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Title: Nurse Practitioner, NP, ARNP, APRN, Physician Assistant, PA, PAC, APP, Advanced Practice Provider Fellow, Fellowship. The Advanced Practice Provider fellow is a fully licensed and credentialed Advanced Practice Provider who assists with all aspects of patient care, including diagnosis, treatment, and consultations under the supervision of an approved preceptor (PA, APRN, or MD.
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Title: Nurse Practitioner, ARNP, Physician Assistant, PAC, APP, Advanced Practice Provider. Possess specialized skill and knowledge unique to the ICU setting in which they practice (Medical, Surgical, Neurosurgical, Cardiovascular, etc.
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MD Now is the largest and fastest growing provider of Urgent Care in Florida. Not only is the city home to the happiest place on earth, it also boasts world class dining, award winning shopping at The Mall at Millenia, endless theatre and entertainment offerings and a multitude of sports and recreation options with four professional sports teams, over 100 top-rated golf courses and miles and miles of walking and cycling trails.
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Collaborate with Provider Experience, Quality, Network and Risk Adjustment teams and matrixed partners to implement initiatives to enhance provider experience, satisfaction and value-based care.
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Advance your career providing safe, high-quality care as a psychiatric nurse practitioner (NP) or physician assistant (PA) in Orlando, Florida, and the surrounding area. Association with the leading clinician practice in the country.
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Job SummaryBlack & Veatch has an exciting opportunity for a Water Resource Planning and Condition Assessment position focused on stormwater planning and design, flood control, condition assessment of water assets, and water supply planning.
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The Regional Vice President (RVP) of Provider Solutions will be responsible for strategic leadership over all provider engagement and contracting activity throughout Florida, including cost of care and trend management strategy, hospital negotiations, network and product design (implementation), and development/oversight of all payment innovation programs (value-based care), provider relations and primary care growth strategy throughout the state.
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The Assistant Team Leader provides leadership for the successful operation of the entire front-end of store. Management experience with these companies translates well to this opportunity: Walmart, 5 Below, Burlington Stores, Big Lots, Dollar General, Rural King, Gabes, Dicks Sporting Goods and Bed Bath and Beyond just to name a few.
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More than 800 physicians, 450 advanced practice providers, and 2,600 clinical and support staff in over 40 specialties, provide patients with a broad range of medical and surgical services.
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Orlando Venues has been the proud home to Central Florida’s best in sports and entertainment since its inception in 1989.
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The Assistant Professional actively supervises daily golf shop operations up to and including other Assistant Golf Professionals, Shop Attendants, Reservationists, for payroll, assistance, and training.
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Job Title: Assistant/Project Engineer (Geotechnical Engineer) City: OrlandoState: FL JOB DESCRIPTION: 1. Plan and coordinate geotechnical laboratory testing of soils, phosphogypsum, soil/bentonite mixes, silica gravel, geosynthetics (including HDPE geonets, HDPE liner, and geotextiles), and water samples.
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The Assistant Store Manager is responsible for effectively assisting the Store Manager in all aspects of operations, driving sales, customer service, management and training of the staff, etc. We are seeking a candidate with exceptional sales and management skills preferably in the watch, fine jewelry and/or specialty retail industry to join our team at the Premium Outlets International, in Orlando, FL as our Assistant Store Manager.
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The Recovery Assistant Superintendent will also provide on-site supervision of the daily workload, job site safety, receiving and storing tools and supplies, and reporting of all these aspects to the Superintendents.
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Knowledge of education theory and practice in Advanced Studies coursework. To provide support to OCPS Advanced Studies programs through coaching, program management, collaboration, professional development, and vertical alignment.
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Title: provider assistant advanced practice Company: Core Occupational Medicine in Orlando, FL
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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).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.