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We are looking for candidates with a minimum of one year of job shop or manufacturing experience, the ability to read blueprints, and excellent mechanical aptitude for our prototype technician training program.
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Competitive Wages - The pay range is $24.82 - $31.15 per hour, but no less than the local minimum wage. The Company operates stores across 34 states and the District of Columbia with 24 banners including Albertsons, Safeway, Vons, Jewel-Osco, Shaw's, Acme, Tom Thumb, Randalls, United Supermarkets, Pavilions, Star Market, Haggen, Carrs, Kings Food Markets and Balducci's Food Lovers Market.
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Assistant store managers can earn up to 45% above local minimum wage based on experience. We offer headwear and apparel from collegiate and professional sports teams, plus top brands like Nike, New Era, Adidas, and Mitchell & Ness. In recent years, Lids has built partnerships with iconic global brands including Marvel, Playboy, and the Harlem Globetrotters.
Full-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Maximus will comply with regulatory minimum wage rates and exempt salary thresholds in all instances. - Candidates must meet requirements to obtain and maintain an IRS Minimum Background Investigation (MBI) clearance (active IRS Moderate Risk MBI clearance is a plus.
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Minimum Requirements:- Bachelor's degree and 7-10 years of relevant experience or equivalent combination of education and experience required. The Splunk Engineer will provide cyber-focused Splunk subject matter expertise in supporting security enablement and accountability through Splunk development, dashboarding and data visualization.
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We are seeking a Lead Splunk Engineer to join our team supporting our Internal Revenue Service (IRS) client. The Splunk Engineer will work closely with government personnel and other Maximus professionals in a team environment.
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Operate and maintain infrastructure and Splunk application monitoring tools as part of the IRS Cybersecurity, network, and application audit and monitoring program. Administer the Splunk application infrastructure, including implementing the access control, data segmentation, and general Splunk infrastructure.
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Knowledge of Federal information security policies, standards, procedures, directives, and risk management processes including NIST and Common Information Model (CIM) data standards. Perform on-boarding of new data sources in Splunk through analysis of anomalies and trends.
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Share best practices and create innovative solutions to push user adoption and maximize the value of Splunk. At least 3 years of professional working experience with Splunk and experience in the design, development, integration, testing, and implementation of large-scale analytical data sets in Splunk.
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Provide technical expertise in enhancement of the Splunk architecture to meet user demand. Provide support for design, development, unit test, deployment, installation, configuration, integration, operation, and maintenance of IRS systems, applications and tools.
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Work to solve unique problems across a variety of use cases within Splunk. Active military service members, their spouses, and veteran candidates often embody the core competencies Maximus deems essential, and bring a resiliency and dependability that greatly enhances our workforce.
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Deploy and maintain dashboards, reports, alerts, as well as Splunk applications, technology add-ons, and Common Information Model. If you are transitioning from military to civilian life, have prior service, are a retired veteran or a member of the National Guard or Reserves, or a spouse of an active military service member, we have challenging and rewarding career opportunities available for you.
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Build design documentation for deploying advanced network access control given a baseline understanding of current tools deployed and the implementation status of each tool. Candidates must be a US Citizen or a Legal Permanent Resident (Green Card status) for 3 years, and be Federal Tax compliant.
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Maximus compensation is based on various factors including but not limited to job location, a candidate's education, training, experience, expected quality and quantity of work, required travel (if any), external market and internal value analysis including seniority and merit systems, as well as internal pay alignment.
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Knowledge and understanding of union agreements and prevailing wage issues. Minimum of five (5) years experience in paving, dirt, and grading in either private or public environments. Base Hourly Wage Range.
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FEATURED BLOG POSTS
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.
How to Navigate Hiring Out of State
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.
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.