Marilyn Schrieber

American Credit Acceptance! I want to give a shoutout to ACA as they are a company that is always investing in learning and developing their employees. Throughout my time with ACA they have extensive programs for professional development and other programs to make sure that you are successful. Here are just a few examples! 1. Leadership classes! 2. Full access to Linkedln learning library. 3. Tuition reimbursement. 4. Paid volunteer hours per quarter to give back to your community. 5. Competence tracks to help develop soft and hard skills. It speaks volume when a company puts this much into their employees. Come join ACA! Check our career page out now to jumpstart your career. #hiring #carrer #linkedln #datascience #risk #network

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There is still time to sign up for this event! The panel listed below will be so helpful in all areas of your job search. If you have questions, they will have answers! Hope to see you there! Beth Barraza Danika Davis John Kannegieser Raymond Greenwald #Phase2 #jobsearch #interviewing #perfectresume

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This is a not to miss event if you wish to enhance your job search. Have your questions or concerns regarding you job search answered by an amazing panel of experts. You will find the link to register below! #Phase2Careers

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I believe that personal touch and building relationships will always be the better way to do business. Do you agree/disagree with this article? #hiringthroughagencies #contractwork #roberthalf #interimsupport #immediatehire #relieveyourstresses #relationshipbuilding #personaltouchrecruiting #recruitment #staffingagency #temptohire #tempcontractor #administrativehiring #accountingandfinance #financialservices

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Hi #Vendors, Creed Staffing is actively seeking your support in sourcing candidates for our staffing requirements. We currently have a mix of roles to fill, with being #W2 and #C2C. Your expertise and resources can greatly assist us in meeting these needs. Payment Models and Terms: Model 1: Net One-Time Sourcing Fee: $1500 for all #W2 and #FTE roles Payment Terms: Pay When Pay Receive Model 2: Keep Your Own Margins on all #C2C roles Payment Terms: Pay When Pay Receive Roles Available: #ProjectManager: West, GA, 30334 (W2, open for GC/USC) #BusinessAnalyst: Charlotte, NC / Jersey City, NJ / Plano, TX / Chicago, IL (W2, open for GC/USC) #FullStackJavaDeveloper: Charlotte, NC, Plano, TX (Hybrid) (W2, open for GC/USC) #UIFrontendDeveloper: Plano, TX (Hybrid) (W2, open for GC/USC) #LeadJavabackend with AWS: Plano, TX (Hybrid) (W2, open for GC/USC) #FullStackJavaDeveloper with Angular: Charlotte, NC (W2, open for GC/USC) For more details or to submit candidates, please contact us at himanshu@creedstaffing.com We look forward to collaborating with you to find the best talent for these positions. Mandeep Singh #VendorSupport #StaffingVendors #VendorPartnership #VendorCollaboration #VendorSolutions #StaffingPartners #RecruitmentVendors #TalentAcquisitionPartners #VendorEngagement #RecruitmentSupport #VendorNetwork #SupplierSupport #VendorRelations #StaffingSolutions #HRVendors #VendorManagement #RecruitmentPartners #StaffingAgencies #VendorCoordination #HiringSupport #Hotlist

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ATLANTA or BROOKLYN - Now hiring a Fully Remote - Lead Development Representative $25.00/hr! + bonuses. Outbound Calling. Call me and send me your resume Penny.Meinert@PeopleMakeUS.com 6028384141 The first point of contact between the company and potential customers. Placing outbound calls to customers who have reached out and expressed interest in our company A conversationalist building off the interest the potential customers have already expressed. Building a relationship between potential customers and the company (CRM). Knowledgeable on the features, pricing, and security of product. Setting up appointments for an Account Executive to speak with potential customers to finalize the sale Shifts 8:00 AM- 12:00 PM EST start and go to 9 PM EST - So will fall into this schedule Primarily closing shift: 12:30pm - 9pm ET needed, if you like sleeping in, this is perfect for you Experience: CRM experience is major plus Salesforce experience is a plus Experience in sales 1-2 years + minimum, selling a product or service Retail and Restaurants only is not enough. Professionalism- Speaks well and can hold and keep conversation on phone and engaged. Conversationalists.. and someone who can articulate and keep customers engaged ** this is biggest piece- someone who can speak and good personality and coachable ** TELESALES experience MAJOR PLUS - like ATT, T-Mobile, Verizon, etc. Description: Product is a leading marketing platform for small businesses. We empower millions of customers around the world to build their brands and grow their companies with a suite of marketing automation, multichannel campaigns, CRM, and analytics tools. We are seeking a qualified Sales Development Representative (SDR) to find and screen potential customers who can benefit from our products and services. As the first line of communication with prospects and current customers, ideal SDRs have a strong understanding of the sales process, excelling at researching leads, starting new relationships, and setting our Account Executives up for success. You should be a quick learner with strong communication skills. Every potential customer is an opportunity for you to assist with our sales organization’s revenue growth, customer acquisition, and profitability. What you’ll do here: Qualify leads from marketing campaigns as sales opportunities Contact potential customers through cold calls and emails Identify customer needs and determine if the customer needs customer care or sales Setup meetings or calls between customers and Account Executives Stay up-to-date with new products/services and new pricing plans Utilize Salesforce and sales cadence management tools to effectively engage prospects Inbound calls and inputs from the web form and outbound to the customer.

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Hiring Payment Posters *EPIC REQUIRED - 3 YEARS** Send resumes to Christina.Fanter@Omeghams.com along with the following questions. 1. How many years of hands-on credits/refunds experience do you have, including all the investigation required to determine if a credit/refund is necessary? 2. Explain your active experience in the past two years with – follow up, overpayments, payor knowledge, research accounts, medical terminology, credits/refunds, and payment posting. 3. Does your resume reflect these skillset requirements within the last 2 years? (If not please update your resume to reflect this experience) 4. Can you provide an example of your experience with refunding credit to the patient? 5. Can you provide an example of a time that you had to refund insurance? What steps did you take? (Please provide as much detail as possible) 6. Tell me about your experience in calling insurance companies in regard to a refund letter and/or recoupment? 7. Tell me about your experience with using payer portals? 8. Tell me about your experience with reading an explanation of benefits? 9. Can you explain what the explanation of benefits provides? 10. Tell me about your experience with understanding medical terminology? Give examples. 11. Tell me about your experience in dealing with Medicare Managed Care and Medicaid Managed Care. 12. What MCO payers are you familiar with? 13. What is your experience with hospital /institutional claims? 14. Validate that you do not have any PTO scheduled during the first 90 days of the project. Must Reside USA $21 with benefits **EPIC REQUIRED - 3 YEARS**

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As businesses move into the future, employers are leveraging interviews to evaluate candidates’ soft skills and adaptability. Situational questions provide a window into your problem-solving abilities, communication finesse, and cultural alignment. Kforce Inc experts teach you how to ace these questions and land your next role: https://kfrc.co/48rsOb9

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Hello recruiting managers, I hope this email finds you well. I wanted to reach out and share my most recent hotlist of available profiles that may meet your requirements. You can view the hotlist by clicking on the image below. If you see a profile that fits your needs, please do not hesitate to contact me. Here are some of the profiles I currently have available: 1. Java/Full Stack Developers 2. .NET Developers 3. UI/Angular/React Developers 4. AEM Developer 5. Go-Lang Developer 6. SDET/QA Automation Engineer 7. Data Engineers (AWS) 8. SQL BI Developer 9. Tableau Developer 10. MuleSoft Developer 11. EDI MFT/EDI Integration. Thank you for considering these profiles. I can be reached via phone at 302.334.6434 /106 or by email at vinay@dstechus.com hashtag hashtag hashtag hashtag #C2C hashtag hashtag hashtag hashtag #Java hashtag hashtag hashtag hashtag #react hashtag hashtag hashtag hashtag #opentowork hashtag hashtag hashtag hashtag #c2cOpportunities hashtag hashtag hashtag hashtag #c2cjobs hashtag hashtag hashtag hashtag #c2crequirements hashtag hashtag hashtag hashtag #corptocorp hashtag hashtag hashtag hashtag #corp2corp hashtag hashtag hashtag hashtag #corp2hire hashtag hashtag hashtag hashtag #corptohire hashtag hashtag hashtag hashtag #c2h hashtag hashtag hashtag hashtag #opportunities hashtag hashtag hashtag hashtag #c2cvendor hashtag hashtag hashtag hashtag #c2cusajob Activate to view larger image, Your document has finished loading

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"And you know this man..." What Movie? 🔥🔥What we know is MilCruit is bringing you more jobs. 🔥🔥 Join MilCruit on 27 June @430pm EST for our next virtual connection event. 💰We partnered with USMEPCOM recruiters to bring you #OPPORTUNITIES nationwide. Stayed tuned for event link and to see specific openings and locations! 👇 Quick and targeted. Meet directly with TA experts Jeff M. and Christian Carr to learn about a Federal Career with #USMEPCOM! HAVE YOU PARTNERED WITH MilCruit YET? Reach out today! Details in comments. #veteranshelpingveteran #federaljobs #veteranhiring

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🔍 Seeking Connections with Dayforce Experts! 🔍 I'm reaching out to connect with professionals who have expertise in Dayforce. Whether you're a consultant, specialist, or user with valuable insights, I'd love to collaborate and exchange ideas. 🔹 Are you experienced with Dayforce implementation or optimization? 🔹 Have success stories or unique perspectives to share? 🔹 Interested in discussing best practices and strategies? Let's connect and learn from each other! I would love to discuss the opportunities we have. Please feel free to send a message or connection request. #Dayforce #HRIS #HRTech #Networking #ProfessionalConnections

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Good morning, LinkedIn connections! Let's talk about company turmoil for a moment. I've seen and heard so much in my 20+ years of recruitment that I feel it's time we shed light on the topic. There have been so many that have experienced these situations recently in their organizations: * Layoffs - both big and small *Compensation restructure (and not to the positive for the employee) *Drastic changes/terminations within Leadership *Ignoring GLARING red flags - and not acting swiftly to correct them *Massive changes or eliminations within products/services *Limiting the accounts you can call on *Eliminating accounts you can call on *Promises made -which will likely not come to fruition In these scenarios, companies are scrambling to keep their heads above water and calm within their workforce. If their employees begin to DOUBT their organization, they begin conversations with other companies to "test the waters and see what else is out there." That's smart - always plan for what is to come. Right? It shows insightfulness and the ability to be PROACTIVE. As a recruiter - we see this all the time. Companies will do whatever they can to keep their people "happy" so they can put a band-aid to the situation. Usually they throw a little extra money, a promotion, or make promises they know they can't keep. Don't be one of those people. Reach out to your network. Have a contingency plan so that you're not left like hundreds or thousands of your colleagues rushing to update your resume, apply to 100's of jobs, and interview desperately to get that next role all while feeling the emotional, financial, and mental strain this brings to you and your family. Find a company that truly is a GREAT PLACE TO WORK and a listening culture with their employees. 💡 I'm interviewing for the following markets for Credit Acceptance: 🚘 Market Area Manager - Tacoma, WA 🚘 Market Area Manager - Seattle, WA 🚘 Market Area Manager - Yakima/Tri-Cities, WA 🚘Market Area Manager - Kenosha, WI 🚘Market Area Manager - NE Tulsa, OK 🚘Market Area Manager - S. Tampa, FL 📞 Let's TALK about it - and let's see if my team and I can assist. Don't forget to 👍 LIKE & SHARE 📳 this post - you never know who is looking for a life-changing career move! ▶ Review all of our openings and apply today for consideration: https://lnkd.in/gYMzkHS5 José Eguia T.J. Wichmann Keith Baker Wade Alexander Patrick Regan Kevin Del Valle Carol Kassab, PHR Tammy Mass RACR Regina Lee Vanessa Ewing RACR Emily Bradford, RACR Jack Clancy

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STAFFING MYTH BUSTED: there is no magic candidate pool! 🫢 (Nope, not even the one that 3rd rep of the week promised. 🫣) We are all sourcing from the same population impacted by: 👉🏼economic factors 👉🏼generational trends 👉🏼surplus availability of jobs Each agency navigates this differently. Look again if you notice they: 🔍 throw “bodies” at you to see what sticks ❌causes high turnover, mistrust and everyone ends up burnt out 🔍have high turnover internally ❌employees burn out quickly here, and won’t be organized and ready to handle your needs when it’s crunch time Consider them if you notice they: 🔍take the time to ask the right questions + set honest expectations ✅ they’re likely to send the right employees and deliver on their turnaround commitments 🔍have industry veterans with tenure working internally ✅ when people are taken care of and given proper resources/encouragement, they stick around and incorporate their knowledge + experience into YOUR experience 🔑 If you are ready to upgrade your staffing experience, it would be my honor to discuss a gameplan that will knock your 2024 out of the park. Let’s chat - contact info below ⬇️

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⏰ It's time for another Talent Tip Tuesday! Here at C&N, we ask a lot of situational questions, so the tip this week relates to knowing how to answer them. 🌟 Interview Tip: Be ready to tackle situational questions with confidence using the STAR method! 🎯 Situation: Describe the context or scenario you faced. 🎯 Task: Outline your specific role or objective in that situation. 🎯 Action: Detail the actions you took to address the challenge. 🎯 Result: Share the outcomes or achievements from your actions. 💼 It’s all about showcasing your skills with clear, structured examples. #interviewprep #STARmethod #careersuccesstips

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Last week CBTax made 4 offers to awesome candidates. 3 of them were through referrals. I reached out to one person in my network and asked if she knew anyone with a similar profile to hers, then 𝗕𝗔𝗡𝗚! 3 offers made, no sourcing required. This saved me so much time and allowed me to focus on other areas. 𝗬𝗼𝘂𝗿 𝗻𝗲𝘁𝘄𝗼𝗿𝗸 𝗰𝗼𝘂𝗹𝗱 𝗯𝗲 𝘁𝗵𝗲 𝗸𝗲𝘆 𝘁𝗼 𝘆𝗼𝘂𝗿 𝗻𝗲𝘅𝘁 𝗯𝗶𝗴 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆 𝗮𝗻𝗱/𝗼𝗿 𝗵𝗶𝗿𝗲. 𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝘆 𝗿𝗲𝗳𝗲𝗿𝗿𝗮𝗹𝘀 𝗮𝗿𝗲 𝗮 𝗴𝗮𝗺𝗲-𝗰𝗵𝗮𝗻𝗴𝗲𝗿👇 𝗗𝗶𝗱 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄 𝘁𝗵𝗮𝘁: 1️⃣ 84% 𝗼𝗳 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 use employee referral programs 2️⃣  Referral hires are 40% 𝗺𝗼𝗿𝗲 𝗹𝗶𝗸𝗲𝗹𝘆 𝘁𝗼 𝗯𝗲 𝗿𝗲𝘁𝗮𝗶𝗻𝗲𝗱 𝗮𝗳𝘁𝗲𝗿 𝗼𝗻𝗲 𝘆𝗲𝗮𝗿 than non-referral hires 3️⃣ The cost per hire for employee referrals is typically lower than other recruiting methods 4️⃣ Referred candidates are 55% 𝗳𝗮𝘀𝘁𝗲𝗿 𝘁𝗼 𝗵𝗶𝗿𝗲 and often turn out to be the best fit for the job. 𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝘆 𝗶𝘁 𝘄𝗼𝗿𝗸𝘀 👉 𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗖𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀: Trusted sources bring in reliable and high-caliber talent. 👉 𝗙𝗮𝘀𝘁𝗲𝗿 𝗛𝗶𝗿𝗶𝗻𝗴: Reduce time-to-hire with pre-vetted candidates, speeding up the recruitment process. 👉 𝗕𝗲𝘁𝘁𝗲𝗿 𝗙𝗶𝘁: Referred candidates often match company culture and values better, leading to higher satisfaction and retention. 👉 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 𝗚𝗿𝗼𝘄𝘁𝗵: Strengthen and expand your professional connections by actively participating in the referral process. 𝗪𝗵𝘆 𝗜𝘁 𝗠𝗮𝘁𝘁𝗲𝗿𝘀💡 ⚫️ 𝗧𝗿𝘂𝘀𝘁 𝗙𝗮𝗰𝘁𝗼𝗿: Referrals come with a built-in trust advantage, making the hiring process smoother and more efficient. 🟠 𝗛𝗶𝗿𝗶𝗻𝗴 𝗔𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲: By leveraging referrals, you can attract top talent with increased resources and a streamlined process. ⚫️ 𝗦𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗶𝗹𝗶𝘁𝘆: Building a strong network through referrals reinforces long-term growth and competitiveness within recruitment. 𝗛𝗲𝗹𝗽 𝘂𝘀 𝗳𝗶𝗻𝗱 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝗥&𝗗 𝘁𝗮𝘅 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀—𝗿𝗲𝗳𝗲𝗿 𝗮 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝘁𝗼𝗱𝗮𝘆 𝗮𝗻𝗱 𝗯𝗲 𝗮 𝗽𝗮𝗿𝘁 𝗼𝗳 𝘁𝗵𝗲𝗶𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝗴𝗿𝗼𝘄𝘁𝗵 𝗷𝗼𝘂𝗿𝗻𝗲𝘆 👇 📅 𝗕𝗼𝗼𝗸 𝗮 𝗰𝗮𝗹𝗹 𝘄𝗶𝘁𝗵 𝗺𝗲 ➡️ https://lnkd.in/eT9bGsGC 📧 𝗘𝗺𝗮𝗶𝗹 𝗺𝗲 ➡️ geoffbankssmith@cbtax.com 📱 𝗖𝗮𝗹𝗹 𝗺𝗲 ➡️ 07590395133 👨‍💻 𝗟𝗶𝘃𝗲 𝘃𝗮𝗰𝗮𝗻𝗰𝗶𝗲𝘀 ➡️ https://lnkd.in/eVsFg2jN #Referrals #TalentAcquisition #RDTaxCredits #Networking #CareerGrowth #Innovation

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The Joy of Talent Acquisition: More Than Just Filling Seats We all know the stereotype: recruiters just fill empty positions. But the reality is far more rewarding! We're culture architects, guiding lights, and career matchmakers. We listen to hiring managers' needs and candidates' aspirations, then create connections that spark positive change. The best part? Witnessing it all unfold. From onboarding to career milestones, I see the impact of these connections firsthand. It's a constant reminder of the "why" behind the busy schedules and new requisitions. #TalentAcquisition #CareerPurpose #RemebertheWHY #opentowork

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Job hunting can take time, and narrowing your search might feel like a job in itself. Check out this article from Capital One for job search advice to help you figure out which jobs to apply for, where to look for leads and how to show hiring managers you’re the best fit for the role. https://dy.si/hXcS9

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The simplest way to impress the hiring manager in your next interview... 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝘁𝗵𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝘆. Don't just view the website quickly, really do your research on the company AND those you plan to interview with. Visit all social media profiles, read the about us sections, review all the company's services/products, and what sets them apart. 𝗥𝗲𝘃𝗶𝗲𝘄 𝘁𝗵𝗲 𝗷𝗼𝗯 𝗱𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻, and anticipate potential questions. This shows initiative and genuine interest. 𝗕𝗲 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰. Show your personality and don't lie or exaggerate. Interviewers want to know who they'd be working with. 𝗘𝘅𝗽𝗿𝗲𝘀𝘀 𝘆𝗼𝘂𝗿 𝗲𝘅𝗰𝗶𝘁𝗲𝗺𝗲𝗻𝘁. Your passion is contagious and can make a lasting impression. #interviewtips #interviewhelp #careertips #jobsearchtips

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Hiring Credits/Refunds Specialist in the Healthcare Field 1. How many years of hands-on credits/refunds experience do you have, including all the investigation required to determine if a credit/refund is necessary? 2. Explain your active experience in the past two years with – follow up, overpayments, payor knowledge, research accounts, medical terminology, credits/refunds, and payment posting. 3. Does your resume reflect these skillset requirements within the last 2 years? (If not please update your resume to reflect this experience) 4. Can you provide an example of your experience with refunding credit to the patient? 5. Can you provide an example of a time that you had to refund insurance? What steps did you take? (Please provide as much detail as possible) 6. Tell me about your experience in calling insurance companies in regard to a refund letter and/or recoupment? 7. Tell me about your experience with using payer portals? 8. Tell me about your experience with reading an explanation of benefits? 9. Can you explain what the explanation of benefits provides? 10. Tell me about your experience with understanding medical terminology? Give examples. 11. Tell me about your experience in dealing with Medicare Managed Care and Medicaid Managed Care. 12. What MCO payers are you familiar with? 13. What is your experience with hospital /institutional claims? 14. What is your backend (AR/Denials) experience? 15. Have you used RevSpring? If so, how many years of experience? 16. This position will be patient facing as well, do you have experience dealing with patients and getting corrected patient information? 17. Validate that you do not have any PTO scheduled during the first 90 days of the project. If you fit most of the criteria above please send screening questions along with resume to Christina.Fanter@Omegahms.com

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