New Career Bootcamp

The Cure for Career Confusion

  • Career Clarity Coaching
    • First Coaching Session Preparation
    • New Client Orientation & Welcome Document
    • Research Job & Career Ideas
      • Job Idea Evaluation Workbook
      • 100 – Overview of Job & Career Idea Research
      • 110 – How to Use the Job Search Profiles
      • 120 – How To Research Job & Career Ideas (Initial Strategies)
      • 140 – Salary Research Tools
      • 150 – Explore Industry Ideas
      • 160 – Research Other Peoples’ Career Transitions to Job Titles that Appeal to You
      • 170 – How to Research Job Titles at Companies that Appeal to You
      • 180 – Informational Interviews
    • How to Choose the Right New Career
      • Create a Career Vision Summary
      • Reduce Dimensionality
      • Don’t Trust Your Gut (Without Testing It)
      • Beware of the Giant Spreadsheet
      • Attain Distance
      • Conduct a Risk Analysis
      • Integrated Thinking
      • Accept Uncertainty
      • Ikigai Career Map
      • Marshall Goldsmith Strategy to Evaluate Job & Career Ideas
    • Do You Need To Be Passionate About Your Job?
    • Training Programs for Technology Jobs & Careers
    • Resumes, Job Search, Interviewing & More
  • Quick Question Coaching
  • Job Search Breakthrough
    • Job Search Strategies Overview
    • Weekly Job-Search Campaign Tools & Planner
    • How Long Will It Take You To Land A New Job?
    • Agency Recruiters
      • How to Find Recruiters in Your Target Niche
    • Enhance Your Job Search with LinkedIn’s Home Page
    • The Simple Social Media Job Search Strategy
  • Online Job Search
    • Module 1: Introduction & Overview
    • Module 2: Top Strategies To Find Relevant, Advertised Job Openings
      • (2.1 – Part 1) Use The Best Job Boards To Find Advertised Job Openings
      • (2.1 – Part 2) Best Startup Job Boards
      • (2.3) Clever Way To Use LinkedIn To Find Appealing Companies That Might Have Job Boards
      • (2.4) How To Set Up Job Search Alerts To Stop Wasting Your Time
      • (2.5) Is It A Waste Of Time To Apply If You’re Not Perfectly Qualified?
      • (2.6) What is the Best Time to Submit Your Application Online?
      • (2.7) How Many Jobs a Week Should You Apply to?
      • (2.8) Should You Post Your Resume on Job Boards?
    • Module 3: Tips & Tricks For Submitting Your Resume & Cover Letter For More Success
      • (3.1) 4 Ways To Quickly Tailor Your Resume To Win More Interviews
      • (3.2.1) Write A Blockbuster Cover Letter That Positions You For A Career Change
      • (3.2.2) Handling Salary Info in a Cover Letter
      • (3.3) Best Practices For Submitting Your Resume & Cover Letter
      • (3.3.1) What to do if You’re Applying Online and There’s a Salary Box
      • (3.4) Should You Follow Up With Human Resources?
    • Module 4: Get Insider Help To Win Job Interviews
      • (4.1) Why Company Employees Will Help You (Even If They Don’t Know You)
      • (4.2) How To Find Helpful Company Insiders To Maximize Your Success
      • (4.3) Unknown Ways To Use LinkedIn To Find Helpful Insiders
      • (4.4) How To Choose The Best Company Insiders To Talk To
      • (4.5) The Most Effective Ways To Contact Company Insiders You Don’t Know
      • (4.6) Do This To Ensure A Successful Conversation With Company Insiders
      • (4.7) Best Questions To Ask Company Insiders To Get The Information & Help You Want
      • (4.8) Steal These Sample Thank You Notes
    • Module 5: Fly by HR & Get to the Real Decision Maker
      • (5.1) Identify the REAL Decision Maker
      • (5.2) Access Nearly Any Hiring Manager’s LinkedIn Profile
      • (5.3) Get Nearly Any Hiring Manager’s Contact Information
      • (5.4) The Interview Magnet Letter Formula
      • (5.5) Interview Magnet Samples
      • (5.6) Get Your Interview Magnet Letter Into The Hands of the Hiring Manager
    • Implementation Coaching
  • Hidden Job Search
    • Module 1: Welcome to Hidden Job Search Breakthrough!
      • (1.1) Why You Must Search for Unadvertised Job Openings
      • (1.3) Mindset For Success
    • Module 2: Hidden Job Search Strategy Overview
      • (2.1) Super Strategy Overview
      • (2.2) Action Steps & Program Table of Contents
      • (2.3) Discover The Two Types of Hidden Job Searches
    • Module 3: Identify Many Companies That Could Hire You
      • (3.1) Define Your Target Market
      • (3.2) How Many Potential Employers Is Enough?
      • (3.3) The Best Ways to Build A List Of Potential Employers
      • (3.5) Job Search Organization
      • (3.6) Classify Potential Employers
    • Module 4: The “Customized” Strategy
      • (4.1) Select The Best Companies To Target
      • (4.2) How To Easily Identify Hiring Managers And Insider Connections
      • (4.3) Best Research Strategies To Win More Job Interviews
      • (4.4) How To Use Informational Interviews To Increase Your Success
      • (4.5) Top Strategies To Comfortably Contact Hiring Managers
      • (4.6) Discover How To ‘Keep In Touch’ So Hiring Managers Yearn For You
    • Module 5: The “Universal” Strategy
      • (5.1) Select Potential Employers To Target
      • (5.2) Top Strategies To Easily Identify People Who Might Want To Hire You Today
      • (5.3) The Universal Job Magnet Letter Formula (With Samples)
      • (5.4) Best Ways To Quickly And Easily Contact People Who Can Hire You
    • Module 6: Best Ways To Find People Who Can Hire You… Or Help You Get A Job
      • (6.1) 6 Quick Ways To Identify People Who Could Hire You
      • (6.2) Best Practices for Using Advanced Searches On LinkedIn To Find People Who Could Hire You
      • (6.3) Unknown Strategies To Find Insider Connections On LinkedIn
      • (6.4) Networking Strategies
      • (6.5) Little Known Strategies To Access Nearly Anyone’s LinkedIn Profile
      • (6.6) Hush Hush Ways To Get Nearly Anyone’s Contact Information Fast
    • Implementation Coaching
  • Job Search Networking
    • Introduction
    • 6 Myths & Facts About Networking
    • Personal Job Search Networking Training Modules
      • Module 1: How to Begin
      • Module 2: Be Effective – Prioritize Your Networking List
      • Module 3: 5 Key Strategies for Success Job Search Networking
      • Module 4: 7 Sample Networking Request Letters
      • Module 5: How to Create Your Elevator Pitch (With Samples)
      • Module 6: Creating Your Personal Marketing Plan
      • Module 7: What to Say (and Avoid) in Networking Conversations
      • Module 8: Sample Thank You Note For Networking Help
      • Module 9: Keep in Touch and the Law of Sevens
      • Module 10: The One+ Strategy
    • Event Networking
      • Find Networking Events Worth Going To
      • Make the Most of Networking Events
    • Networking Business Cards & Samples
  • Interview Breakthrough
    • Welcome to Interview Breakthrough!
    • (1.1) Action Steps and Program Table of Contents
    • Module 2: Mindset for Success
      • (2.1) The Art of Turning Interviews Into Enjoyable Conversations
      • (2.2) The Four Hot Buttons of Every Hiring Manager
      • (2.3) Turn Lemons Into Lemonade
      • (2.4) Dealing with Rejection
    • Module 3: Prepare to Win Job Offers
      • (3.1) Background Research
      • (3.2) What Salary Are You Worth?
      • (3.3) Get Insider Help To Win Offers
        • (3.3.1) Why Company Employees Will Help You (Even If They Don’t Know You)
        • (3.3.2) How To Find Helpful Company Insiders
        • (3.3.3) Use LinkedIn To Find Helpful Insiders
        • (3.3.4) Choose The Best Company Insiders To Talk To
        • (3.3.5) The Most Effective Ways To Contact Company Insiders You Don’t Know
        • (3.3.6) Do This To Ensure A Successful Conversation With Company Insiders
        • (3.3.7) Best Questions To Ask Company Insiders To Get The Information & Help You Want
        • (3.3.8) Sample Thank You Notes
      • (3.4) Make a Strong First Impression
    • Module 4: Get the Salary You Deserve
      • (4.1) Salary Research
      • (4.2) Here’s YOUR Salary Discussion Strategy
      • (4.3) What to Say When They Want to Know Your Salary History & Requirements
        • (4.3.1) Handling Salary Info in a Cover Letter
        • (4.3.2) Handling Online Salary Boxes
        • (4.3.3) Handling Salary Discussion DURING an Interview
    • Module 5: Interview Questions & Answers
      • (5.1) Handle Job Interview Questions With Ease
      • (5.2) Interview Question & Answer Guide
      • (5.3) Prepare for These Potential Interview Questions
      • (5.4) Tell Me About You…
      • (5.5) Questions YOU Can Ask at a Job Interview
    • How to Give a Killer Presentation
    • Module 6: Interview Strategies That Win Job Offers
      • (6.0) Participate (and look good) in Skype Interviews
      • (6.1) Ace Your Phone Interviews
      • (6.2) Align Your Experience With The Position
      • (6.3) Discover What the Interviewer REALLY Wants
      • (6.4) Eliminate the Interviewer’s Doubts About You
      • (6.5) How to Prove You Can Do a Job You Haven’t Done (Webinar)
      • (6.6) Handling Salary Discussions DURING Interviews
      • (6.7) How to Close Your Interview
      • (6.8) Essential Do’s and Dont’s
    • Module 7: Seal the Deal (What to do after the Interview)
      • (7.1) How Did You Do?
      • (7.2) Keep In Touch For More Success
      • (7.3) Send This Instead of A Thank You Note
      • (7.4) 90-Day Plan
      • (7.5) Top Tips for Handling References Professionally During Your Job Search
    • Module 8: Handling Job Offers Successfully
      • (8.1) How to Stall a Job Offer
      • (8.2) Job Offer Evaluation Checklist
      • (8.3) Signs That a Company Is a Bad Apple
      • (8.4) Avoid a Mess – Checkout Your New Boss
      • (8.5) Handling Salary Negotiations
      • (8.6) Should You Let an Executive Recruiter Negotiate Your New Salary?
      • (8.7) Ready to Accept a Job Offer? Read These Documents Carefully First
      • (8.8) Accept a Job Offer the Right Way
      • (8.9) Using an Outside Offer to Get a Raise
    • Module 9: How to Choose the Right Job Offer
      • (9.1) Create a Career Vision Summary
      • (9.2) Reduce Dimensionality
      • (9.3) Don’t Trust Your Gut (Without Testing It)
      • (9.4) Beware of the Giant Spreadsheet
      • (9.5) Attain Distance
      • (9.6) Conduct a Risk Analysis
      • (9.7) Integrated Thinking
      • (9.8) Accept Uncertainty
    • Module 10: Interview Correspondence
      • (10.1) Sample Letter Withdrawing From Consideration
      • (10.2) Sample Letter Accepting a Job Offer
      • (10.3) Sample Letter Declining a Job Offer Because of a Low Salary
      • (10.4) Sample Letter Declining a Job Offer Because You Don’t Want the Job
      • (10.5) Sample Letter to Write When You Don’t Get a Job Offer But You Want a Second Chance at Getting It
      • (10.6) Sample Letters Thanking a Reference
      • (10.7) Sample Job Resignation Letter
    • Implemetation Coaching
  • Gift Certificates
  • Contact

Genetics Counselor

Here are sample job advertisements for this type of role…


Genetic Counselor

Pediatrix

 

We have an exciting opportunity for a Certified Genetic Counselor to join our team. 

 

Pediatrix Medical Group is a physician lead organization, and we are one of the nation’s largest providers of prenatal, neonatal and pediatric services. Talented business professionals from diverse backgrounds choose Pediatrix because we are an exciting and innovative company that focuses on a team approach to improve the lives of patients everywhere. We offer a diverse range of opportunities, competitive salaries and benefits, and a commitment to clinical excellence, we are confident that you’ll love being a part of the Pediatrix team.

 

The Genetic Counselor provides genetic counseling for routine prenatal and preconception indications, including non-invasive prenatal testing, maternal serum screening, invasive prenatal diagnosis, ultrasound anomalies, family history indications and teratogenic exposures. The Genetic Counselor collaborates with other health team members to provide comprehensive care in the perinatal setting.

Responsibilities:

  • Reviews family and medical histories, determines relative risks and educates patients and families about Mendelian inheritance, chromosomal risk and principles of teratology.
  • Performs preconceptional and pregnancy loss counseling from a genetic perspective.
  • Is familiar with and critical of laboratories providing diagnostic services such as chromosome analysis, molecular DNA technology and biochemical screening.
  • Provides an interpretation of test results for patients, families and referring physicians.
  • Discusses availability of various prenatal diagnostic options and their associated risks with patients and families.
  • Returns patient phone calls in response to care and needs in a timely manner.
  • Is available for short and long term care; provides support services and referrals as necessary.
  • Documents patient and/or family encounters for patient and referring physician.
  • Corresponds timely and thoroughly with referring physicians.
  • Maintains accurate and up to date records of results and follow ups.
  • Utilizes current researching resources to provide thorough and current information.
  • Participates in revenue cycle by ensuring authorizations and referrals are in place and notifying the Billing Associate of needs for further authorizations.
  • Documents correct ICD-10 codes for services provided.
  • Communicates effectively and courteously with and demonstrates a caring attitude toward patients and their families.
  • Treats all patients and their families with dignity and respect.
  • Acts in a non-directive, non-judgmental manner, recognizing an individual’s religious, ethical, and moral opinion/belief.
  • Uses standard of patient satisfaction as a measure of effectiveness.
  • Recognizes ethical, legal and professional issues inherent to providing care to women experiencing a high risk pregnancy.
  • Provides telephone triage and makes appropriate referrals to other specialist as necessary.
  • Participates in professional development activities and maintains professional affiliations.
  • Maintains patient confidentiality.
  • Follows universal precautions and OSHA standards.
  • Performs other assigned duties as directed.

 

Qualifications:

  • A current/valid license as a Genetic Counselor if the state in which they are providing medical services requires it.
  • Prior prenatal diagnosis is helpful, but not required.
  • A minimum of 5 years experience required.
  • Experience with and critical of laboratories providing diagnostic services such as chromosome analysis, molecular DNA technology and biochemical screening.
  • Strong written, verbal and interpersonal skills.
  • Knowledge of common safety hazards and precautions to establish a safe work environment.
  • Participates in professional development activities and maintains professional affiliations.
  • Education Level: Master’s prepared, board eligible or board certified as a Genetic Counselor.
  • Equivalent combination of relevant education and experience will be considered.

  • Genetic Counselor I

    Baylor College of Medicine

     

    This is a split position where 50% of the effort will be dedicated to pediatric genetics and 50% will be dedicated to prenatal/reproductive genetics. The genetic counselor in this position will see patients in an inpatient and outpatient setting in pediatric genetics and prenatal genetics clinic at Texas Children’s Hospital at the Austin North location . The genetic counselor will also have the opportunity to supervise and teach genetic counseling graduate students, clinical and laboratory fellows, and other learners. The genetic counselor is expected to be part of a team of prenatal and pediatric genetic counselors who participate in bimonthly meetings, supervise genetic counseling students, and provide excellent care to patients.


    Previous experience in a prenatal or pediatric setting is preferred.

     

    Job Duties

    The genetic counselor filling this full-time position will join over 30 genetic counselors within the Texas Children’s Hospital system. The main responsibilities include staffing and coordinating the pediatric genetics clinics at Texas Children’s Hospital Austin North location and providing services to prenatal/preconception patients in the Maternal Fetal Medicine department and Fetal Center at the TCH Austin location.


    The genetic counselor will be responsible for:

    • Counsels patients with indications of genetic risks in pregnancy or in preconception settings.
    • Performs consults, test coordination, and results disclosure to patients seen at the Texas Children’s Fetal Center and MFM clinics in Austin.
    • Collaborates with multidisciplinary specialists for optimal care of patients with complex fetal health conditions.
    • Releases and discusses results of genetic testing with patients and providers.
    • Refers patients to additional services and providers as indicated.
    • Serves as patient liaison between fetal and pediatric care.
    • Obtains medical and family history of the pediatric patient during the clinic setting.
    • Counsels patients and families regarding results in the outpatient and inpatient settings.
    • Arranges follow-up appointments as indicated
    • The genetic counselor will also be expected to supervise graduate students, fellows, residents during their pediatric, MFM, or other genetics rotations.

     

    Minimum Qualifications

    • Master’s degree in Genetic Counseling.
    • No experience required..
    • Board-eligible or Board-Certified Genetic Counselor (CGC) by the American Board of Genetic Counseling (ABGC).
 

 

Genetic Counselor Coordinator

Kaiser Permanente


For the region or sub-regional specialty, provides advanced clinical genetics expertise, promoting high quality standards of care for patients/members with, or at risk for, genetic/congenital conditions. Provides program administration, consultation, education, collaboration, and research. Monitors and ensures compliance with regulatory requirements within Kaiser. May also provide independent genetic counseling and referral services for patients/members.

Essential Responsibilities:

  • Provides on-going program planning and management, develops region-wide protocols, and promotes standards of care for patients/members with, or at risk for, genetic/congenital conditions.
  • Provides expert consultation with physicians and other health care providers to enhance and monitor the quality and level of care for patients/members affected by, or at risk for, genetic/congenital conditions.
  • Collaborates with patients/members, caregiver, and interdisciplinary team members in assisting client needs.
  • Develops and implements a plan of care for complex, high-risk patients.
  • Evaluates effectiveness of care plans and revises plans as needed.
  • Creates and directs complex analysis of patient/program information from a variety of data sources for program development, risk management and quality monitoring.
  • Develops culturally sensitive and age appropriate patient education programs and materials.
  • Provides educational programs for physicians, nurses, laboratory staff, trainees and other health care providers in the community.
  • Serves as a regional or sub-regional specialty resource and provides up-to-date knowledge and management of genetic/congenital disorders and programs.
  • Maintains an up-to-date knowledge of current activities in genetics and recommends/implements enhanced clinical practice standards for the department and the region.
  • Directs and participates in quality assurance and improvement activities, promoting cost effective delivery of high quality patient care/services, improving internal and external customer satisfaction.
  • Identifies and promotes improved innovative clinical practice based on new knowledge and research in field of specialization. Initiates and participates in collaborative research projects, written articles, and professional presentations.
  • Forms risk estimates and identifies at risk cases.
  • Coordinates and documents contacts and follow-up recommendations, including referrals and scheduling of tests/ procedures.
  • Utilizes resources on a region-wide basis to improve efficiencies, increase communications, reduce redundancy and improve patient and provider satisfaction.
  • Coordinates and oversees the day-to-day operations for the assigned program.
  • Ensures support staffs quality of work.
  • Serves as preceptor for graduate genetic counseling students and medical residents.
  • Provides input into local and regional policies and guidelines and hiring of new staff.
  • May independently provide genetic counseling services for all areas of medical genetics, which includes:
  • Assesses recurrence risks and recommends medical or genetic testing based on analysis of the risk, benefit, and cost.
  • Provides crisis intervention and psychosocial counseling regarding genetic conditions.
  • Makes referrals for on-going care and support.
  • Follows patient through counseling, testing, and results.

 

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