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As a Front Office Associate, you are the customer's first point of contact, both over the phone and in-person. We're looking for a driven individual who is passionate about helping others to become our next Front Office Associate.
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The Front Office Representative II works with the Office Manager and/or Assistant Supervisor to maximize front office efficiency and perform various procedures associated with routine patient encounters; works closely with Office Manager and other members of the front office team to trouble-shoot and resolve problems, maintains positive relationships with patients, family members, visitors, and fellow employees.
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QUALIFICATIONS: An associate degree in hotel management or related field or equivalent experience and 3 to 4 years of hotel Front Office experience, including at least 3 years as a supervisor.
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Overview Assist the Front Office Manager in managing the Front Office operations to achieve customer satisfaction, quality service and compliance with corporate/franchise policies and procedures while meeting/exceeding financial goals.
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The Front Office & Eligibility Coordinator is responsible for ensuring efficient and friendly front office operations as well as preparing all eligibility information for each scheduled patient.
$20 - $24 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Individuals with experience in customer service or office administration as a front desk receptionist, clinic coordinator, medical receptionist, or front desk agent, would be a good fit for this role.
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Historic Theatre Group, LLC, a division of Broadway Across America, the nation's leading producer and promoter of live theatrical events is seeking a qualified individual for a part-time Box Office Associate position for the Orpheum, State and Pantages Theatres.
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Opportunity: Front Office Manager. Manage hotel front office operations in accordance with established guest service and sustainability standards. Monitor all front office financial operations and ensure front office compliance with accounting controls and procedures.
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NextCare Urgent Care is looking for an energetic and enthusiastic Medical Assistant / Patient Service Specialist (Medical Front Office Receptionist) that likes the challenge of a fast pace setting and working in a team environment.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Assist the Front Office Manager in managing the Front Office operations to achieve customer satisfaction, quality service and compliance with corporate/franchise policies and procedures while meeting/exceeding financial goals.
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The Medical Assistant / Patient Service Specialist (Medical Front Office Receptionist) is a dual role of being the first point of contact for patients in the clinic while supporting front office functions, as well as caring for patients in a Medical Assistant capacity while supporting back office functions.
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The Medical Assistant / Patient Service Specialist (Medical Front Office Receptionist) supports the organization with customer service and treating all of our patients with respect and dignity.
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UCSF Fresno is a major educational and clinical branch of UCSF School of Medicine (SOM) that is located in the Central San Joaquin Valley and is administered by the Office of the Associate Dean in Fresno.
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We are seeking a dynamic and customer-focused Front End Associate to join our team at the Buckhead location in Atlanta, GA. As a Front End Associate, you will be the first point of contact for our valued customers, providing exceptional service and ensuring a seamless shopping experience.
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This position will be responsible for the day-to-day operations of the Front Desk including, the processing of guest check ins, member retention and maintaining quality customer service. Ensures front desk is clean, maintained and organized at all times.
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Title: front office associate Company: Kipp Tulsa Public Schools
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).