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The ideal candidate is a certified Surgical Technologist with acute care Operating Room experience. The Acute Care Surgical Tech will enjoy a healthy work-life balance in this family-friendly area where there is always something fun to do.
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You may be eligible for up to a $600 sign-on bonus for a Senior Medical Lab Technician position or a $800 sign-on bonus for a Medical Technologist position. Our integrity shines through in patient care interactions and our daily work practices as we work to embrace the knowledge, unique perspectives and qualities each employee and faculty member brings to work each day.
$24.27 - $42.48 an hourPart-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
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Details and eligibility may be discussed with the Medical Director, Post-Acute Care. Participate in site/division/department and organizational efforts that focus on improvement of care and service provided to your patients.
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You may be eligible for up to a $3,000 sign-on bonus for a Senior Medical Lab Technician position or a $4,000 sign-on bonus for a Medical Technologist position. Demonstrate strong decision-making skills, ability to work independently, and the ability to take on teaching/training responsibilities as needed.
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In an acute care setting doing inpatient, requires Certified Coding Specialist (CCS) or Certified Professional Coder (CPC) or Certified Coding Specialist-Physician (CCS-P) or Registered Health Information Technologist (RHIT) or Registered Health Information Administration (RHIA) in an active status with the American Health Information Management Association (AHIMA) or American Academy of Professional Coders (AAPC.
$39.44 an hourPart-timeRemoteExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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Nice-to-Have Skills: DAM (Digital Asset Management), CI/CD (Deployment), Scripting (PowerShell, Python), Integration (e-Commerce, CRM, Email Marketing, POS, DAMS, API, Pipeline), Data Modeling (Conceptual Data Model, Logical Data Model), Strategic Planning (Roadmap), SSO (Single Sign-On, Entra ID, Okta), Automated Testing (TDD), Process Architecture, Tableau.
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As part of the UW-Madison Health Care Component (HCC), all SoN faculty, staff, students, volunteers, and unpaid affiliates are required to complete HIPAA training as part of their orientation.
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Instructs hospital/facility staff on aspects of specialized care related to renal replacement and apheresis therapies. All duties and responsibilities are expected to be performed in accordance with Fresenius Kidney Care and applicable contractual service policy, procedures, standards of nursing practice, state and federal regulations.
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A Sign-on Bonus of $2,000 for eligible employees who agree to remain in the position for one year. Certain positions within this Department may allow remote/work from home flexibility for a portion of their work schedule, depending on the needs of the position and the work unit.
$88,129.6 a yearFull-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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Additional, preferred experience to help you be successful in a hospice role: hospital Staff LPN, Staff LVN, Med Surg, PACU, Float pool, ER or emergency room, critical care, acute care, cardiac, geriatric, admissions, wound care, telemetry, nursing home or travel.
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Emergency room nurse, emergency nurse, ER nurse, ER RN, emergency room, trauma, trauma nurse, acute care nurse, registered nurse, RN, R.N., nursing, nurse, emergency, healthcare, health care, hospital.
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Traveler must have completed two years of acute care experience within last 3 years. Dialysis Nurse, Dialysis Acute. We are seeking a Registered Nurse to provide inpatient dialysis in contracted health care organizations and to work in UW Health s outpatient setting.
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Sign on bonus for external candidates only and will be paid out on first paycheck. The Imaging Engineer ensures regulatory compliance, assists in inventory management, and may serve as an advisor to other TRIMEDX personnel on technical matters concerning specialty equipment.
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Wellness Program and Resources including: A dedicated Accolade Care Coordinator for personalized care management support of all your healthcare needs Telemedicine Program Type 2 Diabetes Management Program via Virta Health A complete Joint and Spine Program with concierge services via Nimble Orthopedics.
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With care delivery sites in Illinois, Missouri, Oklahoma, and Wisconsin, SSM Health includes 23 hospitals, more than 290 physician offices and other outpatient and virtual care services, 10 post-acute facilities, comprehensive home care and hospice services, a pharmacy benefit company, a health insurance company, and an accountable care organization.
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sign on complete care acute jobs Company: Valleywise Health in Cottage Grove, WI
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).
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.