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Is a Pre-K through 12 regionally accredited, coeducational, college-preparatory, Christian day school enrolling over 500 students. Football coaching experience. is a Pre-K through 12 regionally accredited, coeducational, college-preparatory, Christian day school enrolling over 500 students.
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The After School Counselor must enjoy working with elementary school aged children (Pre-K thru 5th). The After School Counselor must enjoy working with elementary school aged children (Pre-K thru 5th.
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Teacher Openings: Infant Teacher Private Pre-K Teacher School-Age Teacher Teacher Responsibilities: Implement our award-winning curriculum in a way that meets each child's unique learning style.
$15 - $17 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Private Pre-K Teacher. Private Pre-K Teacher. Same day pay available. The Sunshine House Early Learning Academy is seeking a Daycare Teacher for our 3-star rated school in Evans. CDA or TCC required for Lead Teacher positions.
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Job Description: Pre-K Paraprofessional. Job Description: Pre-K Paraprofessional. Participates in professional development pertinent to duties assigned by the principal, lead teacher, and classroom teacher.
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Reports to: Head of Early Childhood (grades Pre-k Kindergarten) Generally a 10 month position August -June Academic Year) Reports to: Head of Early Childhood (grades Pre-k Kindergarten.
$19.5 - $22 an hourFull-timeExpandUpdated 1 month ago - UpvoteDownvoteShare Job
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Our proven learning platform offers free, high-quality supplemental learning content and practice that cover Pre-K - 12th grade and early college core academic subjects, focusing on math and science.
$127,423 - $186,875 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Scholastic Corporation (NASDAQ: SCHL) is the world's largest publisher and distributor of children's books, a leading provider of print and digital instructional materials for pre-K to grade 12, and a producer of educational and entertaining children's media.
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Our markets include commercial development, warehousing, pre K-12 and higher education, science and technology, municipal and public works agencies, offices and corporate facilities, and retail and food.
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The Family Services Representative recruits and enrolls eligible children for Head Start and Pre-K programs and provides family support by Identifying community resources to address family needs.
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Depending on eligibility, a variety of benefits include health insurance, dental insurance, vision insurance, life insurance, a 401(k) retirement plan, work/life balance benefits, and a generous time off package to maintain a healthy home-work balance.
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Plans and prepares regulatory submissions (510(k), PMA, Technical Files and other regulatory documentation) for product approvals/clearances required by the US FDA and international government agencies, including requisite pre-submissions and post-market approval reports with moderate supervision.
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Annual Performance Bonus, Stock Purchase, Medical Plans, Prescription Drugs, Dental, Vision, Family Assistance Program, FSA, HSA, Pre-Tax Parking Plan, 401(k), Life/AD&D, Accident, Critical Illness, Hospital Indemnity, Long Term Care, Short-term Disability, Long-term Disability, Business Travel Accident, Identity Theft, Paid Time Off, Flexible Work Options, Paid Holidays, Sabbatical, Gift Matching, Health Club Reimbursement, Personal and Professional Development.
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When you join Renaissance, you join a global leader in pre-K–12 education technology! Responsible for generating demand and sales at K-12 private/parochial schools and districts by working with Sales Development Representative and Field Marketing.
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The region offers rural, suburban and beach communities to call home and excellent public, private and pre-K education options. The region offers rural, suburban and beach communities to call home and excellent public, private and pre-K education options.
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pre k jobs
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.
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.