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Merchandiser - Flexible, Part time, Start now! Our part time employees enjoy the leadership and growth opportunities available to our team members. Ability to effectively manage your time.
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The Retail Merchandiser will play an essential role in our brand partnership connection while helping our retail customers manage and display their products. Why work for our Merchandiser team.
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Opportunities to work close to home or (if willing) the opportunity to be a Road Warrior. This position offers competitive hourly pay and expense reimbursement. This position will report directly to a District Manager, but you will work independently onsite at our retailer locations.
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From large metropolitan markets to the smallest towns in America, footprint has opportunities that will fit into your life. Ability to work remotely and on a timely basis when accepting, scheduling, and reporting on store visits along with work hours, photos and travel expenses.
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Merchandisers may implement plan-o-gram updates, stock displays or shelves, complete surveys and audits, assist in store remodels, or tag products with security materials among other responsibilities.
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We perform both merchandising and installation services within our customer's retail space. You will be servicing multiple locations and customers on a reoccurring basis within a predetermined territory.
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Independent thinker, problem solver and decision maker. Ability to work independently or in a team environment depending on projects in your area. Footprint is an equal opportunity employer that is committed to a diverse and inclusive workplace.
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Hourly Wage: $ 16/hr Additional info: Hourly, Variable hours, Non-exempt. Footprint Solutions is a nationally recognized company and industry leader; for over 20 years we have partnered with well-known retailers to provide them with total onsite management capabilities.
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Step into a job that is right for you with Footprint Solutions. Smart phone technology knowledge highly preferred. Highly ethical in all work practices. Reaching, bending, crouching, kneeling, walking.
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We are well versed in the stores we serve. Able to meet the physical demands of the job. Strong communication skills required. Ability to lift up to 40 pounds. What is your role at Footprint Solutions.
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Must be self-motivated and highly organized. Must be 18 years or older. Other reasonable duties as assigned.
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Ability to work independently and on a timely basis when accepting, scheduling, and reporting on store visits along with work hours, photos and travel expenses. Hourly Wage: $ 13.00 /hr Additional info: Hourly, Variable hours, Non-exempt.
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Must be self-motivated and highly organized. Must be 18 years or older. Other reasonable duties as assigned.
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Footprint Solutions is an equal opportunity employer that is committed to a diverse and inclusive workplace. Must be self-motivated and highly organized. Must be 18 years or older. Other reasonable duties as assigned.
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Merchandiser - Flexible, Part time, Start now!
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flexible part time jobs Title: merchandiser
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.
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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?
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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).
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.