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Need for a Speech Language Pathologist Assistant (SLPA) in the Los Altos, CaliforniaArea. Bachelor's degree in Speech-Language Pathology Assistant or equivalent. - State licensure or certification as a Speech Language Pathologist Assistant.
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Posted job title: Speech-Language Pathology - CCC Long Term Care/Chronic Care. About Supplemental Health Care At Supplemental Health Care, a simple belief in the power of caring guides a unique commitment to world-class service in healthcare staffing.
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Speech language pathologist, speech language pathology, speech therapist, SLP, speech and language therapy, speech therapy, allied, allied health, skilled speech therapist, skilled speech language pathologist, skilled speech pathologist, skilled SLP.
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Valid School Speech Language Pathologist Assistant credential/license or in process in state of practice. 1 year of verifiable, professional experience as School Speech Language Pathologist Assistant within the last 3 years (may include residency or clinical practicum.
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Works independently with cardiac rehab class participants by monitoring the patients vitals ensuring their responses to exercise are appropriate and be prepared take medical intervention if needed.
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Responsible for development, maintenance, education, and implementation of departmental policies/procedures related to medical physics, dosimetry, and radiation safety. - In collaboration with department director and Physics director is responsible for clinical education, training, and competency evaluations for medical physics, dosimetry, and therapy staff.
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Whether you're serving as a technician, lab worker, therapist, speech-language pathologist, social worker, medical assistant or other allied health professional, you'll use your education, training and specialized skills to provide support for patients and help them strive for optimal health.
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Posted job title: Therapy Speech Language Pathologist 5x8 Days About Ardor Health Solutions Ardor Health Solutions formed in 2001 and remains a privately held medical staffing business owned and operated by the same family.
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Their responsibilities include: Collecting, analyzing and exploiting foreign language communications of interest Transcribing, translating and interpreting foreign language materials Providing cultural and regional guidance in support of Navy, Joint Force, national and multinational needs Cryptologic Technician Technical (CTT) - CTTs serve as experts in airborne, shipborne and land-based radar signals.
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We are seeking individuals passionate in areas such as Computer Vision, Audio and Speech Processing, Natural Language Processing, Machine Learning, Deep Learning, and Reinforcement Learning.
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Certifications A valid California license from the Speech-Language Pathology and Audiology Board as a Speech Pathologist. Education Masters degree in Speech Language Pathology.
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Experience in at least one modern programming language such as Python, Java, Go, Rust, and proficiency in SQL. Experience in technologies such as Hadoop, Spark, Kafka, Redis, Cassandra, Pandas, Dask, Airflow, Apache Beam, MongoDb, Hive, Impala, Hazelcast, Athena, Presto.
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Good knowledge of RTL synthesis, mapping RTL to Xilinx FPGA based platform, scripting language, Unix/Linux development environment. Minimum 8-10 years of experience in Simulation, Emulation, Prototyping or ASIC design/verification using SystemVerilog/Verilog/VHDL required.
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Fusion Medical Staffing-Cath Lab is seeking a travel Cath Lab Technologist for a travel job in Mountain View, California. With a mission to improve the lives of everyone we touch, Fusion Medical Staffing connects healthcare travelers to opportunities in the locations they've always dreamed of living.
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We are seeking Staff and Principal level Machine Learning Engineers with extensive experience in Natural Language Processing (NLP). 4 years of experience with applying machine learning algorithms in natural language processing domains.
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rehab medical speech language jobs Company: Select Medical Corporation in Los Altos, CA
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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.
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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.
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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?
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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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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).