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It's an opportunity to foster curiosity, creativity and compassion in children-all while helping them develop a lifelong love of learning. Help children learn about language and literacy, science, life skills, and more.
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The Psychologist III provides for professional development of staff psychologists including applied behavior analysis, learning principles, positive behavior support, and contemporary psychological issues to positively impact service delivery.
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The Learning Specialist will be responsible for supervising and implementing academic-related assignments for the school-age children in accordance with their school district curriculum.
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As the largest provider of behavioral health services in Travis County, we are dedicated to improving the lives of adults and children living with mental illness, substance use disorder and intellectual and developmental disabilities.
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The Pre-Kindergarten Teacher will ensure, support, and promote each child's learning, wellbeing, and development in cooperation with their parents and other early childhood professionals in a manner consistent with Oregon Early Learning standards, USDA, and licensed childcare rules and regulations.
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Team with your co-teacher, to provide structured fun, learning activities and active play, from provided Balanced Learning curriculum. We are seeking a full or part-time experienced daycare candidate or candidate pursuing a career in early childhood education, who love working with Preschool children, between 24 and 48 months, in preparation for the new school year.
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Knowledge of the youth development framework and practices and one or more years of experience planning and facilitating academic, enrichment, recreational and social emotional learning curriculum activities for school aged children.
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The SEL Coach is an essential member of the Rapid Response Team and responds within 48 hours to requests for support from parents and/or providers for children at imminent risk of suspension and/or expulsion from an early learning setting.
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Provides support and professional development to school-based staff on topics that promote enhanced understanding of social emotional learning, such as: how to foster a trauma informed school community, appropriate developmental behaviors for children, strength based approaches to identify and leverage protective factors and build resiliency, de-escalation, and classroom management across all Tiers.
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SUMMARY OF JOB: The Head Teacher is responsible to teach, guide and supervise children 6 weeks to 5 years using a trauma informed approach and accordance with NAEYC, Keystone STARS and DHS guidelines.
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Founded in 1976, FullBloom annually supports more than 170,000 children and 25,000 educators in over 1,100 school districts across three divisions, Catapult Learning, Specialized Education Services, Inc. (SESI), and Little Leaves Behavioral Services.
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As a Pre-Kindergarten Teacher at the Primrose School of O'Fallon at Winghaven, you will foster curiosity, creativity and compassion in children-all while helping them develop a lifelong love of learning.
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Assist with the Trauma-Informed Violence Prevention Program as designed and approved by the Commonwealth of Pennsylvania serving children in The Salvation Army's Learning Center and families involved in the social services programs of the Corps.
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If so, we'd love to talk Who We're Looking For Trellis is hiring a Board Certified Behavior Analyst (BCBA) to join them in providing high-quality, evidence-based, contemporary ABA therapy to children with autism.
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Fullbloom is actively seeking a highly skilled and experienced sales professional to join our team as the Director of Partnerships - CA for our Catapult Learning K-12 line of business. Catapult Learning is accredited by Cognia and has earned its 2022 System of Distinction honor.
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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.