How to Apply to Baptist Health South Florida

16 min read Last updated April 20, 2026 487 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Baptist Health South Florida runs its career site on Phenom People at jobs.baptisthealth.net. Apply there directly rather than through aggregators; build a complete candidate profile before uploading a resume.
  • The system spans roughly 12 hospitals and 100-plus outpatient locations across Miami-Dade, Broward, Palm Beach, and Monroe Counties, employing approximately 25,000 people. It is the largest non-government employer in South Florida.
  • Bo Boulenger became President and CEO in June 2024, succeeding Brian Keeley after his 38-year tenure. The transition is continuity-first; strategy and culture have not pivoted.
  • Miami Cancer Institute is the system's NCCN-designated crown jewel and the only NCCN member institution in South Florida. Oncology, hematology, radiation, and cancer surgery roles have meaningful prestige value.
  • Mergers with Bethesda Health (2018) and Boca Raton Regional Hospital (2019) extended the footprint into Palm Beach County. Integration work is ongoing and shapes some hiring criteria.
  • Spanish and Haitian Creole language ability is genuinely valued and often differentiating, particularly for direct patient care roles. Multilingual candidates frequently qualify for differentials.
  • Florida's nursing labor market is competitive. Baptist Health competes for the same RNs as HCA Florida, Memorial Healthcare, Jackson Health System, Mount Sinai Miami, and Cleveland Clinic Florida. You have negotiating leverage; use it professionally.
  • Interviews are structured, behavioral, and include real peer interviews for clinical roles. End-to-end timelines run two to eight weeks depending on role type. Background check, drug screen, license verification, and immunization compliance are standard.
  • The Baptist heritage shapes the chaplaincy and the values language but not clinical practice. The system is ecumenical in operation and reflects South Florida's full demographic diversity.
  • Use exact credential acronyms in your resume, list languages explicitly with proficiency, signal Epic experience if you have it, and tailor each application to the specific facility and unit rather than applying broadly.

About Baptist Health South Florida

Baptist Health South Florida is the largest non-profit, faith-affiliated healthcare system in South Florida and the single largest non-government employer in the region. Headquartered in Coral Gables, the system employs roughly 25,000 people across approximately 12 hospitals and more than 100 outpatient centers, urgent care locations, physician practices, and ambulatory surgery centers serving Miami-Dade, Broward, Palm Beach, and Monroe Counties. The system traces its origin to the founding of Baptist Hospital of Miami in 1960 by a group of physicians and lay leaders associated with the Baptist Church, but it has grown well beyond its original parish footprint. While the Baptist heritage is preserved in the name, the chaplaincy program, and certain ethical guidelines that mirror other faith-based health systems, day-to-day operations and patient care are ecumenical, and the workforce reflects the religious, ethnic, and linguistic diversity of South Florida itself. The modern footprint is the product of a long arc of organic growth and selective mergers. Baptist Hospital of Miami remains the flagship and largest single facility, joined over decades by South Miami Hospital, Homestead Hospital, Mariners Hospital in the Florida Keys, West Kendall Baptist Hospital, Doctors Hospital in Coral Gables, and Fishermen's Community Hospital in Marathon. The 2018 merger with Bethesda Health in Boynton Beach added Bethesda Hospital East and Bethesda Hospital West, extending the system materially north into Palm Beach County. The 2019 affiliation with Boca Raton Regional Hospital (now Boca Raton Regional Hospital, Baptist Health) brought one of South Florida's most prominent independent community hospitals into the system, along with the Lynn Cancer Institute and the Marcus Neuroscience Institute. More recent integration work has continued under that banner. Within the clinical portfolio, Miami Cancer Institute is the strategic crown jewel. It is one of a small number of National Comprehensive Cancer Network (NCCN) member institutions in Florida and the only one in South Florida, which materially affects how the system competes for medical and radiation oncologists, surgical oncologists, hematologists, advanced practice providers, clinical research coordinators, and oncology nursing talent. Miami Cardiac and Vascular Institute, Miami Neuroscience Institute, Miami Orthopedics and Sports Medicine Institute, and Miami Transplant Institute (operated jointly with the University of Miami) round out the destination service lines. Baptist Health Medical Group employs the system's owned physicians, and Baptist Health Quality Network organizes value-based care across employed and affiliated providers. Leadership transitioned in 2024. Brian E. Keeley, who had served as President and CEO since 1986 and was synonymous with the system's identity for nearly four decades, retired. Bo Boulenger, previously Executive Vice President and Chief Operating Officer with deep operational tenure across the hospitals, succeeded him as President and CEO in June 2024. The transition has been characterized internally and externally as continuity-first; the strategic plan continues to emphasize destination clinical programs, a unified Baptist Health brand across the legacy Bethesda and Boca Raton facilities, ambulatory growth across all four counties, technology investment (notably an Epic EHR environment across the system), and a workforce strategy oriented around recruiting and retaining clinical talent in one of the most competitive labor markets in American healthcare. The competitive landscape in South Florida is dense and meaningfully shapes hiring. HCA Florida operates a large network of investor-owned hospitals across the same geography. Memorial Healthcare System is a public hospital district based in Hollywood with strong tertiary services in Broward. Jackson Health System is the public, taxpayer-supported safety-net system tied to the University of Miami's medical school. Mount Sinai Medical Center on Miami Beach is an independent academic-affiliated medical center. Cleveland Clinic Florida operates in Weston and increasingly across the region. Nicklaus Children's Hospital dominates pediatrics. For candidates this means real choice and real leverage in salary negotiations, particularly for nursing, advanced practice, and physician roles, and it also means Baptist Health's recruiters are aware they are competing for the same talent every day. If you are considering Baptist Health South Florida, you are considering a regionally dominant, financially stable non-profit system with a recognizable consumer brand, an NCCN-designated cancer institute, a faith heritage that informs its service ethic without being doctrinaire in clinical practice, and a workforce that genuinely reflects the multilingual, multicultural population it serves. The honest tension is the labor market itself: nursing shortages have not eased materially since the pandemic, the cost of living in Miami has moved sharply, and the system is in active recruitment mode for almost every clinical category at almost every facility.

Application Process

  1. 1
    Start at jobs

    Start at jobs.baptisthealth.net, the system's Phenom People career site. This is the front door for every open requisition across all 12 hospitals, the outpatient network, the medical group, and corporate functions in Coral Gables. Do not apply through general aggregators if you can avoid it; the Phenom-native application captures structured fields the recruiters actually search.

  2. 2
    Create a candidate profile early using a long-lived personal email address

    Create a candidate profile early using a long-lived personal email address. Phenom uses the profile to pre-fill applications, send job alerts, and track your application status across the system. You can sign in with email or LinkedIn. The LinkedIn import is reliable for basic work history but always review the parsed fields because Phenom occasionally splits one role into two entries or misreads dates.

  3. 3
    Use the search filters deliberately

    Use the search filters deliberately. Filter by location (Miami-Dade, Broward, Palm Beach, Monroe), by hospital or facility (Baptist Hospital, South Miami, Homestead, West Kendall Baptist, Doctors Hospital, Mariners, Fishermen's, Bethesda East, Bethesda West, Boca Raton Regional), by job category (Nursing, Allied Health, Physician, Corporate, IT, Research), and by employment type (Full Time, Part Time, Per Diem, PRN). Many roles are facility-specific because clinical staffing is geography-bound.

  4. 4
    For nursing roles, search using the exact specialty language Baptist Health uses

    For nursing roles, search using the exact specialty language Baptist Health uses internally: ICU, MICU, SICU, CVICU, NICU, PICU, ED, PCU, Step Down, Med Surg, Telemetry, OR, PACU, L&D, Mother Baby, Oncology, Infusion, Cath Lab, Interventional Radiology, Endoscopy, Float Pool. Filtering on the right specialty surfaces the requisitions that match your background.

  5. 5
    For each application, upload a tailored resume as a clean

    For each application, upload a tailored resume as a clean .docx or PDF. Phenom parses the resume aggressively and feeds extracted skills, credentials, and work history into the recruiter dashboard. If your resume does not contain the exact license acronyms (RN, BSN, MSN, APRN, ARNP, MD, DO, PA-C, RT(R), MLS(ASCP), CCRN, CNOR, etc.), the first-pass screen may skip you even if you are qualified.

  6. 6
    Complete the structured Work History, Education, Licenses, and Skills sections i

    Complete the structured Work History, Education, Licenses, and Skills sections in the application even if the parser pre-filled them. Recruiters search the structured fields, not the attached resume, when they build candidate shortlists. Phenom's ml_skills extractor also re-scans the structured fields, so duplicating the credential and skill information there is not wasted effort.

  7. 7
    Answer the screening questionnaire honestly

    Answer the screening questionnaire honestly. Baptist Health commonly asks about Florida licensure status (active, in-process, or compact-state for nursing), shift availability (day, evening, night, rotating, weekend), willingness to float between units or facilities, language fluency (Spanish and Haitian Creole are tracked because of patient population), and specific certifications relevant to the role.

  8. 8
    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. Baptist Health is required to collect these for federal compliance reporting; your answers do not reach the hiring manager.

  9. 9
    Submit and confirm you see the Phenom confirmation screen plus a confirmation em

    Submit and confirm you see the Phenom confirmation screen plus a confirmation email. If the email does not arrive within an hour, check spam and then log back in to verify the application is listed under your profile's submissions. Phenom has known cases where a session timeout during submission leaves the application in draft.

  10. 10
    Set up Phenom job alerts for the specialties and locations that interest you

    Set up Phenom job alerts for the specialties and locations that interest you. Baptist Health posts new requisitions throughout the week, and the alerts arrive in email before most external aggregators index them, which gives you a meaningful time advantage in a competitive market. Track next steps through the candidate dashboard, which updates as recruiters move you through stages.

Resume Tips for Baptist Health South Florida

recommended

Lead with your active Florida license and credentials in the top third of the re

Lead with your active Florida license and credentials in the top third of the resume. For RNs: list the Florida RN license number (or status if pending) and any compact state licensure, BLS, ACLS, PALS, NRP, and specialty certifications (CCRN, CEN, CNOR, CMSRN, RNC-OB, etc.) before any work history. For physicians: Florida medical license, DEA, board certification with year, and active malpractice. Phenom and the recruiter both look for these tokens immediately.

recommended

Use the exact credentialing acronyms Baptist Health uses internally

Use the exact credentialing acronyms Baptist Health uses internally. BSN, MSN, DNP, APRN, ARNP, FNP-BC, AGACNP-BC, PMHNP-BC, ACNP-BC, CRNA, PA-C, MD, DO, CCRN, CNOR, CEN, RDMS, ARRT(R), ARRT(CT), ARRT(MR), MLS(ASCP), RHIT, RHIA, CPC, CCS, Epic Certified (specify module). The Phenom parser and recruiter skill filter both rely on these exact tokens, not paraphrases.

recommended

If you speak Spanish or Haitian Creole, say so explicitly and at the top, with a

If you speak Spanish or Haitian Creole, say so explicitly and at the top, with a self-assessed proficiency level (Conversational, Professional, Native or Bilingual). South Florida's patient population requires multilingual care, and Baptist Health both tracks and rewards language capability for clinical and patient-facing roles. Bilingual candidates have a measurable advantage and frequently qualify for shift differentials at certain facilities.

recommended

Quantify clinical experience in the way nursing and physician recruiters read fo

Quantify clinical experience in the way nursing and physician recruiters read for it. RNs: list patient ratios (1:2 ICU, 1:5 Med Surg, 1:4 Step Down), unit acuity, EMR systems used (Epic experience is a real advantage given Baptist Health's Epic environment), charge nurse and preceptor experience, and any Magnet experience. Physicians: list case volumes, procedure logs, call frequency, teaching appointments, and research output.

recommended

Match keywords from the job description into your resume body in a way that read

Match keywords from the job description into your resume body in a way that reads naturally. Phenom's ml_skills extractor and recruiter keyword search both reward exact matches. If the posting says 'Cardiovascular Operating Room (CVOR)', do not write 'cardiac surgery OR'. If it says 'Oncology Infusion', do not write 'chemo nurse'. If the posting names a specific Baptist Health institute (Miami Cancer Institute, Miami Cardiac and Vascular Institute, Miami Neuroscience Institute), reference it in your cover letter or summary if you have aligned experience.

recommended

Keep formatting Phenom-friendly

Keep formatting Phenom-friendly. Standard section headings (Experience, Education, Licenses and Certifications, Skills, Languages), single-column layout, no text boxes, no images, no icons for bullets, common fonts (Arial, Calibri, Times New Roman, Helvetica), and consistent date formatting (Month Year - Month Year). Phenom parses cleaner than older ATS platforms but creative formatting still produces parse errors that demote your match score.

recommended

List skills in a dedicated Skills section using single words or short phrases ra

List skills in a dedicated Skills section using single words or short phrases rather than burying them in paragraphs. Phenom's skill extractor picks up structured lists more reliably. Group by category if useful: Clinical Skills, EMR and Technology, Languages, Certifications, Equipment.

recommended

For new graduate nurses and allied health graduates, lead with clinical rotation

For new graduate nurses and allied health graduates, lead with clinical rotation specifics: facility name, unit, hours, and what you actually did. Baptist Health hires aggressively into its new graduate residency programs, and recruiters read these resumes for evidence of patient contact hours, preceptor relationships, and demonstrated clinical reasoning, not just academic standing. Include GPA only if 3.5 or higher and include NCLEX status (passed, scheduled, ATT received).

recommended

For corporate, IT, finance, supply chain, and other non-clinical roles, follow s

For corporate, IT, finance, supply chain, and other non-clinical roles, follow standard professional resume practice: lead with a verb, end with a quantified outcome, two pages maximum for mid-career, three for senior leaders. Healthcare-specific experience is a plus but not always required; transferable skills from health plan, life sciences, hospitality, or consumer service industries translate well, particularly for patient experience, revenue cycle, and operations roles.

recommended

Proofread twice and have a second reader proofread once

Proofread twice and have a second reader proofread once. Baptist Health's culture is meticulous about clinical and administrative detail, and a typo in a cover email or a date inconsistency between the resume and the Phenom structured form is a legitimate reason recruiters drop candidates from a shortlist when they have many qualified applicants for a single requisition.

ATS System: Phenom People

Baptist Health South Florida runs its public career site on Phenom People at jobs.baptisthealth.net. Phenom is a modern talent experience platform widely used by US healthcare systems, with a candidate-facing site that supports search, faceted filtering, profile creation, job alerts, and structured application capture. Behind the scenes, Phenom parses uploaded resumes into structured candidate records, scores candidates against requisitions using extracted skills and work history (the ml_skills feature), and integrates with the back-end HRIS and recruiter workflows. The platform is materially more candidate-friendly than legacy ATS systems but it still rewards candidates who design their resume around the parser rather than fighting it. Recruiters search the structured fields and the skill profile, not the attached resume file, so completing the profile and the structured application thoroughly is what actually puts you in front of a human.

  • Use jobs.baptisthealth.net as the canonical career URL. Older URLs and aggregator listings may exist, but the Phenom site is the source of truth for active requisitions and the only place where your application reliably reaches the recruiter.
  • Create your Phenom candidate profile with a complete work history, education, licenses, and skills before uploading a resume. The parser merges existing profile data with resume data, and conflicts (different employment dates, different titles) can demote your match score against the requisition.
  • List skills in a dedicated Skills section using single words or short phrases. Phenom's ml_skills extractor picks them up more reliably from a structured list than from paragraphs of prose.
  • Use exact credential acronyms (RN, BSN, CCRN, CNOR, ARRT(R), etc.) rather than spelled-out forms. Phenom's skill extractor is acronym-aware and recruiters filter on acronyms.
  • After upload, manually correct any field the Phenom parser got wrong. The structured fields are what recruiters search, not your attached resume file.
  • Set up job alerts for the specialty and location combinations that interest you. Phenom alerts arrive in email before most aggregators index new requisitions, which gives a real time advantage on competitive Miami nursing roles.
  • Re-apply strategically rather than compulsively. Phenom tracks your application count per requisition and per system. Applying to ten loosely matched roles simultaneously signals lack of focus; applying to two or three well-targeted requisitions signals a serious candidate.
  • Keep your Phenom profile current even when you are not actively looking. Baptist Health recruiters source from the Phenom internal candidate database for hard-to-fill roles that are sometimes posted only briefly externally; an out-of-date profile is invisible to that search.

Interview Culture

Baptist Health South Florida interviews are structured, evidence-driven, and lean heavily on values-based behavioral questions tied to the system's stated standards of behavior, which include integrity, respect, accountability, teamwork, and a service ethic that Baptist Health frames around the patient and family. Expect a first-round phone or video screen with a recruiter focused on your Florida licensure status, shift availability, language fluency, willingness to float, compensation expectations, and a handful of high-level behavioral questions. Qualified recruiter screens move to a hiring manager interview, often with a nurse manager or department director, that explores your most recent role, your specific clinical or technical depth, how you have handled patient acuity and conflict, and the cultural fit indicators the manager is screening for. For most clinical roles, the next stage is a panel or peer interview with two to four people from the unit you would join: a charge nurse or senior staff nurse, sometimes a clinical educator, sometimes a unit-based council representative, and occasionally a physician partner if the unit has a tight medical-nursing collaboration. Peer interviews at Baptist Health are real evaluation steps, not formalities; staff have meaningful input into hiring decisions and hiring managers genuinely weigh peer feedback. For physician roles, expect a multi-day visit that includes department leadership, division chiefs, peer physicians, advanced practice providers, and a tour of the relevant institute or hospital. For corporate, IT, and operational leadership roles, expect three to five interviews including a skip-level conversation with the executive sponsor. A practical or skills-based component appears in many clinical interviews. Nursing candidates may face a clinical scenario or a medication math check. Allied health candidates may face equipment or procedure questions. Physician candidates may face a chart review discussion or a case presentation. None of this is a gotcha; it is a competency check that the hiring team uses to align on whether you can step into the role with the expected onboarding curve. Dress is professional for interviews; for clinical interviews, business or business casual is appropriate, and Baptist Health will tell you whether you need to bring scrubs for a unit walk-through or any practical assessment. End-to-end timelines run two to six weeks for staff clinical roles, four to eight weeks for advanced practice, and longer for physicians and senior leadership. Compensation conversations are typically handled by the recruiter rather than the hiring manager. Offers come from the recruiter with base salary, shift differentials (evening, night, weekend, charge), bilingual differential where applicable, sign-on bonus where the role qualifies, relocation assistance for eligible roles, comprehensive benefits, paid time off, retirement plan with match, tuition assistance, and start date contingent on background check, drug screen, license verification, and pre-employment health clearance including required immunizations.

What Baptist Health South Florida Looks For

  • Clinical competence backed by current Florida licensure or a clear path to it. Baptist Health does not extend offers contingent on a license you have not started pursuing. For out-of-state RNs, that means having an active compact-state license or a Florida endorsement application in motion before the final interview.
  • Demonstrated patient-and-family service ethic. Baptist Health's brand is built on consumer experience, and hiring managers screen explicitly for candidates who can describe specific moments where they advocated for a patient, supported a family, or de-escalated a difficult situation. Generic language about 'caring for patients' without specific examples is a warning sign.
  • Multilingual capability where applicable. Spanish fluency is genuinely useful across the entire footprint and frequently essential for direct patient care roles in Miami-Dade and Broward. Haitian Creole is a strong differentiator in Broward and certain Miami-Dade neighborhoods. Portuguese helps with the Brazilian community. Even functional conversational ability matters in a system where many patients are more comfortable in their first language.
  • Cultural fit with a non-profit, faith-affiliated, mission-oriented environment. Baptist Health's heritage shapes the hospital chaplaincy, the standards of behavior, and the way leadership talks about purpose, even though clinical practice is fully secular. Candidates who connect comfortably with mission language tend to show better in interviews than candidates who are visibly skeptical of it.
  • Teamwork and interdisciplinary collaboration. Most hospital units operate with tight nurse-physician-pharmacy-respiratory-care coordination and Magnet-style shared governance structures. Hiring managers screen for candidates who can describe specific moments of cross-discipline collaboration, including times when they pushed back constructively or escalated a concern.
  • Adaptability across the merged footprint. The integration of Bethesda Health (2018) and Boca Raton Regional (2019) is still working through cultural differences across legacy facilities. Candidates who can speak to navigating change, integrating systems, or working across multiple sites have an edge for roles with system-wide scope.
  • Epic competency or willingness to learn. Baptist Health runs Epic across the system. Existing Epic experience (with module specified) is a real advantage. Lack of Epic experience is not disqualifying but candidates should signal eagerness for training and rapid uptake.
  • Safety mindset and quality discipline. Baptist Health hospitals participate in Leapfrog, US News, Magnet, and various specialty certifications, which means hiring managers are explicit about candidates who can articulate handoff communication, medication safety, infection prevention, falls prevention, and just culture principles.
  • Professional commitment beyond the shift. Baptist Health invests in tuition assistance, certification reimbursement, leadership development, and clinical ladder programs. Candidates who can describe a clear professional development trajectory (certification goals, advanced degree plans, specialty interest) show better than candidates who present themselves as transactional shift-takers.
  • Honest engagement with the South Florida labor market. Hiring managers know they are competing with HCA Florida, Memorial, Jackson, Mount Sinai, Cleveland Clinic Florida, and Nicklaus. Candidates who can articulate why Baptist Health specifically (mission, brand, NCCN cancer institute, specific facility, geographic preference, culture) rather than 'looking for a hospital job' show better.

Frequently Asked Questions

What ATS does Baptist Health South Florida use and where do I actually apply?
Baptist Health South Florida uses Phenom People for its public career site. The canonical URL is jobs.baptisthealth.net, where every open requisition across all 12 hospitals, the outpatient network, Baptist Health Medical Group, and corporate functions in Coral Gables is posted. Create a candidate profile, complete your work history, education, licenses, and skills, then upload a tailored resume for each application. Apply directly through the Phenom site rather than through aggregators; the structured fields recruiters search are best populated through the native application.
Is Baptist Health South Florida a religious organization, and does that affect hiring?
Baptist Health was founded in 1960 by Baptist Church-affiliated physicians and lay leaders, and the Baptist heritage is preserved in the name, the chaplaincy program, and certain ethical guidelines that mirror other faith-based health systems. In day-to-day operations and clinical practice, the system is ecumenical. The workforce reflects the full religious, ethnic, and linguistic diversity of South Florida, and there is no requirement that employees be Baptist or any particular faith. The mission language and standards of behavior do carry a service ethic that traces to the founding heritage, and candidates who engage comfortably with mission-oriented language tend to interview better than candidates who appear skeptical of it.
How important are Spanish and Haitian Creole for getting hired?
Genuinely important and frequently differentiating, particularly for direct patient care roles in Miami-Dade and Broward. South Florida's patient population includes very large Cuban, Venezuelan, Colombian, Argentine, Brazilian, Haitian, and other Caribbean and Latin American communities, and many patients prefer to receive care in their first language. Bilingual candidates often qualify for shift or role differentials, and recruiters track and prioritize multilingual capability. List languages explicitly on your resume with self-assessed proficiency. English fluency remains required for safe clinical practice and corporate work in Coral Gables, but English-only candidates compete in a smaller pool than English-plus-Spanish or English-plus-Haitian Creole candidates for the same roles.
What is the difference between Baptist Health South Florida and Baptist Health Kentucky / Baptist Health Jacksonville / other Baptist health systems?
There are several unaffiliated health systems in the United States that share the Baptist name (Baptist Health in Kentucky, Baptist Health in Jacksonville and Northeast Florida, Baptist Memorial in Memphis, Baptist Health Care in Pensacola, and others). They share a common naming convention rooted in the broader Baptist Church-affiliated hospital movement of the 20th century but they are independent organizations with separate boards, leadership, and operations. Baptist Health South Florida is headquartered in Coral Gables and serves the four southeasternmost Florida counties only. Make sure you are applying to the right system; the careers sites are entirely separate.
Where are Baptist Health South Florida jobs located?
Headquarters and many corporate functions are in Coral Gables. Major hospital sites include Baptist Hospital of Miami (Kendall), South Miami Hospital, West Kendall Baptist Hospital, Doctors Hospital (Coral Gables), Homestead Hospital, Mariners Hospital (Tavernier in the Florida Keys), Fishermen's Community Hospital (Marathon), Bethesda Hospital East and Bethesda Hospital West (Boynton Beach), and Boca Raton Regional Hospital. Outpatient centers, urgent cares, ambulatory surgery centers, imaging centers, and physician practices are distributed across Miami-Dade, Broward, Palm Beach, and Monroe Counties. Most clinical roles are facility-specific. Many corporate and IT roles are based in Coral Gables with hybrid flexibility for some functions.
Who is the CEO and what changed in 2024?
Bo Boulenger became President and CEO of Baptist Health South Florida in June 2024, succeeding Brian E. Keeley, who served in the role for 38 years before retiring. Boulenger had previously served as Executive Vice President and Chief Operating Officer with deep operational tenure across the hospitals. The transition has been characterized as continuity-first; the strategic plan emphasizing destination service lines, ambulatory growth, technology investment, and workforce development has continued without major directional change.
What is the interview process like and how long does it take?
Plan on a recruiter screen, a hiring manager interview, and for most clinical roles a peer or panel interview with two to four people from the unit. Physician interviews typically include a multi-day visit. Corporate roles include three to five interviews including a skip-level. End-to-end timelines run two to six weeks for staff clinical roles, four to eight weeks for advanced practice and corporate, and longer for physicians and senior leadership. Background check, drug screen, Florida license verification, and pre-employment health clearance including required immunizations are standard.
Does Baptist Health South Florida hire new graduate nurses?
Yes, aggressively. Baptist Health runs structured new graduate nurse residency programs across multiple facilities and specialties. These programs combine classroom and unit-based learning with extended preceptorship and are a primary pipeline into the system. Applications open on a predictable academic calendar, and the strongest candidates apply early in the application window with a clean resume, completed Phenom profile, NCLEX status clearly stated, and clinical rotation specifics that demonstrate patient contact hours and clinical reasoning. New graduate residencies are competitive in part because they are also a major recruitment channel for HCA Florida, Memorial, Jackson, and Mount Sinai.
What salary, differentials, and benefits should I expect?
Baptist Health compensation is competitive within the South Florida market. RN salaries vary by specialty, experience, and facility; differentials are paid for evening, night, weekend, charge nurse responsibility, and certain bilingual roles, and sign-on bonuses are offered for hard-to-fill specialties. Physician compensation follows market norms for non-profit health systems in the region. Benefits include comprehensive medical, dental, and vision; retirement plan with employer match; paid time off; tuition assistance; certification reimbursement; clinical ladder advancement; chaplaincy and employee assistance programs; and relocation assistance for eligible roles. Exact numbers vary by role, geography, shift, and credentials; treat the recruiter conversation as the source of truth and be prepared to discuss expectations clearly. You have negotiating leverage in the current market; use it professionally.
Does Baptist Health South Florida sponsor work visas?
Baptist Health sponsors work visas for specific roles where the requirements justify it, particularly for physicians, certain advanced practice and specialized clinical roles, and some research and senior technical positions. It does not sponsor broadly for staff RN, allied health, or most corporate roles. The Phenom application asks about work authorization early and the answer affects which requisitions you remain eligible for. If sponsorship is essential for your situation, raise it with the recruiter on the first screen and confirm in writing what the system will and will not support for your specific role and visa category.
How does Baptist Health compare to HCA Florida, Memorial, Jackson, Mount Sinai, and Cleveland Clinic Florida?
Baptist Health is a non-profit, faith-affiliated, mission-oriented system with the largest private employer footprint in South Florida and a strong consumer brand. HCA Florida is investor-owned and operates a large network of hospitals across Florida with different incentives and culture. Memorial Healthcare System is a public hospital district based in Hollywood with strong tertiary services. Jackson Health System is the public, taxpayer-supported safety-net system tied to the University of Miami's medical school and is the primary destination for trauma, transplant, and complex public-payer care. Mount Sinai Medical Center on Miami Beach is an independent academic-affiliated medical center. Cleveland Clinic Florida operates in Weston with the brand and clinical model of the Cleveland Clinic enterprise. For candidates this means real choice. Baptist Health typically wins on brand strength, NCCN-designated oncology, the Coral Gables and Kendall geographic footprint, and the non-profit mission orientation. Other systems may win on academic affiliation, public-payer mission, specific clinical programs, or shift and unit fit. Interview at multiple systems and choose deliberately.
What is the day-to-day culture like?
Baptist Health's culture is best described as service-oriented, mission-aware, professionally rigorous, and quietly proud of the brand. People who thrive tend to like patient-and-family-centered care, structured shared governance, multidisciplinary teamwork, and a stable, well-resourced non-profit environment. The legacy of Brian Keeley's 38-year tenure shaped a culture of long employee tenure, internal promotion, and continuity, which Bo Boulenger appears committed to preserving. People who expect the speed of an early-stage company or the sharp edges of an investor-owned operator generally find the pace and decision-making style more deliberate. The South Florida setting, the multilingual workforce, the Cuban-American and Caribbean cultural texture, and the faith-rooted service ethic give the system a flavor that is genuinely distinct from a generic health system, and many employees cite that flavor as the reason they have stayed for decades.

Open Positions

Baptist Health South Florida currently has 487 open positions.

Check Your Resume Before Applying → View 487 open positions at Baptist Health South Florida

Related Resources

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Sources

  1. Baptist Health South Florida - Careers (Phenom-powered site) —
  2. Baptist Health South Florida - About Us —
  3. Baptist Health South Florida - Leadership —
  4. Miami Cancer Institute (NCCN Member Institution) —
  5. National Comprehensive Cancer Network - Member Institutions —
  6. Baptist Health South Florida - Hospitals and Facilities —
  7. Baptist Health South Florida - Boca Raton Regional Hospital Affiliation Announcement —