hospital stay, surgery, or acute illness. The Hospice segment provides palliative and end-of-life care to patients with a life expectancy of six months or less and to their families. The High Acuity Care segment, built around the Contessa Health acquisition Amedisys completed in 2021, delivers hospital-at-home and SNF-at-home programs in partnership with health systems and payers and is the company's primary growth bet on the shift of inpatient care into the home setting. The company was founded in 1982 by William F. Borne in Louisiana and grew through a long sequence of acquisitions across the South, Midwest, and Northeast, ultimately becoming one of the country's three or four most prominent pure-play home health and hospice operators. Richard Ashworth, a healthcare executive with deep operational experience, was appointed President and Chief Executive Officer in 2023 and continues to lead the company through a period of significant strategic and regulatory change. Amedisys derives the overwhelming majority of its revenue from Medicare, with the most recent reporting periods showing roughly 85 percent or more of net service revenue coming from the Centers for Medicare and Medicaid Services and another meaningful share from Medicare Advantage and managed care. That payer mix is the single most important fact about the business: the company's economics are tied tightly to CMS reimbursement under the Patient-Driven Groupings Model (PDGM) for home health, the per-diem hospice payment system with its hospice cap, and the still-evolving rules for hospital-at-home waivers in the High Acuity Care line. In June 2023, UnitedHealth Group's Optum subsidiary announced an agreement to acquire Amedisys for roughly 3.3 billion dollars in cash, a deal that would consolidate Amedisys with LHC Group (which Optum had already acquired in early 2023) into one of the largest home-based care platforms in the country. The transaction has not closed. The Department of Justice opened an antitrust review and ultimately moved to challenge or extract significant remedies from the deal, and the matter has remained in regulatory and litigation limbo through 2024, 2025, and into 2026. Both companies have publicly said they remain committed to closing, divestitures of overlapping markets have been discussed, and the merger agreement has been extended more than once. As of this writing, the status of the transaction is genuinely uncertain. Candidates considering Amedisys should plan for two possible futures, one in which the company continues to operate as a standalone NASDAQ-listed pure-play and one in which it integrates into Optum's much larger home and community care platform. Both are real possibilities and both shape what working at the company looks like. None of that changes the underlying reality that Amedisys is hiring aggressively across the country, particularly in clinical roles. The national nursing shortage has hit home health and hospice particularly hard because the work is distributed, autonomous, and travel-intensive in a way that does not appeal to every nurse. Amedisys recruits registered nurses (RNs), licensed practical nurses (LPNs), physical therapists (PTs), occupational therapists (OTs), speech-language pathologists (SLPs), home health aides, hospice chaplains, social workers, and medical directors continuously, alongside a steady cadence of operations, finance, technology, and corporate roles based in Baton Rouge or remote. If you are considering Amedisys, you are considering a clinically serious, regulation-heavy, mission-anchored company in the middle of a defining strategic transaction, and both halves of that sentence matter for how you position yourself as a candidate.

Application Process

1
Start at amedisys
Start at amedisys.com/careers to read about the segments (Home Health, Hospice, High Acuity Care), regions, benefits, and clinician stories, and to identify the role family that fits you. Amedisys segments its careers messaging by clinician type (RN, LPN, therapist, aide, hospice clinician), corporate function, and field leadership, which is the easiest way to find your lane.
2
Click into a specific job posting and use the Apply button
Click into a specific job posting and use the Apply button. The application portal is hosted on iCIMS, with URLs in the pattern careers-amedisys.icims.com. You will land on the iCIMS-rendered job detail page where the Apply Now button kicks off the candidate flow.
3
Create an iCIMS candidate account using a long-lived personal email address rath
Create an iCIMS candidate account using a long-lived personal email address rather than a school or current employer email. Your iCIMS profile at Amedisys is reused across every role you apply to and is also the profile recruiters search internally when sourcing for new requisitions, so treat the credentials as a long-term asset.
4
Use the resume upload to pre-fill the structured application
Use the resume upload to pre-fill the structured application. iCIMS runs a parser on upload that pulls Work History, Education, Skills, and Certifications into structured fields. Review every parsed field before submitting; iCIMS handles modern resumes reasonably well but still misreads dates, splits employers, and drops bullets when formatting is unusual.
5
Complete the structured Work History, Education, Licenses, and Certifications se
Complete the structured Work History, Education, Licenses, and Certifications sections explicitly even if your uploaded resume contains the same information. Recruiters search the structured fields, not the attached document, when they build candidate shortlists, and clinical recruiters in particular filter on license type, license state, and active expiration date.
6
Answer the role-specific screening questions truthfully
Answer the role-specific screening questions truthfully. Clinical roles will ask about license type and state, years of experience, OASIS or hospice item-set comfort, EMR experience (Amedisys uses Homecare Homebase, commonly abbreviated HCHB, as its primary clinical EMR), willingness to travel within a service area, on-call availability, and reliable transportation. Operations and corporate roles will ask about work authorization, willingness to relocate, salary expectations, and any role-specific certifications.
7
Complete the voluntary self-identification (EEO, veteran status, disability) and
Complete the voluntary self-identification (EEO, veteran status, disability) and the consent and data privacy acknowledgments. Amedisys is a federal contractor through its Medicare participation and uses these for compliance reporting; your answers do not reach the hiring manager.
8
Submit and confirm you see the iCIMS confirmation page and a confirmation email
Submit and confirm you see the iCIMS confirmation page and a confirmation email. If the email does not arrive within an hour, check spam and log back in to verify the application appears under your applications list. iCIMS has known cases where a session timeout during submission leaves an application incomplete; resubmitting is safer than assuming it went through.
9
Track next steps inside iCIMS
Track next steps inside iCIMS. Amedisys recruiters use the iCIMS workflow stages to move candidates through screening, interview, offer, and onboarding, and you will often see status changes in the portal before they arrive by email. Check the portal weekly for the first four weeks after applying and respond quickly to any clinical license or background-check requests; gaps in those records are the most common cause of a stalled application.
10
If you are a clinician with an active license in multiple states, apply to multi
If you are a clinician with an active license in multiple states, apply to multiple postings rather than asking the recruiter to flex one application across geographies. Each requisition is geography-specific, and the iCIMS system handles parallel applications cleanly under the same candidate profile.

Resume Tips for Amedisys

recommended

Lead with your active clinical license and state, then your years of home health

Lead with your active clinical license and state, then your years of home health or hospice experience, in the top third of the resume. A home health RN resume should announce 'Registered Nurse, RN, active LA license, 7 years home health, OASIS-E proficient, HCHB user' before the first job bullet. Recruiters and hiring managers screen on those facts in the first 10 seconds.

recommended

Use the role-appropriate clinical vocabulary that the job description uses

Use the role-appropriate clinical vocabulary that the job description uses. For home health: OASIS (especially OASIS-E since the 2023 update), PDGM, LUPA, plan of care (POC), 485, face-to-face encounter, recertification, comprehensive assessment, telehealth, fall risk, infection control, wound care staging, IV therapy, diabetic management. For hospice: IDG (interdisciplinary group), GIP (general inpatient), continuous care, respite, hospice cap, four levels of care, bereavement, comfort kit, Edmonton Symptom Assessment, Palliative Performance Scale. For High Acuity Care: hospital-at-home, SNF-at-home, continuous remote monitoring, escalation pathway, payer partnership.

recommended

Quantify your patient panel and clinical productivity

Quantify your patient panel and clinical productivity. Home health and hospice managers read for caseload size, visit productivity, OASIS accuracy, recertification rate, hospitalization rate, patient satisfaction (HHCAHPS or HHQI), and Star Ratings contribution. A bullet that says 'Carried average daily caseload of 22 patients across a 30-mile suburban service area, maintained 4.8 visits per day, achieved 97 percent OASIS accuracy on first review, contributed to a 4.5-star CMS Home Health Compare rating' is far stronger than 'Provided skilled nursing care to home health patients.'

recommended

Name the EMR and clinical systems you have used

Name the EMR and clinical systems you have used. Homecare Homebase (HCHB) is the most relevant for Amedisys; Epic, Cerner, MatrixCare, Kinnser, WellSky, Suncoast, and others are useful adjacent experience. List them in a Systems or Technology section and reference them in bullets where relevant. EMR fluency reduces ramp time and recruiters explicitly screen for it.

recommended

Put licenses and certifications where they belong

Put licenses and certifications where they belong. A dedicated section listing license type, state, license number is fine to omit, expiration date, and any compact-state RN license participation. Add specialty certifications with issuing body and date: CHPN (Certified Hospice and Palliative Nurse), CHPCA (administrator), COS-C (Certified OASIS Specialist Clinical), WOCN (wound, ostomy, continence), CWS, BLS, ACLS, PALS, and similar. Therapists should list NBCOT, ABPTS specialty certifications, and state license details.

recommended

For operations and field leadership candidates (Director of Operations, Area VP,

For operations and field leadership candidates (Director of Operations, Area VP, Clinical Manager, Branch Director, Executive Director Hospice), lead with care center P&L scope, ADC (average daily census) for hospice or recertification volume for home health, employee headcount, regulatory survey results (ACHC, CHAP, Joint Commission, state DOH), and CMS Star Rating outcomes. Branch leadership is judged on growth, quality, compliance, and people, in roughly equal measure.

recommended

For corporate and technology candidates, translate your experience into healthca

For corporate and technology candidates, translate your experience into healthcare-relevant language. A revenue cycle analyst should reference HCPCS, ICD-10, RAP/NOA, claims edits, denial management, and DDE/PC-Ace. A data analyst should reference CMS public datasets, Star Ratings methodology, HHCAHPS, and home health compare. A software engineer working on clinical tools should know HL7, FHIR, and HIPAA implications.

recommended

Keep formatting iCIMS-friendly

Keep formatting iCIMS-friendly. Standard section headings (Experience, Education, Licenses, Certifications, Skills), single-column layout, no text boxes or tables-as-layout, no graphics, common fonts (Arial, Calibri, Times New Roman, Helvetica), consistent Month Year date formatting, and no critical information inside headers or footers. iCIMS parses cleaner resumes more accurately, and the structured fields are what recruiters search.

recommended

For new graduates and clinicians transitioning from inpatient to home health or

For new graduates and clinicians transitioning from inpatient to home health or hospice, lead with the relevant skills bridge. New grad RNs should highlight clinical rotations in home health, hospice, oncology, geriatrics, or community health; preceptorships; and any leadership in student nursing organizations. Hospital-to-home transitions should highlight discharge planning, patient education, complex case management, and any prior independent or autonomous practice.

recommended

Match resume length to seniority

Match resume length to seniority. Bedside clinician: one to two pages. Clinical manager and branch leadership: two pages. Director and above: two pages, occasionally three when survey histories or program-build accomplishments justify it. Avoid filler at every level; Amedisys recruiters read fast and prefer dense, evidence-backed resumes.

recommended

Proofread for clinical detail accuracy

Proofread for clinical detail accuracy. A typo on a license number, a date inconsistency between the resume and the iCIMS structured form, or a misstatement of a credential is a fast disqualifier in clinical hiring. Have a peer with the same credential read it once before you submit.

ATS System: iCIMS Talent Cloud

Amedisys runs its candidate-facing career portal on iCIMS, one of the dominant enterprise ATS platforms in US healthcare. The candidate-facing URLs follow the careers-amedisys.icims.com pattern, with each requisition rendered as a job-detail page that hosts the Apply Now flow. iCIMS parses uploaded resumes into structured candidate records, captures licenses and certifications as first-class data, routes applications through configurable workflows that include clinical-specific screening (license verification, EMR experience, on-call willingness), and is the system of record recruiters use to source from past applicants. iCIMS handles modern resume formats reasonably well, supports parallel applications under a single candidate profile, and provides reliable status tracking for candidates. For clinical roles in particular, the structured license, certification, and EMR fields are more important to fill out accurately than the attached resume, because clinical recruiters filter on those fields when building shortlists for high-volume nursing and therapy reqs.

Save your iCIMS account credentials. You will reuse them for every Amedisys application and for many other US healthcare employers that run iCIMS, and the same email-and-password should not be reused across unrelated systems for security reasons.
Upload a clean .docx or PDF that parses into Experience, Education, Licenses, Certifications, and Skills. After upload, review every parsed field and correct anything the parser misread; the structured fields are what recruiters search, not the attached file.
Fill out the Licenses and Certifications section completely and accurately. For clinical roles this is the single most important section after the resume itself; recruiters filter on license type, state, and active status when sourcing.
Match keywords from the job description into your resume body in a natural way. iCIMS supports recruiter keyword searches across structured and full-text fields, and exact phrase matches outperform paraphrases (write 'OASIS-E' not 'home health assessment tool', write 'Homecare Homebase' not 'home health EMR').
Apply to all geographies where you hold an active license rather than asking a recruiter to flex one application across multiple service areas. Each requisition is a separate workflow and parallel applications under the same candidate profile are easy and expected.
When iCIMS offers a Job Alert, create one. Alerts fire reliably when new requisitions match your saved search and arrive in email before most external aggregators index the postings.
If the submission confirmation screen does not appear, do not assume the application submitted. Log back in, check My Applications, and resubmit if the record is missing. iCIMS session timeouts are a known cause of silently lost applications, especially on mobile.
Keep your iCIMS profile current even when you are not actively looking. Amedisys recruiters source from the internal iCIMS database for roles before they post externally, particularly for hard-to-fill clinical positions in high-need geographies.

Interview Culture

Amedisys interviews are practical, evidence-driven, and structured around a combination of behavioral questions and clinical or functional depth.

For clinical roles (RN, LPN, PT, OT, SLP, hospice clinicians, aides), expect a first-round phone or video screen with a recruiter focused on license verification, years of relevant experience, EMR comfort (especially Homecare Homebase), willingness to travel within a defined service area, on-call expectations, reliable transportation, and compensation expectations. A qualified recruiter screen moves to a clinical manager or branch director interview, usually video or in-person at the local care center, that digs into your most recent clinical role, your specific patient population experience, and how you handle complex cases, family dynamics, end-of-life conversations (for hospice), and difficult clinical or ethical decisions. Strong clinical candidates often complete a ride-along or a branch visit where you spend part of a day with a current clinician or branch leader, which is as much a chance for you to evaluate the work as for them to evaluate you. For corporate roles in Baton Rouge or remote, expect a recruiter screen, a hiring manager interview, and a panel of three to five people including the hiring manager, peers, and a cross-functional partner (clinical operations, finance, compliance, IT, depending on the function). Field leadership roles (Director of Operations, Area Vice President, Executive Director Hospice, Branch Director) involve a deeper panel that almost always includes a regional vice president and frequently a member of the senior clinical or operations leadership team, plus a structured discussion of P&L, quality metrics, regulatory survey history, and people leadership. Behavioral questions across all roles probe for patient-first thinking, integrity in clinical and billing decisions, comfort working autonomously and traveling, willingness to escalate concerns, and the ability to navigate the regulatory complexity of CMS-reimbursed care. Dress is business casual to business professional for corporate and field-leadership interviews and clinically appropriate attire (often scrubs or business casual depending on the branch culture) for clinical interviews and ride-alongs. End-to-end timelines run two to five weeks for clinical roles, where speed is a competitive advantage given the nursing shortage, and four to eight weeks for corporate and leadership roles. Offers come from the recruiter with base salary or hourly rate, productivity model details for clinicians (per-visit pay, salary, or hybrid), bonus structure for leadership, sign-on bonus where applicable for hard-to-fill clinical reqs, benefits summary, and start date. Background checks, drug screens, license verification, OIG and SAM exclusion checks, and TB and other health requirements are standard and non-negotiable, particularly for clinical roles.

What Amedisys Looks For

An active, unencumbered clinical license in the state of the job posting (or compact-state eligibility for RNs in eNLC states). This is non-negotiable for clinical roles and recruiters cannot move forward without verification.
Patient-first clinical judgment. Amedisys cares for patients in their homes, often without immediate physician backup, which puts a premium on independent assessment, escalation discipline, and clear documentation. Bring stories that demonstrate clinical reasoning under uncertainty, not just task completion.
Comfort with the home and hospice setting specifically. Bedside hospital experience is valuable but does not directly translate; candidates who can articulate why they want to leave the hospital for the home setting (autonomy, longitudinal patient relationships, community connection, end-of-life mission for hospice) interview measurably better than candidates who treat home health or hospice as a fallback.
Operational rigor with regulatory metrics. Home health managers should speak fluently about OASIS accuracy, PDGM case-mix optimization, LUPA management, recertification rate, hospitalization rate, and Star Ratings. Hospice managers should speak fluently about ADC, length of stay, hospice cap exposure, IDG functioning, and the four levels of care.
Integrity around CMS billing and documentation. Home health and hospice are heavily regulated industries with a long history of OIG and DOJ enforcement actions across the sector. Hiring managers explicitly probe for ethical decision-making, willingness to raise documentation concerns, and comfort declining inappropriate billing or admission practices.
Travel readiness and geographic specificity. Amedisys clinicians work in defined service areas and visit patients in their homes; reliable transportation, valid driver license, current auto insurance, and willingness to drive 30 to 100 miles per day are baseline expectations for most field roles.
EMR fluency, especially Homecare Homebase (HCHB). Candidates who have used HCHB are at a meaningful advantage; candidates who have used other home health or hospice EMRs (MatrixCare, Kinnser, WellSky, Suncoast) ramp quickly. Hospital-only EMR experience is fine but not equivalent.
Cultural fit with the mission and the regulatory reality. Amedisys's stated mission centers on caring for patients in the place they call home, and the company's culture reflects that mission alongside the discipline of operating under CMS rules. Candidates who connect to the mission and are honest about the regulatory weight of the work fit best.
For leadership candidates, evidence of building and retaining clinical teams during a nursing shortage. Amedisys's number-one operational challenge is recruiting and keeping clinicians; leaders who can show specific recruitment and retention wins are at the top of every shortlist.
Awareness of the pending Optum acquisition without overreacting to it. Hiring managers want candidates who have done the homework on the deal, can articulate its possible outcomes, and are comfortable joining a company in strategic transition. Candidates who treat the deal as a dealbreaker self-select out; candidates who pretend it does not exist seem unprepared.

Frequently Asked Questions

What ATS does Amedisys use and where do I actually apply?

Amedisys uses iCIMS. The candidate-facing career portal lives at careers-amedisys.icims.com, with each job posting rendered as an iCIMS detail page that launches the Apply Now flow. You can reach the portal through the Careers link on amedisys.com. Create one iCIMS candidate account with a long-lived personal email and reuse it across every Amedisys application; the same profile supports parallel applications across multiple geographies if you hold licenses in more than one state.

Is the Optum (UnitedHealth Group) acquisition going to close, and should that change my decision to apply?

It is genuinely uncertain as of 2026. Optum announced the 3.3 billion dollar cash acquisition in June 2023, and the Department of Justice has held the deal up under antitrust review (the Optum-LHC Group combination, completed earlier in 2023, is part of the agency's concern about consolidation in home-based care). Both companies have publicly said they remain committed to closing, divestitures of overlapping markets have been discussed, and the merger agreement has been extended more than once. Plan for two possible futures: a standalone Amedisys continuing to trade on the NASDAQ as AMED, or an Amedisys integrated into Optum's larger home and community care platform. For most clinical roles the day-to-day work would not change dramatically in either scenario; for corporate roles the integration scenario implies more change. Hiring managers expect candidates to know about the deal, have a calm point of view, and not treat it as either a dealbreaker or a non-event.

What is the difference between the Home Health, Hospice, and High Acuity Care segments?

Home Health serves patients recovering at home after a hospital stay, surgery, or acute illness, providing skilled nursing, physical therapy, occupational therapy, speech-language pathology, medical social work, and home health aide services under a physician-ordered plan of care. Hospice serves patients with a life expectancy of six months or less, providing palliative care, symptom management, emotional and spiritual support, and bereavement services for families through an interdisciplinary group (IDG) that includes nurses, physicians, social workers, chaplains, aides, and volunteers. High Acuity Care, built around the 2021 Contessa Health acquisition, delivers hospital-at-home and SNF-at-home programs in partnership with health systems and payers, bringing inpatient-level care into the patient's home with continuous remote monitoring and rapid escalation pathways. Each segment has distinct clinical workflows, regulatory frameworks, and reimbursement models.

What is the interview process like and how long does it take?

For clinical roles, plan on a recruiter screen focused on licensure and logistics, a clinical manager or branch director interview, and often a ride-along or branch visit where you spend part of a day with a current clinician. End-to-end timelines run two to five weeks because clinical hiring is competitive and Amedisys moves fast on qualified candidates. For corporate roles, plan on a recruiter screen, a hiring manager interview, and a panel of three to five people, with end-to-end timelines of four to eight weeks. Field leadership roles include a regional vice president on the panel and run on the longer end of that range. Background checks, drug screens, license verification, OIG and SAM exclusion checks, and TB and other clinical health requirements are standard and non-negotiable.

What pay should I expect as an RN, LPN, or therapist at Amedisys?

Compensation for clinical roles at Amedisys is competitive within the home health and hospice market specifically, which generally pays somewhat less than tertiary hospital roles in the same geography but offers autonomy, no nights and weekends in many positions, and a better lifestyle for many clinicians. Pay structures vary by role and geography and include hourly, salary, per-visit, or hybrid models; per-visit (sometimes called PPV or per-point) models reward productivity and predictable caseloads. Sign-on bonuses are common for hard-to-fill clinical reqs in specific geographies, particularly RN positions. Mileage reimbursement, equipment provisioning (laptop, phone, point-of-care devices), and continuing-education support are part of the package. Treat the recruiter conversation as the source of truth and ask explicitly about base, productivity, mileage, on-call expectations, and weekend or holiday rotations.

Where is Amedisys located and what roles are remote?

The corporate headquarters is in Baton Rouge, Louisiana, and the company operates approximately 530 care centers across 37 states and the District of Columbia. Clinical roles are entirely geography-specific because clinicians visit patients in defined service areas. Branch and field leadership roles are based at or near a specific care center. Corporate roles in finance, technology, marketing, HR, legal, compliance, and clinical operations are concentrated in Baton Rouge, with a meaningful share of hybrid and fully remote positions, especially for technology and analytics functions. Filter the iCIMS search by location and remote-eligibility to find roles that fit your situation.

Does Amedisys hire new graduate nurses?

Amedisys hires some new graduate nurses, but the company generally prefers RNs with at least one to two years of acute care or relevant clinical experience because home health and hospice work is autonomous and requires confident clinical judgment without immediate physician backup. New graduates with strong home health, hospice, oncology, geriatrics, or community health rotations have a better chance, as do new grads who can articulate a clear reason for choosing the home setting. If you are a new graduate, target the lowest-acuity home health roles, ask explicitly about new-grad orientation and preceptor support, and be honest in interviews about your experience level.

What is the experience like working in home health or hospice as a clinician?

It is meaningfully different from hospital nursing or therapy. You work autonomously, manage your own schedule within productivity expectations, drive between patient homes in a defined service area, document in Homecare Homebase on a tablet or laptop, and often build longer relationships with patients and families than is possible in inpatient care. The work can be extremely rewarding (longitudinal patient relationships, real impact on independence and recovery, end-of-life mission for hospice) and also genuinely demanding (autonomy means you carry the clinical responsibility yourself, weather and traffic affect your day, family dynamics in the home are part of the job, and documentation is non-negotiable for both clinical and reimbursement reasons). Clinicians who thrive tend to value autonomy, patient relationships, and a defined mission; clinicians who need a busy team environment around them at all times often do not.

How important is Homecare Homebase (HCHB) experience?

Very important. Homecare Homebase is the primary clinical EMR at Amedisys, and HCHB experience reduces ramp time meaningfully. If you have used HCHB at a previous employer, name it explicitly on your resume and in the iCIMS Skills section, and cite it in the interview. If you have not used HCHB but have used other home health or hospice EMRs (MatrixCare, Kinnser, WellSky, Suncoast, Axxess), say so directly; recruiters know those systems map to similar workflows. Hospital-only EMR experience (Epic, Cerner, Meditech) is fine to mention but is not a substitute for home health or hospice EMR fluency.

Does Amedisys sponsor work visas?

Sponsorship at Amedisys is limited and highly role-dependent. The company sponsors selectively for specialized corporate, technology, and senior clinical roles where the requirement justifies it. It generally does not sponsor for hourly positions, most field clinical roles, or most early-career corporate roles. The iCIMS application asks about work authorization early and the answer affects which requisitions you remain eligible for. If sponsorship is essential, filter your search accordingly and raise it with the recruiter on the first screen.

What is the culture like day to day?

Amedisys's culture is mission-anchored, clinically serious, and operationally disciplined, with the texture of a company that operates at the intersection of patient care and CMS regulation. The Baton Rouge headquarters has a Southern, relationship-oriented feel; field branches reflect their local communities and care center leadership. People who thrive at Amedisys tend to care about patients, accept the regulatory weight that comes with Medicare-funded care, value autonomy in clinical roles or operational rigor in corporate roles, and can hold the dual reality of a strong mission and a public-company strategic transition. The pending Optum acquisition is a real undercurrent for corporate teams in particular, and the company has been transparent with employees about the regulatory uncertainty. People who expect the pace and aesthetics of a consumer technology company generally do not fit; people drawn to mission-driven healthcare with serious operational and regulatory complexity often do.

How to Apply to Amedisys

Key Takeaways

About Amedisys

Application Process

Resume Tips for Amedisys

Lead with your active clinical license and state, then your years of home health

Use the role-appropriate clinical vocabulary that the job description uses

Quantify your patient panel and clinical productivity

Name the EMR and clinical systems you have used

Put licenses and certifications where they belong

For operations and field leadership candidates (Director of Operations, Area VP,

For corporate and technology candidates, translate your experience into healthca

Keep formatting iCIMS-friendly

For new graduates and clinicians transitioning from inpatient to home health or

Match resume length to seniority

Proofread for clinical detail accuracy

ATS System: iCIMS Talent Cloud

Interview Culture

What Amedisys Looks For

Frequently Asked Questions

Open Positions

Related Resources

Similar Companies

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Sources