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Hands-on experience with ISP/router/firewall management. Microsoft certifications preferred, specifically Azure, Intune and Power BI. Provide VoIP deployment, firewall management, virus/malware cleanup and end user help desk support.
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Familiarity with OSP, ISP Telcom, Security, FLS, Access control, DAS, and LV systems found in critical spaces. Familiarity with OSP, ISP Telcom, Security, FLS, Access control, DAS, and LV systems found in critical spaces.
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She/he ensures that the people attending the program receive the supports they need, oversees the maintenance of programs, writes the day habilitation goals, develops, and ensures the implementation of habilitation plans and coordinates his/her attendance in conjunction with the 3 Assistant Supervisors at the scheduled ISP meetings bi-annually for each person.
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Quarterlies, ISP, Continued Stays, Progress notes, Discharge instructions, Discharge Summaries) of all information required by the Department of Behavioral Health and Developmental Services, Department of Medical Assistance Services and by The Kennedy Group, LLC.
Full-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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Documentation includes but is not be limited to: ISPs, ISP Reviews, ISP Addendums, consent forms, psychosocial evaluations, PCP letters, and release of information authorizations. Serves MHY residents comprised of at-risk-youth between the ages of 9-18 who are at risk of abuse or neglect, have been abused or neglected, have serious emotional, mental or behavioral disturbances, and are involved in the juvenile justice system.
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Experience with Enterprise Sales within the ICT/Managed Service and Hosting arena (e.g. IT/software services, web/application/platform hosting, managed services, SAAS, Cloud computing, ISP) Experience with Enterprise Sales within the ICT/Managed Service and Hosting arena (e.g. IT/software services, web/application/platform hosting, managed services, SAAS, Cloud computing, ISP.
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Develop and monitor the participant's progress relative to their Individual Services Plans (ISP) through all phases of the program and confer regularly with DOR (Department of Rehabilitation) staff concerning program progress and transition planning.
$40,000 - $50,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Cogent Communications is a global, Tier 1 facilities-based ISP, consistently ranked as one of the top five networks in the world and is publicly traded on the NASDAQ Stock Market under the ticker symbol CCOI. Cogent specializes in providing businesses with high speed Internet access and Ethernet transport services.
Full-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Past Due/ACH Return calls – A Technical Support Center Representative is responsible for calling Past Due tickets for ISP and VOIP customers that are 45 days behind on their bill or customers that have an ACH payment that has come back as invalid.
Full-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
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Provide direct care to individuals with intellectual and developmental disabilities tailored to their Individual Support Plan (ISP)/Person Centered Plan (PCP) We are Now Hiring Full-Time, Part-Time, PRN Direct Support Professionals (DSP), Caregivers, Direct Care Staff, Home Health Aides in Allentown, PA to provide person-centered care tailored to meet the needs of individuals with intellectual and developmental disabilities.
$16.47 an hourFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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The project includes conducting survey and design, engineer, furnish, install, secure, and test (EFIS&T) solutions to include non-secure internet protocol router (NIPR), secure internet protocol router (SIPR), Wi-Fi, Voice over Internet Protocol (VoIP), Inside Plant (ISP), Outside Plant (OSP), and Voice Modernization at U.S. Army Base/Post/Camp/Station (B/P/C/S) across the Continental United States (CONUS.
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This position would be responsible for installation of new fiber and wireless services for our ISP network, as well as in a network support role to support our existing footprint and customers.
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Assists the consumer with attaining goals in order to have positive outcomes as described in the individual’s ISP. Monitor individuals’ progress and service delivery through on-site visits and data collection.
Full-timeExpandApply NowActive JobUpdated 22 days ago - UpvoteDownvoteShare Job
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Proficient in camera ISP pipeline and camera capture modes. Knowledge of megapixel CMOS image sensor technology, lens selection and qualification, implementation of camera systems in mobile products.
ExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Performs operations as required in battery packs, ISP silkscreen, final assembly, and wire assembly. Builds and tests switches in ISP. Requires six (6) months of previous experience as an electronic assembler or completed training in electronic assembly classes.
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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).
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.