COLUMBIA RIVER HEALTHCOLUMBIA RIVER HEALTH

Columbia River Health is a nonprofit primary care clinic in Boardman, Oregon. It had spent $313,000 on recruitment over three years, tried two recruitment companies, and still had eleven roles open. Hiring still lived in email.

Applicant tracking software is built to cut a large pile down fast. A rural clinic with a small pool needs the opposite: a wrong rejection is a vacancy that stays open another quarter.

Volume filtering is the wrong instinct. Automated rejection costs the clinic the candidates it needs most.

The pool is bilingual and most software is not. English-only intake narrows the pool before anyone has decided anything.

Onboarding is three lists, not one: systems access, clinical records access and compliance.

The whole path from requisition to first day, with a person at every gate that matters. Rejecting anyone who meets the minimum qualifications needs one person to propose it and a different person to confirm it, enforced in the data layer.

Requisitions routed through the approval chain for each post type. Bilingual intake in English and Spanish. A status for candidates at every stage, so there is no silence between rounds.

Onboarding split into the lists HR, IT and EHR support each own, and an access record that nobody can edit or delete. 63 tables behind 48 pages.

The clinic owns its records: HR edits its own pay ranges on screen and exports requisitions, applications, decisions and the access record to four files without asking anyone.

The platform is live behind sign-in.