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The hospital has recently been extended and is well equipped with top-class imaging (digital x-ray, CT scanner, ultrasound, video endoscope including laparoscopic kit), a wide range of surgical and orthopaedic equipment, four sterile theatres, dental x-ray, ECG, tonopen and slit lamp, Class 4 laser, extensive lab, spacious dog and cat kennels and a large isolation area.
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ADC for Sensors (e.g. thermistor, thermocouples, force, pressure, PPG, ECG, accelerometers ) Design new product embedded firmware for next generation patient monitoring devices in mixed-signal microcontrollers including sensors, display, battery management, and wireless.
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Insertion of vascular access devices, including PIVCs and PICCs, using transillumination devices, ultrasound guidance, and ECG technology. The Vascular Access Service at Boston Childrens Hospital provides vascular access care to patients and families across the lifespan.
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Experience in designing and developing bio-medical sensors such as ECG, PPG, SpO², GSR, etc. Schematic capture and PCB layout of electrical circuits with mass production in mind using CAD and simulation tools such as Altium and SPICE.
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Desired but not required: Experience in developing high reliability battery-powered consumer electronics at scale preferably with integrated biomedical sensor technologies such as ECG, PPG, SpO.
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Conductsexercise and pharmacological stress testing and performs the following:- Preparation of patient and equipment prior to testing; including baseline ECG and hemodynamic measurement/interpretation, informed consent and if necessary, preparation of cardiac stress medications and infusion pump.
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Lead review of supplier SOWs and accuracy of clinical outsourcing vendor agreements including CRO, IRT, Central lab, eCOA, ECG and electronic data capture as well as manage vendors with respect to contracted.
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Strong vendor management skills (e.g. Biomarkers, Labs, Imaging, ECG). Experience working in 1 or more EDC platforms (Rave, InForm, etc. Key responsibilities include oversight of outsourced data management & EDC activities by service providers, performing and coordinating internal study team data review, and delivery of fit for purpose clinical data in support of study milestones.
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You will collaborate with Philips AE, IGT team, DCS group, AVC and ECG Solutions field reps to develop a SWOT analysis and build a database, by hospital, of the entire installed base to establish competitive positioning and understand upcoming opportunities.
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Cardiac Management through application of 12 Lead ECG, CPR-Cardiopulmonary Resuscitation, and defibrillation by AED. Educational Alliance with Purdue University Global-Reduced tuition rates for CMD Team Members & their families.
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You are a talented Clinical Exercise Physiologist who has experience as an ECG Technician with a strong ability to recognize cardiac arrhythmias. ECG technician certificate strongly preferred OR experience as a trained ECG technician in a healthcare setting.
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The position requires a detail-oriented individual with an ability to understand complex protocols and become certified for procedures such as phlebotomy, electrocardiogram (ECG), and related challenges.
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Proficiency in ECG, Stress Echo, and Pedoff probe scanning procedures. Additional Responsibilities: Undertake any additional duties as assigned by the Campus Director, Director of Education, or Program Director.
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Must have ACLS/CPR, PALS or ENPC preferred - TNCC, 2+ years of experience Must pass telemetry ECG test and medications test day one at orientation. Must have ACLS/CPR, PALS or ENPC preferred - TNCC, 2+ years of experience Must pass telemetry ECG test and medications test day one at orientation.
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The RAI will be directly supervised by Drs. Castells and Giannetti. Young Adult (18 to 25 years) Develops and prepares content for study IRB/IND amendments and reports. The coordinator develops, executes, and oversees work on several clinical trials involving patients with systemic mastocytosis and mast cell activation related disorders and drug desensitization.
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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?!
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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.
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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).
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.