Pros: UHS owns and operates a large number of hospitals nationwide, offering the potential for meaningful impact in healthcare leadership roles. Their facilities such as Corona Regional Medical Center, Riverside Medical Clinic, and McAllen Medical Center each have solid local reputations and dedicated staff. Cons: The interview process was one of the most inefficient and frustrating I’ve encountered in my 20+ years of healthcare finance leadership. UHS had me interview for three different CFO roles (Corona Regional Medical Center, Riverside Medical Clinic, and McAllen Medical Center). Through this, I spent six full days traveling, completed virtual and in-person interviews, and sent over 40 personalized thank-you emails to the many individuals involved. Despite these efforts and positive feedback after each round, I was ultimately ghosted without any communication or closure. It’s been over four weeks, and I’m still waiting for reimbursement for my travel expenses, an unacceptable delay for a Fortune 300 organization that emphasizes “efficiency” and “respect” in its values. The lack of follow-through and professionalism from both HR and the recruiting teams was extremely disappointing. For senior-level positions that require executive presence, transparency, and operational discipline, the company should hold itself to the same standards it expects from its leaders. Advice to Management: Streamline your recruitment process, improve communication with candidates, and honor your commitments, especially regarding travel reimbursement. Candidates invest significant amounts of time and effort in good faith; reciprocate with that respect.