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# How Healthcare Clinic (multi-location) Teams Use 100Hires

# How Healthcare Clinic (multi-location) Teams Use 100Hires

## Who this is for

Healthcare clinics hiring clinical and front-desk staff across multiple locations.

## What makes this hiring workflow different

- Location and license state are hard screening requirements
- Credential dates must be captured as structured data
- New clinics can create sudden location-specific volume

Note: 100Hires helps capture and route credential data. Your team is still responsible for verifying licenses and complying with local healthcare rules.

## Recommended 100Hires setup

### Satellite jobs by location

Create location-specific postings while routing applicants back to the canonical job when that keeps review centralized.

![Satellite jobs by location](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-post-jobs-to-multiple-l_1fzzg9a.png)

### Profile Fields for credentials

Capture license number, license state, expiration dates, BLS/ACLS dates, and other role-specific fields.

![Profile Fields for credentials](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-add-candidates-manually_482zsk.png)

### Knockout questions

Use Disqualify If for explicit minimum requirements, such as license state or willingness to work at the clinic location.

![Knockout questions](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/introduction-to-pipeline-autom_gbzyl5.png)

### Self-scheduling and calendar

Let qualified candidates choose interview slots after your calendar integration is connected.

![Self-scheduling and calendar](https://100hires.com/wp-content/uploads/2026/06/100hires-outlook-calendar-self-scheduling-hero.png)

## Suggested workflow

Applied -> License check -> Phone screen -> Hiring manager review -> Interview -> Credential verification -> Offer

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

## Operating tips

- Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
- Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
- Test every automation on a sample candidate before relying on it for live applicants.
- Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
- Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
- Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.

## Related articles

- [Satellite jobs](https://help.100hires.com/en/article/how-to-post-jobs-to-multiple-locations-using-satellite-jobs-9bgm74/)
- [Knockout questions](https://help.100hires.com/en/article/how-to-use-knockout-questions-to-auto-disqualify-candidates-1e6ni80/)
- [Custom job variables](https://help.100hires.com/en/article/custom-job-variables-for-email-and-sms-templates-14p2307/)
- [Workflows, pipelines, and stages](https://help.100hires.com/en/article/understanding-workflows-pipelines-and-stages-eqzozs/)