How to Apply to Intermountain Health

10 min read Last updated April 20, 2026 274 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • Apply via careers.intermountainhealthcare.org — it is Workday, treat it accordingly
  • Put credentials and state licenses at the top of the resume with exact abbreviations
  • Lead with Cerner/Oracle Health EHR experience if you have it — it is a real differentiator
  • Prepare STAR-format stories anchored to One Intermountain values for panel interviews
  • Know the Castell value-based care platform and speak its vocabulary fluently
  • Signal genuine geographic flexibility — rural sites open doors fast
  • Expect a nicotine test in Utah facilities under the tobacco-free hiring policy
  • Budget 4-8 weeks from application to start date once you pass the recruiter screen
  • Ask informed questions about post-SCL merger integration in your loop

About Intermountain Health

Intermountain Health is one of the largest nonprofit healthcare systems in the western United States, headquartered in Salt Lake City, Utah, with operational offices in Murray, Utah and Broomfield, Colorado. The organization traces its founding to April 1, 1975, when The Church of Jesus Christ of Latter-day Saints (LDS Church) donated fifteen hospitals, including LDS Hospital and Primary Children's Hospital, to the community and structured them as an independent secular nonprofit. While the founding endowment came from the LDS Church, Intermountain has operated as a fully secular, community-owned healthcare system since day one, and religious affiliation is not a factor in patient care, hiring, or culture. The system grew organically across Utah and Idaho for nearly five decades as one of the most-studied integrated delivery networks in American healthcare, cited by President Barack Obama in 2009 as a national model for delivering high-quality care below average cost. On April 1, 2022, Intermountain completed a transformational merger with Colorado-based SCL Health (Sisters of Charity of Leavenworth Health), a Catholic-sponsored system whose hospitals retained their Catholic identity and directives post-merger. The combined organization now operates roughly 33 hospitals and more than 385 clinics across seven states — Utah, Idaho, Nevada, Colorado, Montana, Wyoming, and Kansas — with approximately 67,000 caregivers serving millions of patients annually. In 2023, the system rebranded from 'Intermountain Healthcare' to 'Intermountain Health' to signal a broader multi-state identity and a consumer-facing posture beyond traditional hospital services. Intermountain has long been recognized as a leader in value-based care and health information technology, rooted in the legacy of former CIO Marc Probst's deep Cerner electronic health record partnership and clinical informatics work. The system's value-based care platform, Castell, operates as a separate integrated services entity focused on population health, risk-bearing contracts, and analytics. Primary Children's Hospital, anchored on the main Salt Lake City campus and now complemented by the 2024-opened Miller Family Campus in Lehi, is one of the top pediatric hospitals in the U.S. and serves a 400,000-square-mile regional catchment across five states. President and CEO Rob Allen, a longtime Intermountain executive who previously served as COO, took the top role in late 2022 to lead the post-merger integration and the system's Rocky Mountain expansion strategy, which also includes the 2021-acquired Saltzer Health network in southwest Idaho.

Application Process

  1. 1
    Search and apply via careers

    Search and apply via careers.intermountainhealthcare.org (the legacy domain still routes to the active careers portal), which is powered by Workday as the applicant tracking system. Create a Workday candidate profile, upload a resume, and complete the application — Workday auto-parses your resume into profile fields, so verify every parsed field before submitting.

  2. 2
    Recruiter phone screen (20-30 minutes) typically occurs within 1-3 weeks of appl

    Recruiter phone screen (20-30 minutes) typically occurs within 1-3 weeks of application for active requisitions. The recruiter validates credentials, licensure, state eligibility, compensation expectations, shift availability, and willingness to work at the specific facility (urban Wasatch Front vs. rural/regional sites).

  3. 3
    Role-specific assessments: clinical roles (RN, allied health, tech) commonly inc

    Role-specific assessments: clinical roles (RN, allied health, tech) commonly include situational judgment tests, clinical scenario assessments, or skills checks. Some technical and corporate roles include Workday-delivered personality or cognitive assessments. Nursing candidates may be asked to complete a Prophecy/Cross Country or similar clinical assessment.

  4. 4
    Panel or hiring-manager interview, usually 45-90 minutes

    Panel or hiring-manager interview, usually 45-90 minutes. For nursing and allied health, expect a behavioral panel (charge nurse, nurse manager, sometimes a peer staff nurse) using STAR-format questions anchored to Intermountain's One Intermountain values. Corporate and IT roles typically run a hiring manager interview followed by a team panel.

  5. 5
    Reference checks via SkillSurvey or direct contact

    Reference checks via SkillSurvey or direct contact — typically 3 professional references, often including a recent supervisor. Intermountain verifies references before extending an offer, not after.

  6. 6
    Verbal offer from the recruiter, followed by a formal written offer in Workday

    Verbal offer from the recruiter, followed by a formal written offer in Workday. Clinical offers are contingent on licensure verification, background check, drug screen (including nicotine testing for some roles per Intermountain's tobacco-free hiring policy in applicable states), and immunization records including a current flu shot and documented measles/mumps/rubella, varicella, hepatitis B, and Tdap status.

  7. 7
    Pre-start onboarding: occupational health clearance, fit testing for N95 respira

    Pre-start onboarding: occupational health clearance, fit testing for N95 respirators (patient-facing roles), EHR (Cerner) training enrollment, and new-caregiver orientation scheduling. Start dates are commonly 2-6 weeks after offer acceptance depending on licensure transfer and credentialing timelines.

Resume Tips for Intermountain Health

recommended

Put clinical credentials in the top third of the resume with exact certification

Put clinical credentials in the top third of the resume with exact certification names and expiration dates: RN, BSN, MSN, DNP, BLS, ACLS, PALS, NRP, TNCC, CCRN, CEN, etc. Workday parses credential fields into discrete data points — spell them out, do not use unfamiliar abbreviations.

recommended

List active state nursing licenses (compact or single-state) with license number

List active state nursing licenses (compact or single-state) with license numbers. Utah, Idaho, Colorado, Montana, Wyoming, Kansas, and Nevada all matter differently depending on the facility — if you hold a multistate/compact license, say so explicitly because it widens the roles you are eligible for across the Intermountain footprint.

recommended

Surface Cerner/Oracle Health EHR experience prominently

Surface Cerner/Oracle Health EHR experience prominently. Intermountain has one of the deepest Cerner partnerships in U.S. healthcare, and Cerner fluency is a meaningful differentiator over Epic-only candidates for clinical, revenue cycle, informatics, and IT roles.

recommended

Show value-based care literacy where relevant: HEDIS, STARS, ACO, risk contracts

Show value-based care literacy where relevant: HEDIS, STARS, ACO, risk contracts, care gaps, population health, SDOH, care management. Castell is Intermountain's value-based care platform, and roles tied to it screen heavily for this vocabulary.

recommended

Frame nursing experience in Magnet-recognition terms where you have it: shared g

Frame nursing experience in Magnet-recognition terms where you have it: shared governance participation, unit-based council work, evidence-based practice projects, quality improvement measures with outcomes. Several Intermountain hospitals are Magnet-designated and the culture rewards this framing.

recommended

Mirror the exact keywords from the Workday requisition — Intermountain's Workday

Mirror the exact keywords from the Workday requisition — Intermountain's Workday instance uses keyword-weighted recruiter searches. Match job titles, certification abbreviations, procedure names (e.g., CRRT, ECMO, CVVH), and software names verbatim.

recommended

State geographic flexibility explicitly if you have it

State geographic flexibility explicitly if you have it. Many roles are posted to specific facilities (Intermountain Medical Center in Murray, Primary Children's in Salt Lake City, LDS Hospital, McKay-Dee in Ogden, Dixie Regional/St. George, Saint Joseph Denver, Lutheran Wheat Ridge, St. Vincent Billings). Willingness to work rural Idaho, rural Montana, or the southwest Utah market meaningfully expands your pipeline.

recommended

For non-clinical roles, quantify outcomes in healthcare-specific terms: reduced

For non-clinical roles, quantify outcomes in healthcare-specific terms: reduced length of stay, readmission rates, denial rates, patient satisfaction (HCAHPS) points, throughput metrics, cost per case. Healthcare hiring managers weight domain-specific metrics much more heavily than generic KPIs.

ATS System: Workday

Intermountain Health runs Workday Recruiting as its applicant tracking system across the combined post-merger footprint. Candidates apply through careers.intermountainhealthcare.org, which fronts a Workday candidate portal where you create a profile, upload a resume that Workday auto-parses into structured fields, and submit role applications. Recruiters run keyword-weighted Workday searches against parsed profiles, so exact-match credential abbreviations, certification names, state licenses, and EHR/system names matter more than narrative prose. Internal mobility, assessments, offer letters, and onboarding all happen inside the same Workday instance, which means keeping your profile current is how you stay discoverable for internal transfers after you are hired.

  • Review and correct every Workday-parsed field after resume upload — do not trust the parse
  • Use exact credential abbreviations in the format Workday expects (RN, BSN, MSN, BLS, ACLS, PALS, CCRN, etc.)
  • Add all state licenses to your profile with license numbers so recruiter searches surface you for multi-state roles
  • Mirror keywords from the specific requisition verbatim — Workday recruiter search is keyword-weighted
  • Keep the profile updated after hire; internal transfers use the same Workday instance as external applications
  • Apply early in the requisition posting cycle; nursing requisitions often close quickly once candidate volume hits target

Complete Workday Resume Guide →

Interview Culture

Intermountain interviews are built around its 'One Intermountain' values framework — accountability, integrity, excellence, and trust — and nearly every interview, clinical or corporate, uses structured behavioral STAR-format questions. Expect to be asked to describe specific past situations, the actions you took, and the measurable outcomes, rather than hypothetical scenarios. For nursing roles, panel interviews are standard: a charge nurse, the unit nurse manager, and sometimes a peer staff nurse will all interview you together, and all three typically have veto power. Come prepared with three to five detailed clinical stories covering patient safety events, interdisciplinary conflict, a time you escalated appropriately, a quality improvement contribution, and a moment where you put the patient experience first. Intermountain has spent two decades explicitly building a culture around value-based care — the balance of quality and cost — so expect questions about how you have reduced waste, avoided unnecessary tests, worked with care management on transitions, or contributed to HCAHPS or readmission improvements. The post-2022 SCL Health merger integration is still ongoing in meaningful ways: Colorado and Montana facilities retain Catholic healthcare directives, pay bands were harmonized in waves, and some service lines are still being rationalized across the combined system. Candidates interviewing at former SCL facilities should expect some questions that probe comfort with change and ambiguity. Utah cultural context is worth understanding without overweighting: Intermountain is a secular nonprofit and neither recruiters nor hiring managers raise religion, but the Wasatch Front labor market has a distinct cultural texture (lower turnover, a strong culture of community service, tobacco-free hiring in Utah facilities) that shapes how 'fit' gets assessed. In the Mountain West, rural and frontier care is a real part of the job — McKay-Dee, Dixie Regional, rural Idaho critical access hospitals, and Montana facilities all serve patient mixes very different from an urban Salt Lake practice. Candidates who signal genuine interest in rural patient populations, rather than treating rural sites as a stepping stone, consistently interview better. Finally, Intermountain asks a version of 'why us, why now?' in almost every loop — weak candidates cite compensation or location; strong candidates cite the value-based care mission, Primary Children's legacy, Cerner/informatics depth, or specific research or quality programs.

What Intermountain Health Looks For

  • Clinical excellence evidenced by outcomes, certifications, and specialty experience — not just years in seat
  • Value-based care thinking: comfort balancing quality, safety, and cost rather than maximizing volume
  • Geographic flexibility, including genuine openness to rural Utah, rural Idaho, Montana, and Wyoming sites
  • Cerner (Oracle Health) EHR fluency for clinical, informatics, revenue cycle, and IT roles
  • Team-first behavioral signals: shared governance, interdisciplinary collaboration, speaking up on safety
  • Long tenure potential — Intermountain recruits for career employees, not job-hoppers, especially in nursing
  • Comfort with ambiguity during the ongoing SCL Health merger integration across pay, systems, and policies
  • Mission alignment around nonprofit, community-owned healthcare rather than purely transactional career motivations

Frequently Asked Questions

What do Intermountain Health registered nurses actually make across the seven-state footprint?
RN base pay varies materially by state and facility. Utah and Idaho urban-market new-grad RNs generally land in the $34-42/hour range (roughly $70,000-$87,000 at full-time), with experienced med-surg/tele RNs reaching $42-50/hour. Critical care, ED, cath lab, and specialty RNs sit higher, commonly $48-62/hour. Colorado Front Range facilities (the former SCL Health Denver-metro hospitals) pay meaningfully more than Utah — often 10-20% higher base — reflecting Denver cost-of-living and local market competition. Montana, Wyoming, and rural Idaho critical access sites frequently add rural or location differentials. Shift differentials for nights, weekends, and charge duty stack on top. Sign-on bonuses and relocation are common for hard-to-fill specialties and rural sites, though they come with 2-3 year service commitments.
Does Intermountain run a structured nurse residency program for new-grad RNs?
Yes. Intermountain operates a Nurse Residency Program accredited through the ANCC Practice Transition Accreditation Program for new-graduate BSN-prepared RNs across its hospitals. Cohorts typically run 12 months and combine classroom didactics, simulation, mentor pairing, and evidence-based practice projects. Specialty residencies exist for critical care (ICU/CVICU/NICU/PICU), emergency department, perioperative (OR), and labor & delivery, and most fill competitively each cohort. New grads should apply several months ahead of their graduation date, list clinical rotations prominently on the resume with hospital names and unit types, and be explicit about specialty interest — residency slots are allocated by specialty, not hospital-wide.
How does internal mobility work at Intermountain, and how long before I can transfer?
Internal transfers run through the same Workday careers portal used externally, filtered to 'internal candidates.' Most caregivers are eligible to apply for internal moves after 6 months in their current role and with performance in good standing; some specialty units and clinical ladders require 12 months. Managers must be notified when an internal application is submitted, which occasionally creates friction — best practice is to have the conversation first. Intermountain's clinical ladder program (RN I through RN IV) provides a structured path for staying in direct care while increasing pay and scope, and many caregivers use it rather than moving into management. The post-SCL merger has broadened internal opportunity into Colorado and Montana for Utah-based caregivers willing to relocate.
Is tuition reimbursement available and does it cover advanced practice degrees?
Yes. Intermountain offers tuition reimbursement for caregivers in benefits-eligible roles, with annual caps that vary by role and level and typically cover a meaningful portion of in-state graduate tuition. Reimbursement generally covers degrees directly relevant to the current or a future Intermountain role — BSN completion, MSN (including nurse practitioner tracks), MHA/MBA in healthcare, and select clinical doctorates. Many programs require a service commitment after degree completion (commonly 2 years). Intermountain also partners with several universities — most notably Western Governors University, which is Utah-headquartered — for discounted rates, and offers structured partnerships for BSN-to-MSN, MSN-to-NP, and RN-to-BSN pathways. Verify current limits and partnerships at the time of offer, as they update annually.
Is Intermountain Health unionized? What is the reality of staff representation?
Intermountain is largely non-union. Utah, Idaho, Wyoming, and Kansas are right-to-work states with very little hospital unionization, and Intermountain's legacy Utah hospitals have never had a major nursing union. The post-2022 merger brought some former SCL Health Colorado and Montana facilities into the system where limited bargaining units exist for specific trades (engineering, some allied health), but nursing is broadly not unionized. Intermountain runs a strong shared governance and unit-based council structure as its primary vehicle for caregiver voice on clinical practice, staffing ratios, and unit decisions. If collective bargaining representation is material to you, ask about the specific facility during the recruiter screen — answers vary by site.
Does Intermountain have an internal travel or float program?
Yes. Intermountain operates an internal flex/float staffing pool (historically branded as Intermountain's internal agency/flex staffing) that functions similarly to an external travel nursing arrangement but within the Intermountain network. Caregivers in the internal travel program commit to multi-week assignments across Intermountain facilities, often with premium pay, and cover staffing gaps without leaving the Intermountain benefits ecosystem. It is a strong fit for experienced RNs who want higher earnings and variety without the administrative overhead and benefits loss of leaving for an external travel agency. Eligibility typically requires 1-2 years of recent acute-care experience and relevant specialty certifications. Benefits, retirement, and tuition reimbursement continue while in the internal travel role.
How has the 2022 SCL Health merger changed hiring across the combined system?
The merger nearly doubled Intermountain's geographic footprint into Colorado and Montana and added facilities in Wyoming and Kansas. Operationally, hiring is increasingly centralized on Intermountain's Workday instance and recruiter pool, but compensation bands, benefits plans, and some HR policies were harmonized in waves and a few differences persist. Catholic ethical and religious directives remain in force at former SCL hospitals (Saint Joseph Denver, Lutheran Wheat Ridge, St. Mary's Grand Junction, St. Vincent Billings, Holy Rosary Miles City, and others) and affect certain clinical services, which is material for some clinical candidates. Integration is a recurring interview topic — hiring managers explicitly value candidates who can navigate ambiguity and two-culture environments. Expect continued realignment across service lines and shared services for the next several years.
Why do Intermountain offers sometimes get rescinded before start date?
Offers are contingent on several gates and each one is a real failure mode. The most common rescission triggers are: licensure verification issues (lapsed license, a multistate license that turns out not to cover the specific state of the role, unreported discipline history), positive drug screens including nicotine where the tobacco-free hiring policy applies, incomplete or falsified immunization records (especially missing MMR, varicella, or hepatitis B titers), undisclosed criminal history surfaced by the background check, and employment-history discrepancies between the resume and Workday-parsed profile. The fix is proactive: verify every parsed field before submitting Workday, pull your own immunization records ahead of time, disclose anything that will show up, and know exactly which state license you hold and whether it transfers. Offers are rarely rescinded over compensation — almost always over compliance gates.
What does a career path look like within Castell, Intermountain's value-based care arm?
Castell is Intermountain's value-based care subsidiary focused on population health, risk-bearing contracts, care management, and analytics. It hires a different profile from the acute-care hospitals: care managers (often RNs or LCSWs), data analysts, actuarial and risk adjustment professionals, ACO and contracting specialists, product managers, and clinical informaticists. Clinical backgrounds move into Castell most often through care management and quality improvement roles, then into program management and leadership. Non-clinical analytics and strategy hires commonly come from managed care plans, ACO operators, or consulting. Compensation is competitive with national population-health employers and generally higher than equivalent-title hospital roles on the analytics side. Castell roles are one of the clearest paths inside Intermountain for people who want healthcare mission alignment without bedside work.

Open Positions

Intermountain Health currently has 274 open positions.

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