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Review bid invitations, assist Accounts Receivable with Schedule of Value (SOV) breakouts, and attend client budget meetings. Duties: Review and analyze blueprints, project specifications, and other client documentation to prepare accurate project estimates.
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Reporting to the District Manager, you will oversee marketing efforts for your location, champion store security and loss prevention, help enforce adherence to quality standards, and review all transactions to create an environment that fosters growth and innovation.
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Works directly with Marketing and Sales to review opportunities and develop engineering cost analyses based on Product Scopes, work directly with purchasing, quality, manufacturing engineering, test engineering, process engineering, electroplating, suppliers, and other necessary groups as a cross-functional team to develop products and solutions.
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Experience with BOM and integration systems such as BLADE and SAP. Experience with Poke-Yokes and Operation review. Review of the Production process operations (Operation Review.
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For this position we are seeking a (RN) Registered Nurse with previous experience in Hospital Acute Care, Concurrent Review/ Utilization Review / Utilization Management and knowledge of Interqual / MCG guidelines.
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G., client demographics, clinical assessment summaries (CASs), client eligibility information, client transfers, event changes, annual review updates) and enters other program-specific data (e.
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Working in collaboration with leadership, coordinates the development, review and /or approval of policy and procedures, emergency preparedness, film badge reports, staff training, radiation exposure concerns and radiation safety committee and regulatory requirements.
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Responsible for producing project proposals in accordance with company policy, which includes review by the VP of Sales. The Solutions Engineer is to function as a facilitator, wherever necessary, between BSS and the customer to ensure all parties are successful.
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The Utilization Review Coordinator is responsible for executing the UR function, which includes the implementation of case management scenarios, consulting with all services to ensure the provision of an effective treatment plan for all patients.
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Perform supervisory review of workload involving complex areas of Medicare part A reimbursement such as Medicare DSH, Bad Debts, Medical Education, Nursing and Allied Health, Organ Acquisition, Wage Index and all cost based principles.
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Review Night Audit checklist and verify that all work has been completed. Review status of assignments and any follow-up action with on-coming Supervisor. Functions will also include nightly accounting and working as a "Runner" for housekeeping needs during the midnight shift.
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Review and/or establish project scope, electrical budget, and design approach. Review, inspect, and approve electrical equipment to be used in electrical systems. Review and edit project submittals and specify action required with vendors and contractors.
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Assist Patient Care Manager in clinician documentation review/audits to ensure complete, appropriate, and accurate submission of all documentation by field staff. Caretenders a part of LHC Group family of providers – the preferred post-acute care partner for hospitals, physicians, and families nationwide.
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You will also be connected with a full support team that was rated #1 in Nursing Satisfaction by MIT Sloan Management Review. Pay Information $2,221 to $2,374 per week About The Position Host Healthcare is an award-winning travel healthcare company with an immediate opening for this Nuclear Medicine Technologist position in Lexington , KY.
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Leaf Home and its products, including the patented LeafFilter gutter protection system, have earned numerous awards and recognition from Good Housekeeping, Qualified Remodeler, Angi, Consumer Reports, This Old House, and other consumer review platforms.
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review job Title: estimator in Louisville, KY
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.
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.
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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.
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.