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The Senior Program Director is responsible for driving execution of Primes quality, compliance, integration, and profitability strategy in support of one or more of Primes market segments.
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Reporting to the Executive Director of the Great Salt Lake Watershed Enhancement Trust (GSLWET or Trust), Program Director, GSLWET, will be a key member of the growing GSLWET and the National Audubon Society (Audubon) Saline Lakes Program team, working in collaboration with The Nature Conservancy of Utah (TNC), the State of Utah, and the Community Foundation of Utah, as we launch the Trust.
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PLUS: Expertise in personal finance topics and/or internet security topics. Launch Potato is a performance-driven company, which means once you are hired, future increases will be based on company and personal performance, not annual cost of living adjustments.
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The Program Director role includes partnering across major functional areas such as Account Development, Project Management, Finance, Human Resources, Talent Acquisition, and Compliance to ensure delivery of the services aligned to the SOW. The role serves as the primary point of contact for the Client (biopharma) partner on behalf of Amplity.
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Deep understanding of SEO and content marketing best practices. Own prioritization and allocation of resources across all SEO editorial teams. Lead our editorial efforts to grow sessions and revenue across a variety of platforms.
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Supervisor, Manager, Payroll, Accounting, Management, HR, Office, Finance, Financials, Billing, Bookkeeper, Administration, Senior Living, Independent Living, Director, Executive, Supervision, Supervisor, Oversight, Medical, Health.
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Under the general direction of the Deputy Director of HCFS, the Program Director will manage certain revenue and cost savings programs and functions across state health and human service agencies.
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7+ years of relevant experience on a digital editorial team, particularly in management. Work with your reports and supervisor to nurture the careers of all editorial team members. Ensure consistency and quality of content across our editorial brands.
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As The Discovery and Conversion Company, Launch Potato is a leading connector of advertisers to customers at all parts of the consumer journey, from awareness to consideration to purchase.
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Thoroughly understand our methods of monetization and coach the team on best practices. Research and integrate new tools and strategies to improve the performance of the team. True enjoyment of managing people and a love for the hiring process.
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Position Summary: Amplity Health has a current opportunity for a Global Program Director in our Medical Solutions division leading one of our top clients Rare Disease Clinical Trial Liaison team.
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Works with the Senior Director of Philanthropy, Executive Development Director and major gift staff as part of a team of fundraisers for the Division, including joint strategy sessions and other matters important for an effective development effort.
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Bachelors degree in Public/Business Administration, Finance, Accounting, Engineering, Environmental Sciences, or a related field required; eight years of progressively responsible experience in solid waste management or public works, with three years of management experience for a comparably sized operation; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job.
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Significant experience throughout the program lifecycle from development through sustainment to include: proposal development, requirements decomposition, generation of system and subsystem statements of work and subcontracts, risk management, and continuous improvement efforts including implementation for cost reduction and performance improvement efforts.
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In this role, you will be tasked with growing the audience and revenue for all SEO editorial content, across multiple Launch Potato brands, including. Experience with Slack, Google Suite (specifically Sheets and Docs), and Asana (or similar.
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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.
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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.
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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).