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Posted job title: Medical Lab Technician - Lab Scientist/Medical Technologist. Job Description We are looking for Lab Scientist/Medical Technologist Medical Lab Technician for an immediate opening in Burlington, Colorado.
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Bachelor of Science Degree in Medical Technology AND Medical Technologist/Medical Laboratory Scientist ASCP Certification (or equivalent) Associate of Science Degree in Medical Laboratory Technician AND Medical Laboratory Technician MLT ASCP Certification (or equivalent.
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Medical laboratory technician, medical laboratory tech, medical lab tech, laboratory, clinical laboratory testing, clinical lab, medical lab, allied health, allied, mlt.
$1,389.73 - $1,601.21 a weekFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Thoughtful client matching and dedicated coaches to grow your practice: We help you get paired with individuals who are ideal clinical matches so that you can control and personalize your caseload, and a dedicated coach to help you help your clients, no matter what your specialty, from pediatric to geriatric mental health, trauma, anxiety or addiction, we help you help others.
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Job Description & Requirements Specialty: Medical Lab Technician Discipline: Allied Health Professional Start Date: 12/02/2024 Duration: 13 weeks 40 hours per week Shift: 8 hours, days Employment Type: Travel Test and analyze body fluids, such as blood, urine, and tissue samples.
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Fusion Medical Staffing-Laboratory is seeking a travel Medical Technologist for a travel job in Burlington, Colorado. About Fusion Medical Staffing-Laboratory 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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Anders Group is seeking a travel Medical Lab Technician for a travel job in Burlington, Colorado. Posted job title: Medical Laboratory Tech (MLT) About Anders Group WHY ANDERS? Anders Group is seeking a travel Medical Lab Technician for a travel job in Burlington, Colorado.
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PHP is seeking a travel Medical Lab Technician for a travel job in Burlington, Colorado. PHP is seeking a travel Medical Lab Technician for a travel job in Burlington, Colorado. Posted job title: Co- Mt/Mlt - Days About PHP At PHP, you are always the first focus For us, it isn’t simply about hiring staff, it’s about building a solid family of healthcare professionals by expanding their premium employment opportunities, guiding them through every step of the process, and providing them with the highest compensation and best benefit packages in the industry.
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The lab manager would prefer an MT, but will accept an MLT also. The lab manager would prefer an MT, but will accept an MLT also. Job Details MT/MLT needed. Schedule Information SHIFT: Days 40 hours/week - weekend/holiday/call.
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Requires a four-year (for MTs) or two-year (for MLTs) degree from an accredited training program in Medical Technology or biological science degree, with recent clinical experience within the past two years.
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Sub Specialties: Medical Technologist,Medical Laboratory Technician. MT/MLT neededThe lab manager would prefer an MT, but will accept an MLT also. Laboratory Certifications : HEW ASCP AMT NCA.
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Access Healthcare is seeking a travel Medical Lab Technician for a travel job in Burlington, Colorado. Access Healthcare is seeking a travel Medical Lab Technician for a travel job in Burlington, Colorado.
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Planet Healthcare is seeking a travel Medical Lab Technician for a travel job in Burlington, Colorado. Planet Healthcare is a global leader in clinical staffing because we take a candidate-first approach.
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Our unwavering commitment lies in connecting healthcare professionals with rewarding opportunities across various disciplines, including Allied, Nursing, and Locum Tenens healthcare.
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Current Medical Technologist license to work in the state of CO
$1,620.72 a weekExpandApply NowActive JobUpdated Today
clinical laboratory scientist lab jobs Company: Ka Recruiting Inc in Burlington, CO
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).