Employees confirm positive workplace fostered by Experity, with over 90% of respondents saying they are proud to tell others that they work at the company.
We are the national leader in on-demand care solutions, and we take great pride to announce that Experity is now Certified™ by Great Place to Work® – the global authority on workplace culture, employee experience, and the leadership behaviors proven to deliver leading revenue, employee retention and increased innovation.
Experity is a fast-paced, high-growth company that considers its people to be its greatest strength, as they are the engine that powers the company’s driving mission to improve urgent care and the patient experience. Experity works diligently to continue meeting the wants and needs of employees and fostering a positive, balanced workplace culture.
We are the country’s largest electronic health records company for the urgent care market and provide an integrated operating system. Nearly 50% of the U.S. urgent care market runs on Experity solutions. With Experity, providers can best meet the demands of the evolving on-demand space and deliver high-quality, high-velocity care by streamlining operations, improving patient experiences and optimizing revenue.
Experity’s technology serves 5,700-plus clinics today across the US!
Great place to work article: https://www.experityhealth.com/news/experity-earns-2022-great-place-to-work-certification/
Benefits – We love all our X-tras! What’s in it for you?
The Contracting and Credentialing Specialist I duties include research of credentialing requirements, completion of network participation and provider enrollment applications, creation of reports, document management, and direct client support. They are responsible for following outlined regulations, policies and procedures regarding CC processes.
This is an entry level position.
Responsibilities:
Education and Experience:
Preferred:
Every team member exhibits our core values:
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)