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OPP Deployment: Install and configure Red Hat OpenShift Platform Plus (OPP) in a multi-datacenter environment, ensuring high availability, security, and performance within 120 days of arrival for the primary site and 60 days for the secondary site.
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Prior experience with financial management and reporting tools (i.e. HFM, OneStream) is a plus, but not required. Prior experience with SAP is a plus, but not required. The Financial Analyst, FP&A, will play a key role in supporting the FP&A function at Rust-Oleum North America, thus helping drive financial decision-making and supporting the organization's strategic initiatives.
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Prestige Care is a family of over 75 skilled nursing + post-acute care centers, as well as assisted living and memory care communities in 8 Western states. Accessible and engaging regional operations and nursing support staff to bounce ideas off of, get additional guidance, and partnership to allow you to be a high performer.
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Injector experience - Botox & Filler (a plus) CoolSculpting experience is a plus but not required. Prior medical spa experience is a plus but not required. Experience with Lasers for hair removal a plus but not required.
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This is an exciting opportunity for someone with a passion for aesthetics and non-surgical cosmetic patient care. Hourly pay plus commission on services plus bonuses. Ensure a high quality service to all patients.
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Install and configure Red Hat OpenShift Platform Plus (OPP) in a multi-datacenter environment, ensuring high availability, security, and performance within 120 days of arrival for the primary site and 60 days for the secondary site.
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RT Level II Certification Required (other NDE certs a plus) Committed to delivering a Higher Level of Reliability, Acuren provides an unrivaled spectrum of capabilities including inspection, traditional and advanced NDE/NDT, failure analysis, rope access, materials engineering, field engineering, reliability engineering, drones, robotics, V-Deck and condition-based monitoring services.
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CAD design experience (Catia V5, UG/NX, Solid works, Pro/E or Creo) a plus. Experience in any of the following manufacturing methods a plus: plastic injection molding, aluminum casting, CAB brazing, stamping.
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We are looking for a Maintenance Boiler & Refrigeration Mechanic to join our Maintenance department with our Welch's Grandview, WA team. Trade school may be substituted for work experience on a yearly basis up to a maximum of 3 years.
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Perks of being a Chick-fil-A Team Member include flexible hours, competitive pay and a positive atmosphere! Chick-fil-A, Inc., Founder S. Truett Cathy started the business in 1946, when he and his brother, Ben, opened an Atlanta diner known as The Dwarf Grill (later renamed The Dwarf House.
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Minimum of 5 yearsof professional experience in Accounting, Controlling, Financial Planning & Analysis, Financial or Management Consulting, or other Finance-related fields; Renewable energy and/or management experience is a plus, but not required.
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WORK LOCATION: Monroe, MI. PLEASE READ ALL KEY RESPONSIBILITIES/PHYSICAL DEMANDS - YOU MAY BE A GREAT FIT POSITION REQUIREMENTS: Valid TWIC Card, Class B CDL (Minimum) MUST BE ABLE TO DRIVE A MANUAL TRANSMISSION GREAT PAY & BENEFITS Experience in hydroblasting and operating a vacuum truck is a plus Why work for HPC-Industrial.
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Knowledge of airport Ground Service Equipment (GSE) and airport operations is a plus, but not required. dnata is hiring Fleet/Ground Service Equipment (GSE) A Mechanic/Diesel Mechanic at RDU Airport.
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Experience with SAP BPC EPM Excel add-in a plus. Development of new reports and analysis as-needed, utilizing Airgas' SAP platforms (BPC/Business Warehouse/Analysis for Office) in a Super User capacity.
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Minimum one year of working in a medical facility as a medical assistant and X-ray technician. A non-exempt position responsible for performing a variety of duties in the medical practice including: medical assisting and X-ray.
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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.