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Founded in 2015, the company has built a portfolio of 30+ drug development programs ranging from preclinical to late-stage development in multiple therapeutic areas including genetic dermatology, precision oncology, cardiology, endocrinology, neurology, pulmonology, and renal disease, with two approved drugs.
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Our client's outpatient network provides a full range of high-quality primary care services and more than 50 specialty and sub-specialty medical services, including allergy and immunology, audiology, cardiology, dermatology, gastroenterology, geriatric medicine, hand surgery, neurology, OB/Gyn pediatrics, radiation oncology and sports medicine.
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Stanford Hospital & Clinics, consistently ranked among the top hospitals in the nation for advanced care in such areas as cancer treatment, cardiac care, neurology, orthopedic surgery, and organ transplants.
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Stanford Health Care Patient Care Services (PCS) is looking for two experienced leaders to manage our Inpatient Medicine and Surgery APP teams including Critical Care, Neurosurgery, Plastic Surgery, Urology, Internal Medicine, Acute Pain, Psychiatry, Pulmonology, Neurology, Geriatrics, Hospice, etc.
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The candidate will have the opportunity to collaborate our interdisciplinary team includes researchers from multiple scientific and engineering disciplines, including cognitive neuroscience, psychology, psychiatry, neurology, bioinformatics, computer science, electrical engineering, and biomedical engineering.
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We offer a wide range of veterinary services including anesthesiology, cardiology, critical care, dentistry, emergency care, integrative medicine, internal medicine, neurology, oncology, physical rehabilitation, radioactive iodine therapy, surgery, and urgent care.
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Stanford Hospital & Clinics, consistently ranked among the top hospitals in the nation for advanced care in such areas as cancer treatment, cardiac care, neurology, orthopedic surgery, and organ transplantation.
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The Department of Neurology at Stanford University is seeking a Clinical Research Coordinator 2 to conduct clinical research and work independently on progressively more complex projects/assignments.
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Reporting to the Executive Director, Clinical Quality Assurance, the Associate Director/Director, Clinical Quality Assurance will define and support the quality oversight and management of GCP activities internally at BBGT (and other affiliates as directed) and externally with BBGT vendors, consultants, and service providers, including, but not limited to, quality systems management, document review, and approval.
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The Department of Psychiatry and Behavioral Sciences at Stanford University invites applications for post-doctoral positions in speech and communication neuroscience in children with autism spectrum disorder (ASD.
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Founded in 2015, the company has built a portfolio of 20+ drug development programs ranging from preclinical to late-stage development in multiple therapeutic areas including genetic dermatology, precision oncology, cardiology, endocrinology, neurology, pulmonology, and renal disease, with two approved drugs.
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Cross training in Specialty Surgery, Internal Medicine, Oncology, Neurology, Emergency and Laboratory is available. A day as an LVT can include, IV placements, blood and urine collection, x-rays, client communications, administering vaccines, triage, admitting patients for hospitalization and ICU care.
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Prior certifications or experience preferred with administering various cognitive, neuropsychometric and functional assessments like MMSE, MoCA, RBANS, CDR, ADCS- ADL, ADAS-Cog and other assessments as per study requirements.
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The Regional Sales Director is a high-impact, front-line leadership position that is critically important to BridgeBio’s success. Exceptional CollaborationPromote cross-organizational collaboration, transparency and execution to build alignment around the organization’s purpose, vision, and direction Foster open communication and debate throughout the Regional Sales Team resolving different objectives to achieve a common purpose.
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Common medical diagnoses encompass such areas as pulmonary, cardiology, urology, infectious disease, neurology, and hematology. Physical Requirements: This position requires potentially long periods of continued walking, standing, and sitting.
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neurology job Title: physical therapist Company: Emory Healthcare University in Stanford, CA
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).