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Emory Specialty Associates (ESA) is seeking to hire Anesthetists - Certified Registered Nurse Anesthetist (CRNA) or Certified Anesthesiologist Assistant (CAA), to become a vital part of Emory Healthcare’s integrated academic healthcare system.
$168,300 - $205,000 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Trinity Health Grand Rapids and Southwest ASC are currently recruiting a Director for our Southwest Surgical Center (SWSC) a multi-specialty, state of the art, outpatient surgical center located in Bryon Center, Michigan.
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ORA Orthopedics is the Quad Cities' largest and most comprehensive orthopedic provider, proudly offering an integrated continuum of orthopedic care that includes orthopedic sub-specialty clinics, walk-in care at our Urgent OrthoCARE clinics, diagnostic imaging, bracing, physical therapy, pharmacy and outpatient surgery.
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University of Maryland - Waterloo ASC. We connect patients to physicians in new and differentiated ways as part of Optum and with our new Specialty Management Solutions business. Together, our teammates create value in specialty care by aligning physicians, health plans and health systems around a common goal: delivering on the quadruple aim of high-quality outcomes and a better experience for patients and providers, all at a lower total cost of care.
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According to Becker's ASC Review, "Utah is in the top 5 best places for physicians to work." BC/BE cardiologist are needed to join our multi-specialty clinic in Utah County. Utah Lake, just west of Provo affords excellent water sports, including fishing.
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Expands knowledge of specialty instrumentation and other services, becoming proficient in General Surgery instruments and three additional Pod areas. At Dartmouth Hitchcock Medical Center and Clinics, we are dedicated to building a diverse, inclusive and authentic workplace, so if you're excited about this role but your past experience doesn't align perfectly.
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You must possess a high school diploma or GED, one year of experience (preferably in an Ambulatory Surgery Center), experience in Endoscopy/Multi-specialty/ Ophthalmology/ ASC, ability to speak and understand the English language, strong ethical and moral character references, and excellent telephone and basic computer skills.
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CVP Surgery Center- a partner practice of CVP is a single specialty ophthalmology only ambulatory surgery center, and we are looking for a Preop/PACU RN. Our ASC is looking for a talented Nurse who is able to prioritize tasks and have flexibility as priorities changes.
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Qualified applicants should have the required skills in facilitating patients with a full range of services within their specialty and scope of practice, ranging from outpatient/inpatient consults, office-based procedures, OR/ASC comfortability, and familiarity with complex vascular conditions.
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Customer Care Specialist (CCS) are organized and focused to cover a geographic region or specialty. As a team the CCS and ASC manage together all customer related sales and information dissemination.
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B. Is committed to professional growth through education: Degree pursuit Specialty certification Continuing education Expanding the body of nursing knowledge C. Acts as a change agent, rooted in research findings and basic science.
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Minimum of 2 years recent ICU or PACU experience in a hospital or multi-specialty ASC required. No weekends, no call and no holidays. Minimum of 2 years recent ICU or PACU experience in a hospital or multi-specialty ASC required.
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Experience in Endoscopy/Multi-specialty/Ophthalmology/ASC. One (1) year of experience, preferably in an Ambulatory Surgery Center (ASC) One (1) year of experience, preferably in an Ambulatory Surgery Center (ASC.
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We are one of the nation’s leading multi-specialty physician groups providing patients with care in ophthalmology, optometry, dermatology and facial surgery. Recent surgical/operating room experience necessary (preferably in an ASC) Ophthalmic experience preferred, but not required.
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Efficient, well-supported clinic located at United Medical Park an ambulatory campus which also has a Multi-specialty ASC attached. Flexible work week-with built in surgery days at hospital and ASC.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.