- UpvoteDownvoteShare Job
- Suggest Revision
Successful completion of at least one AHIMA or AAPC certified program with the achievement of the correlating professional credential (CCS, CPC, etc.) Paid AAPC and AHIMA corporate memberships.
ExpandUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
An active coding credential or designation (COC, CPC, CPMA, CRC, CCS or CCM) from the American Association of Professional Coders (AAPC) or American Health Information Management Association (AHIMA) Upon Hire.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Current AHIMA or AAPC Coding Certification(s) CCS, CCS-P, CPC, or COC, Required. The Coding Specialist is responsible for Coding, auditing, and entering all surgeries and special procedures performed in the office, ambulatory surgical center, and hospital setting using correct CPT & ICD-10 and diagnostic codes.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Have and maintain current coding credential from AHIMA or AAPC (RHIA RHIT CCS CCS-P CPC or CPC-H ). Please check our website (Search Category: Medical Coding) for other remote or non-remote coder opportunities in and outside of the State of California.
$44.13 - $52.7 an hourFull-timeRemoteExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Possession of one of the following AHIMA credentials: RHIA, RHIT, CCS, CCS-P; or one of the following AAPC credentials: CPC, COC, or CIC. Possession of one of the following AHIMA credentials: RHIA, RHIT, CCS, CCS-P; or one of the following AAPC credentials: CPC, COC, or CIC.
RemoteExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Coding credential required from AHIMA/AAPC (RHIA, RHIT, CCS and/or CPC, or CIC) Coding credential required from AHIMA/AAPC (RHIA, RHIT, CCS and/or CPC, or CIC) Review pre-bill cases simultaneously with a physician during each work shift excluding breaks and meetings to analyze and validate diagnosis and procedure codes for inpatient services via coding compliance and clinical knowledge to support accurate DRG assignment.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Certifications: Certified Coding Specialist (CCS), Certified Coding Specialist - Physician (CCS-P), Registered Health Information Administrator (RHIA), Registered Health Information Technician (RHIT), Certified Professional Coder (CPC), Certified Inpatient Coder (CIC), Certified Outpatient Coder (COC), or other comparable nationally recognized acute care coding credential provided through AHIMA or AAPC.
RemoteExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Credential Qualifications include: AHIMA credentials RHIA, RHIT or CCS, CCS-P required and/or AAPC credentials as CPC or other equivalent AAPC credential in combination with meeting the years of experience and/or educational requirement.
Full-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
High School Diploma or Equivalent (Required) and Certified Professional Coder (CPC) or Certified Risk Adjustment Coder (CRC) by AAPC. For Hospital Billing, Certified Coding Specialist (CCS), Certified Coding Associate (CCA) or Certified Professional Coder (CPC.
RemoteExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Submits daily productivity report to HIM manager by defined deadline. For hospital, routes to billing charge entry errors and/or account edits preventing completion of coding and/or billing. Reviews medical record documentation to determine all appropriate diagnosis (including HCC Coding Hierarchical Condition Category), procedural and modifier code assignments.
RemoteExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
- Suggest Revision
One or more of the following Coding Certification(s) CPC, CCA, CCS, AAPC, RHIA, or RHIT required. One or more of the following Coding Certification(s) CPC, CCA, CCS, AAPC, RHIA, or RHIT required.
ExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Certified Coder (CCS or CPC)-AHIMA or AAPC Certified Professional Coder (CPC) within 1 Year. Medical Policy Analyst - RN (Remote) 3 years Clinical experience within the field of Medical Surgical, Mental Health, Durable Medical Equipment, and/or Utilization Management, including some experience in research methodology and systematic evaluation of medical literature and translation of evidence into policy in a healthcare setting.
RemoteExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Would also consider an RHIA or RHIT eligible candidate if enrolled in an HIT or HIM program and candidate has completed coding, medical terminology, anatomy & physiology; OR a Certified Professional Coder (CPC) or Certified Medical Coder (CMC) with certification from the American Academy of Professional Coders (AAPC); OR an experienced coder with the Certified Coder Specialist (CCS) credentials would also be considered.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Certified Professional Coder (CPC) – AAPCCertified Coding Specialist (CCS) – AHIMACertified Coding Associate (CCA) - AHIMA. Minimum requirements: Completion of an AAPC or AHIMA approved Coding Certificate Program; High school diploma or GED.
Full-timeRemoteExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Certified Coding Specialist (CCS) approved by the American Health Information Management Association (AHIMA) for inpatient or hospital outpatient coding. Certified Procedural Coder (CPC) approved by the American Academy of Professional Coders (AAPC) for physician services coding.
Full-timeExpandApply NowActive JobUpdated 5 days ago
ccs aapc jobs
FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).