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Partners with Client Service Leaders and pursuit champions to assist with business development, building client relationships, and pursuit efforts for mega and super mega projects in accordance with HNTB's Sophisticated Sales Approach (SSA.
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Partners with Client Service Leaders and pursuit champions to assist with business development, building client relationships, and pursuit efforts for strategic and mini-mega projects in accordance with HNTB's Sophisticated Sales Approach (SSA.
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Partners with Client Service Leaders and pursuit champions to assist with business development, building client relationships, and pursuit efforts for mini-mega and mega projects in accordance with HNTB's Sophisticated Sales Approach (SSA.
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Provide overall management direction for a regional "mega-project" or multiple large and small regional Heavy Highway projects - i.e. plans, directs, and coordinates activities. With over $ 2 billion (and growing) in annual revenue and 3,800 team members, our client is one of America's largest General Contractors and services a broad spectrum of clients in both the private and public business sectors.
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Your responsibilities will include leading mega projects while mentoring and advising Senior Project Managers, Project Managers, and Assistant Project Managers, overseeing high-profile and complex projects, and developing strong client relationships.
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We are a self-performing specialty Contractor specializing in Design Build Applications, HVAC Systems, Plumbing, Process Piping Systems, Boiler & Chiller Systems, Equipment Installation & Rigging, Plant Relocation & Maintenance, and Metal Fabrication.
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Works collaboratively and travel with the sales force to provide retirement expertise and assist in growing sales with heavy retirement plan advisers, consultants, retirement plan platforms, and mega plan sponsors.
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Leads proposal development and interview presentations for strategic and mini-mega projects to the client as well as general presentations within the industry and community. The Civil Design Build Project Manager typically works as a task lead, discipline lead, or Deputy Design Manager on Mega (>$5M) or Super-Mega (>$25M) project management team.
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What You'll Need: 2 years task management or Deputy PM experienceWhat You'll Bring: Winning, contracting, and successfully delivering 4for4 (on-time, on-budget, quality, client satisfaction) on smaller projects.
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Leads proposal development and interview presentations for strategic, mini-mega, and mega projects to the client as well as general presentations within the industry and community.
$157,573.03 - $286,031.34 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience with construction and project management software (i.e. Procore). As a Project Executive at Mullins, you will be a key player in managing and guiding construction projects from inception to completion.
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Location: BREMENEAST Long Description The Senior Talent Acquisition Specialist is an onsite strategic partner to hiring managers and P&C Partners for a Southwire mega site and assigned client group locations.
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The Project Manager – Engineering typically manages project team(s) for one or more strategic (<$1M) projects or may lead and/or work as a discipline lead on a mini-mega ($1M to <$5M) project management team.
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If on a technical track, the individual will report to an upper-level estimator on a mega or extremely large-sized projects. This position is responsible for the overall implementation and direction for the assigned area of the estimating functions to provide services, procedures, and methods for the timely and accurate issuance of estimates and supporting documentation to the client and project management.
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Winning, contracting, and successfully delivering 4for4 (on-time, on-budget, quality, client satisfaction) on multi-disciplined projects. Serving as the lead interface with the client on moderately complex projects.
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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.
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.
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.