Healthcare asks more of its people than almost any sector: long shifts, hard cases and moments that stay with you. The best EVP examples in healthcare do not hide that. They name what the work asks, and show what people get back.
This is the third post in the Happydance series celebrating the best EVP examples by sector and market, after our Top 10 in US tech and our Top 10 in US financial services. This time it is US healthcare: hospitals, health systems, insurers, pharmaceutical and medical technology employers.
As always, this is a celebration, not a teardown. Every point of praise is tied to something you can read on the brands’ own careers pages today. I scored each EVP with the Happydance EVP grading framework, built on the two books behind our approach, Give & Get Employer Branding and Sell The Truth. Both start with the question every candidate is really asking: “Do I have what it takes to thrive at your organization?”
Each EVP is scored from 1 to 5 on eight criteria taken directly from Give & Get Employer Branding and Sell The Truth, for a total out of 40: the Give and Get, the whole truth (harsh realities named plainly), story proof, employee voice, distinctiveness, audience fit, alignment and proof. Ties are broken by the Give and Get, then the whole truth, then story proof.
I only scored what is public. Every quote below was copied from the brand’s own pages on 30 October 2026, and each entry links to its source. A lower score on one criterion is a note about what was visible on the pages I reviewed, not a judgement on the culture behind it.
1
Intuitive
33/40
The EVP as published: “Come for the challenge. Stay for the impact.” Intuitive is hiring “mission-oriented problem solvers just like you.”
Intuitive has the clearest Give and Get line in US healthcare, and it fits in eight words: “Come for the challenge. Stay for the impact.” Then it hands candidates a way to test the fit before they apply: “Take this quiz to find out if we can offer the culture and career you’re looking for.” That is a smart filter in action.
The Give and Get
The Give is named plainly: “With significant work to do and no time for egos, Intuitive fosters a culture of inclusion and collaboration.” It adds: “With invention and innovation come many challenges”. The Get is purpose you can feel. As Kamilah Brewton puts it: “Every single day you know there is a patient at the end of whatever you’re doing.”
The story proof
Aaron Oldham, a senior services learning trainer and Marine Corps veteran, tells a story with real tension. After an accident that led to nine surgeries in six months, he says: “The Intuitive community has been incredible. People donated, visited me, called, and checked in.” On the mission page, Claudia Lopez Rivera adds: “I’m doing it for the next patient.”
What we can all learn
Pair your Give and Get line with a tool that lets people test themselves against it. A culture quiz turns the question of fit into a decision candidates can make for themselves.
How to get more from the careers website
A careers website that puts the question of fit first: a culture quiz candidates can take before they apply, Employee Stories and How we hire in the main menu, and a Talent Community for anyone not ready to apply yet. We were proud to build it.
The EVP as published: “Because we’ll care for you the way you care for others”, with the promise that “New challenges and opportunities to learn are what allow great careers to thrive.”
Cleveland Clinic writes its Give and Get for nurses as a mirror: “Because we’ll care for you the way you care for others”. It says exactly who the deal is for, and what each side brings to it.
The Give and Get
The Give is respected, not softened: “It takes a special kind of person to pursue a career in nursing”. The Get is spelled out: “tuition reimbursement, student loan repayment and relocation assistance”, a nurse residency, and a promise of support: “As a Cleveland Clinic caregiver, you are never alone.”
The story proof
Amy Lucci’s story covers a 30-year career with real tension. When a LASIK patient could not lie flat, the team thought: “We can’t do his surgery,” until Amy had an idea. The story is honest about the cost too: “It wasn’t always easy to balance work, school and family”. Her verdict: “Working here makes you better at what you do”.
What we can all learn
Write your Give and Get as a mirror. When the promise reflects what you ask of people, they see the deal in a single line.
How to get more from the careers website
Bring the mirror line from the nursing pages onto the homepage, and link stories like Amy’s from each career area so every audience meets a caregiver like them.
Providence tells nurses the hard part, and who thrives in it. Jared’s story says plainly that “not every day in the NICU is easy”, then describes the people who do well there: “nurses who thrive in the NICU are adaptable, eager to learn and comfortable working in a fast-paced critical care environment.” That answers the question every candidate is asking.
The Give and Get
The Give is the reality of critical care, with families facing “some of the most difficult moments of their lives.” The Get starts on the homepage: “From day one, we support you with best-in-class benefits and professional development resources to empower your growth”. Louise’s story adds lunch-and-learns, shadowing and tuition assistance.
The story proof
Jared, a NICU RN, describes a case that stayed with him: “It was a really tough case; I was with the baby for a long time,” and then the support that followed: “The experienced nurses have been my rock during some emotional times.” Louise went from medical assistant to leading operations for three neuroscience clinics in three years: “That initial curiosity about operations grew into something else”.
What we can all learn
Describe who thrives. One honest sentence about the people who do well filters better than a page of perks.
How to get more from the careers website
Put a short line on who thrives at the top of each nursing career page, drawn from stories like Jared’s, so candidates can test their fit before they apply.
The EVP as published: “It’s our job to help you live your best life so in turn, you can bring life-changing health innovations to those who need them.”
Johnson & Johnson writes its exchange as cause and effect: “It’s our job to help you live your best life so in turn, you can bring life-changing health innovations to those who need them.” It does not pretend the mission is easy either: “those barriers aren’t going to break themselves.”
The Give and Get
The Give is the chance to “tackle the world's toughest health challenges”. The Get is practical and personal: “Your mind is top of our mind. We believe mental health is as important as physical health.” And for growth: “We’re a learning company.”
The story proof
Megan’s story starts with doubt about her path: “Pharma wasn’t even on her radar.” Ten years later she is a Director in Clinical Medicine: “Interning at J&J showed me another way to connect science and medicine,” she says, and the work taught her to “think critically from the standpoint of patients”.
What we can all learn
Write the deal as cause and effect. Two words, “so in turn”, turn a list of benefits into a value exchange.
How to get more from the careers website
A careers website that makes the next step easy: employee stories sorted by theme, dedicated hiring programme pages for military-connected talent, contractors and career training, and hiring FAQs that answer the questions candidates actually ask. We were proud to build it.
Mayo Clinic puts the Get and the Give in one sentence: “We know that when Mayo Clinic takes care of you, you can take better care of our patients.” It also helps nurses self-select with a quiz: “answer a few questions around your caring characteristics, and we'll serve you your Nursonality”.
The Give and Get
The Give is the patient-first value and a high standard: “colleagues inspire you to stretch and grow beyond your boundaries.” The Get is backed with proof few employers can match: “Mayo Clinic is proud to be among the few U.S. companies to provide a pension benefit at no cost to employees.” Add “up to $10,000 per child in adoption assistance”.
The story proof
Mayo Clinic invites candidates to hear it from its people: “If you want to know what it’s really like at Mayo Clinic, just ask.” Most of those voices live in video rather than written stories on the pages I reviewed, so story proof scores 2.
What we can all learn
Back the promise with specifics. A pension at no cost says more than a generic line about competitive benefits ever could.
How to get more from the careers website
Bring the voices from the videos onto the page as written first-person stories, linked from the Nursing and Benefits pages, so candidates can read what “life-changing” feels like on a shift.
Kaiser Permanente publishes something almost no health system does: an honest account of a culture being rebuilt. At Sunnyside Medical Center, the emergency team writes: “Our culture is growing and rebuilding. We’ve had some hard times, but this is a fresh new season.” That is the whole truth, told with hope.
The Give and Get
The Give is a set of behaviour standards the team chose for itself: “We choose to talk to each other and not about each other.” and “We choose to not tolerate dehumanizing language.” The Get is a safe place to learn. Nurse Manager Kristen: “We encourage psychological safety for all our people”.
The story proof
The Sunnyside story has the tension and change Sell The Truth asks for, with people at the centre. “There’s no map that shows the path ahead.” Kristen adds: “Making it okay to ask questions. Making it okay to make mistakes.” and “We’re inviting people to be a part of a bigger story,”.
What we can all learn
Tell the comeback story. Admitting hard times, then showing what changed, builds more trust than any award.
How to get more from the careers website
Give the Sunnyside story a place on the homepage, and add more first-person caregiver stories like it, so the honesty candidates find there is the first thing they see.
Thermo Fisher turns its careers website into a library of first-person stories, each finishing the same sentence. “My Work is a Story of Safety” is about keeping lead out of kids’ toys. “My Work is a Story of Authenticity” is about fighting counterfeit drugs in Africa. Dozens of voices, one clear idea.
The Give and Get
The Give: “Our work requires passion and creates meaningful outcomes.” The Get: “Discover the resources that match your professional development interests, a culture that welcomes your ideas, and opportunities that only a global leader can provide.”
The story proof
Paula, a Systems Design Engineer, is honest about the climb: “It's been a learning curve at times, but I love helping my team overcome obstacles.” Estefanía moved from psychology to marketing: “from the very beginning I was determined to grow and develop with this company.”
What we can all learn
Let every story finish the same sentence. A shared frame makes dozens of voices feel like one brand.
How to get more from the careers website
Link the story library from each career area and job page, so candidates move straight from a role to the people who do it.
The EVP as published: “Every Member, Every Moment”: “Here, you’re supported to grow, encouraged to bring your ideas to life, and empowered to do work that truly matters.”
Centene is honest about whose lives the work touches: members “who are often lower-income and medically complex, who have faced challenges accessing benefits within the healthcare system.” Candidates know exactly who they would be serving.
The Give and Get
The Give: “Every action, every idea, every moment counts”. Centene names the strain too: “The holiday season can be especially demanding for clinicians”. The Get: “Here, you’re supported to grow, encouraged to bring your ideas to life, and empowered to do work that truly matters.”
The story proof
An intern’s guest post opens with doubt: “I worried that my background would make me stand out in a bad way. I questioned whether I was even worthy of the position.” Then the change: “My team genuinely valued my opinions and input on projects.” And the lesson: “what I do need is the confidence to stay curious.”
What we can all learn
Publish the doubt as well as the win. A story that starts with fear is the one candidates believe.
How to get more from the careers website
A careers website made for exploring: a Careers Blog with first-person stories, pages on flexible working, benefits and veterans and military spouses with related jobs alongside, and hiring events and a Talent Network one click from the menu. We were proud to build it.
CVS Health puts the Give and the Get in six words: “Live your purpose. Grow your career.” Its hiring FAQ even asks the question most employers avoid: “Why did I get declined so quickly after applying?”
The Give and Get
The Give is a clear standard: “We set a high bar, with safety and quality at the center of all we do.” and “We show up with compassion and empathy for our customers and our colleagues.” The Get, in Rory D.’s words: “CVS Health has so many different types of businesses, roles, and opportunities that you could have a very successful and dynamic career journey here.”
The story proof
Pharmacist Molly Lewis opened the very first CVS Pharmacy in Manhattan and now serves rural Vermont: “Because we’re in the country with everything spread out, it’s not always easy for patients to visit our pharmacy. So, we bring health care to them,”.
What we can all learn
Answer the awkward questions. An FAQ that explains a fast decline earns trust before the first interview.
How to get more from the careers website
Lead each career area page with a colleague story like Molly’s, so every candidate meets someone who does the job before they apply.
Regeneron is unusually candid about its hiring process. It tells candidates that “Some roles include a seminar or technical exercise”, and promises: “After interviews and careful consideration by the hiring team, we'll follow up either way.” Few employers commit to closing the loop.
The Give and Get
The Give: “Great science doesn’t happen alone. It happens when curious people challenge ideas, share perspectives and work together”. The Get: “Discover a workplace that values who you are, supports how you live and invests in where you're going.”
The story proof
Regeneron’s culture code was written by the people who live it: “Created by thousands of colleagues, The Regeneron Way is how we stay uniquely us.” Named employee stories were not on the pages I reviewed, so story proof scores 2.
What we can all learn
Promise to close the loop. Telling candidates they will hear back either way is a small promise with a big effect.
How to get more from the careers website
A careers website that shows candidates the whole route: every team mapped, a five-step How We Hire guide from application to first day, and job alerts and a Talent Community that match people with new openings as they post. We were proud to build it.
What we can all learn from the best EVPs in US healthcare
Side by side, these ten share five lessons.
1
Put the exchange in one line. Intuitive does it in eight words: come for the challenge, stay for the impact. Cleveland Clinic mirrors its promise to nurses. CVS Health pairs purpose with growth.
2
Say the hard part out loud. Providence says not every day in the NICU is easy. Kaiser Permanente admits hard times at Sunnyside. Centene names how demanding the holidays can be for clinicians.
3
Help people decide. Intuitive’s culture quiz, Mayo Clinic’s Nursonality quiz and Providence’s description of who thrives in the NICU let candidates test the fit for themselves. Helping candidates see where they will thrive starts here.
4
Let your people tell it, struggle included. Cleveland Clinic, Johnson & Johnson, Thermo Fisher and Centene prove their claims with first-person employee stories where the employee is the hero. As I wrote in Sell The Truth, “These are not testimonials. They are social proof at human scale.”
5
Back promises with proof. Mayo Clinic offers a pension at no cost to employees. Cleveland Clinic offers student loan repayment. Regeneron promises to follow up either way.
If you want to see how your own EVP measures up, run it through the free Employer Brand and EVP Grader on the Employer Brand Atlas, the Happydance community for employer brand people. And if you would like a fresh pair of eyes on your careers website, our careers website audit is a good place to start.
Frequently asked questions
What is an EVP in healthcare?
An employer value proposition (EVP) is the deal between an employer and its people. Give & Get Employer Branding frames it as a value exchange: what your people give, and what they get in return. In healthcare the Give is often demanding, so the best EVPs name it honestly and show the support that comes with it.
What are the best employee value proposition examples for healthcare?
In our 2026 list, Intuitive, Cleveland Clinic and Providence lead. The best examples state the Give and the Get together, name the hard days, and prove their claims with first-person caregiver and employee stories.
Which company has the best EVP in US healthcare in 2026?
In our 2026 review of US healthcare careers websites, Intuitive scored highest (33 out of 40), ahead of Cleveland Clinic (32) and Providence (31).
How can I improve my own EVP?
State what you ask of people as clearly as what you offer, then prove each claim with a real employee story. The free EVP grader on the Employer Brand Atlas gives you a quick read on where to start.
By clicking "Accept All", you agree to the storing of cookies on your device to give you the most optimal experience using our website. We may also use cookies to enhance performance, analyse site usage and to personalise your experience.
