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Miami Country Day School, an independent, coeducational learning community with approximately 1,380 students in pre-Kindergarten through Grade 12 seeks an experienced, thoughtful fundraiser with a proven track record to serve as its next Chief Advancement Officer (CAO.
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Work with the CEO and other executives in defining business plans that support the organization’s strategic priorities with a growth mindset, creative ideas, and clear vision for how the Advancement team will support and be integrated into the plan.
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As a Toledo Hospital Environmental Services Technician, you will play an essential role in providing a clean and safe facility for meeting the medical needs of our community. As a ProMedica Toledo Hospital employee you will be eligible for exciting developmental and advancement opportunities.
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No candidate/recruiter calls, personal calls, or walk-ins are accepted. S&ME is seeking an eager and dedicated full-time Construction Materials Laboratory Technician to join our Construction Services team in Columbus, Ohio.
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The Professional Services Engineer is a customer-facing role sitting within our Expert Services team who are collectively responsible for onboarding new customers. Previous experience with API-driven applications and troubleshooting API calls with Postman.
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We are looking for a motivated and passionate Construction Materials Engineering Technician to join our Construction Services team in Augusta, Georgia. If you are seeking a challenging and rewarding career with a firm committed to our employees and providing quality service to our clients, join us.
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How you grow or advance: As an Acute Dialysis RN, you will enter our Clinical Advancement Program (CAP) which will allow you to develop clinical leadership skills, have an opportunity to share your expertise with others, and be recognized for your experience, knowledge, and clinical expertise.
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Make cold calls and follow-up calls to introduce my services (Commercial Real Estate & Business Brokerage). Excellent communication and phone skills, with confidence in making cold calls and follow-ups.
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The Assistant Director for Annual Giving works closely with Advancement Services on segmentation and maintaining data integrity. In partnership with Advancement Services develops and coordinates the stewardship of annual giving donors and prospects.
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Experience providing customer service to internal and external customers, including meeting quality standards for services, and evaluation of customer satisfaction. PharMerica is the long-term care pharmacy services provider of choice for senior living communities, skilled nursing facilities, public health organizations, and post-acute care organizations.
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The Senior Vice President, Advancement (SVP) is responsible for designing and implementing a comprehensive and forward-thinking strategy that guides all fundraising at WGU. The Advancement strategy will be intricately aligned with WGU's mission, vision, and strategic priorities and will reflect the university's innovative model and student-centric approach to higher education.
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Crystal Clean (CC) is one of the nation’s leading privately held companies in the environmental waste services industry. Crystal Clean offers competitive compensation, excellent benefits, and opportunities for advancement.
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PharMerica offers unmatched employee development, exceptional company culture, seemingly endless opportunities for advancement and the highest hiring goals in decades. Experience with LTC service offerings and competitive landscape of the LTC pharmacy space.
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PharMerica is a full-service pharmacy solution providing value beyond medication. Reporting to the Division Vice President, this position collaborates across teams to implement growth initiatives, execute sales strategies, and contribute to PharMerica's overall revenue plan.
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PharMerica is one of the nation's largest pharmacy companies. pharmerica.com. Follow us on Facebook, Twitter, and LinkedIn. For more information about PharMerica, please visit www. Experience in LTC B2B sales, new sales pipeline management, upselling/same store growth, client management, and retention.
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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.