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Sea Mar Community Health Centersseeksan experienced Credentialing & Provider Enrollment Specialist. Credentialing & Provider Enrollment Specialist - Posting #26191. To apply for this position, complete the online application and click SUBMIT or APPLY NOW. If you have any questions regarding the position, email Stephanie Fox, Credentialing & Provider Enrollment Supervisor at.
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The Advanced Practice Provider will be credentialed according to the medical staff regulations. In addition to maintaining a closely integrated alliance with The George Washington University and The George Washington University Hospital (GWUH) which is separately owned and operated by Universal Health Services (UHS), the GW MFA has active referring relationships with 12 area hospitals.
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MFA physicians provide comprehensive patient care, offering one practice for the whole person with 52 medical and surgical specialties.
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The position available is for a Geriatric Emergency Advanced Practice Provider, integral to GW University Hospital's accredited Geriatric Emergency Department (GED). Maintaining a close alliance with The George Washington University and The George Washington University Hospital (GWUH), the MFA collaborates with 12 area hospitals and extends its healthcare presence beyond the DC metro region through community-based practices in DC, Maryland, and Virginia.
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Career advancement pathways such as Hearing Care Provider and Patient Care Coordinator Team Lead, Hearing Care Provider Advisory Board member, or District Manager. Career advancement pathways such as Hearing Care Provider and Patient Care Coordinator Team Lead, Hearing Care Provider Advisory Board member, or District Manager.
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Cutting edge, innovative and collaborative As a MedStar Medical Group clinician, you can expect: A competitive salary Generous paid time off Medical, dental and vision insurance Paid malpractice insurance CME leave and CME allowance Retirement saving plan – 403(b) with % employer match Be a part of a nationally recognized health system and the largest provider of health services in the Baltimore/Washington region.
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We are a "say yes" first clinical provider and look to treat patients where they are and guide them along their journey to recovery and stabilization. Supportive psychotherapy, motivational interviewing and proficiency in trauma informed approach, harm reduction modeling and patient-centered treatments.
$150,000 - $165,000 a yearFull-timeRemoteExpandUpdated 2 months ago - UpvoteDownvoteShare Job
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The GW Medical Faculty Associates (MFA) was incorporated in July 2000 as a not-for-profit, physician-led practice group.
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Nurture Cloud Service Provider (CSP) relationships, engage directly with clients on billable projects, and drive strategic cloud initiatives to enhance federal health research solutions and client mission outcomes.
$96,600 - $220,000 a yearFull-timeExpandUpdated 30 days ago - UpvoteDownvoteShare Job
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The Advanced Practice Provider exercises independent judgement in the assessment, diagnosis and initiation of medical processes and procedures, in accordance with the licensure regulations of the Commonwealth of Virginia, and as delineated in the written Scope of Practice and Protocol.
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Hearing Care Provider-Falls Church. Experience in a similar Audiology or Hearing Aid Specialist role. Perform hearing testing, hearing aid selection, and fitting to all clinic clients while working within the defined systems, processes, and best practices as defined by Total Care Plus (TCP) and WSA leadership.
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Kadlec Clinic is seeking a full-time physician assistant or nurse practitioner to join an established Otolaryngology team in Richland, Washington.
$56.09 - $68.26 an hourFull-timeExpandUpdated 2 months ago - UpvoteDownvoteShare Job
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The Advanced Practice Provider must be a graduate from an accredited School of Nursing program, licensed as a registered nurse, certified as a Nurse Practitioner by being a nursing graduate from an accredited Nurse Practitioner Program with a Master's.
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Hearing Care Provider-Rockville. Comply with state license laws, FDA guidelines, WSA and Total Care Plus practice guidelines and QPG protocols. Utilizes hearing aid stock for same day fits of hearing aid instruments and trials all clients that are undecided.
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Thriving provider community: Join our exclusive online community for providers to connect, share resources, and participate in weekly live peer-to-peer case consultations led by a licensed clinician.
Full-timeRemoteExpandUpdated 2 months ago
Title: provider Company: Brookdale Care in Bethesda, MD
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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?!
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).
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.