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Udemy is looking for a data scientist to join a team largely focused on exploring and building novel applications of generative AI to improve the teaching and learning experience.
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Udemy is looking for a data scientist to join a team largely focused on exploring and building novel applications of generative AI to improve the teaching and learning experience.
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A law firm in Minneapolis is seeking a Mid-level Environmental Litigation Associate Attorney. Mid-level Environmental Litigation Associate Attorney Company name. Mid-level experience in environmental litigation.
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AECOM is actively seeking an experienced, highly talented Mid-level Ecologist for immediate employment in the Houston, TX office. Leading field crews for wetland/waterbody and wildlife habitat assessments, including adherence to field safety requirements.
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San Francisco office of a BCG Attorney Search Top Ranked Law Firm seeks a mid-level transactional attorney with 3-6 years of experience. Mid-level Transactional Attorney Company name.
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EBA provides civil/site, environmental, geotechnical, structural, transportation, water resources, and water systems engineering; construction management/inspection; field and laboratory material testing; asset management; and geospatial technologies services to clients throughout the Mid-Atlantic region.
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Our client is seeking a Mid-Level Application Developer with 5-7 years of experience to join our dynamic team. Experience level: Experienced. This role involves implementing and managing integration solutions using middleware tools such as Dell Boomi and MuleSoft, designing robust integration solutions with REST APIs and webservices, and leading SaaS-based application implementations.
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The Boeing company is seeking a Microelectronics Packaging Engineer (Mid-Level, Lead or Senior) Microelectronics Packaging Engineer (Mid-Level, Lead or Senior) page is loaded.
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Civil/Water Resources Engineer Mid Level Mining Focus (Hybrid) page is loaded. Civil/Water Resources Engineer Mid Level Mining Focus (Hybrid) Water Resources Engineer Mid Level (Hybrid.
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Job Overview: A law firm in Denver, CO, is seeking a Mid-Level Environmental Associate Attorney who possesses significant experience and expertise in environmental law, including regulatory counseling and litigation.
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A law firm in Chicago is seeking a Mid-Level Financial Services Litigation Associate Attorney with 3+ years of litigation experience. Mid-Level Financial Services Litigation Associate Attorney Company name.
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Boeing Commercial Airplanes (BCA) is seeking Associate or Mid - Level Aerodynamics Stability and Control Engineers toreport to the Stability and Control, (S&C) Manager, working in the Everett, Washington office.
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Mid-Level Electrical Engineer. Please consider your experience level when applying and submit to the posting(s) that most closely matches your qualifications. Specifically, we need engineers and scientists who have the ability and interest to design complex embedded systems, including architecture development, detailed design, schematic capture, PCB layout, and FPGA RTL development and simulation.
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Houston office of a BCG Attorney Search Top Ranked Law Firm seeks mid-level intellectual property managing associate attorney with 3-6 years of experience in intellectual property and/or patent litigation.
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Job Overview: A law firm in Cherry Hill, NJ, is seeking a Mid to Senior-Level Litigation Associate Attorney with 4-6 years of experience in corporate governance and/or securities litigation.
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FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.