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We are seeking a skilled and motivated Development Geologist/Geoscientist to be an integral part of the subsurface and planning team, focused on unconventional reservoir development in our newly formed US onshore division.
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The CDO will lead and grow the 25+ person development team and the activities at Arevon to progress utility-scale solar and energy storage projects from conception through to construction-ready in locations across the United States including greenfield development, but also via acquisition of early and mid-stage development assets.
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The Chief Development Officer (CDO) is responsible for generating funds in support of the YWCA Nashville & Middle Tennessee (YWCA) by designing, planning, leading, and growing innovative development efforts with a focus on major gifts, annual giving, planned giving, donor recognition, cross-sector partnerships/cause marketing, and coordination of funding.
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The Chief Development Officer (CDO) is primarily responsible for related comprehensive strategic planning, implementation, management, and oversight of all fundraising and donor relations activities across the council with staff assigned in this functional area.
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Leaders are also responsible for learning every role in the restaurant and investing in the business side of Chick-fil-A. The goal of the Leadership Development Program is to build strong, business-oriented leaders, and provide skills they will utilize in their future career.
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Todos os dias, estamos pensando grande e trabalhando de forma inteligente para resolver alguns dos desafios mais difíceis que impactam o mundo, seja facilitando a água potável para as comunidades, criando cidades resilientes ao clima ou projetando espaços de vida mais confortáveis, nunca nos contentamos com o "bom o suficiente" quando há uma oportunidade de tornar a vida melhor.
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Experience with Major Gifts and Annual Giving, Capital Campaign development a plus. The Chief Development Officer (CDO) works closely with the Chief Executive Officer (CEO) and members of the Board of Directors to plan, execute, and manage a comprehensive fundraising operation for Save the Family.
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Oversee development of online and offline assortment/merchandising optimization, new product introductions, seasonal programs, and pricing/promotional planning/evaluation. Reporting to the Director of Category Development, you will build consumer and customer-focused strategies, tactics, and category grounded solutions.
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In this role, you will show case your expertise in all aspects of Business Development and partnering by identifying and securing key business opportunities to augment SEKISUI’s organic growth efforts.
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Teamwork Passion Respect Talent Accountability Resourcefulness Radical Transparency Visionary Roles and Responsibilities We are seeking a dynamic and motivated Business Development Representative (BDR) to join our growing team.
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The VP of Development oversees a 5-person department, has three direct reports, the Development Manager, Grants Manager, and Donor Database Manager, and works closely with the CEO and Board Development Committee to advance fundraising efforts.
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The Principal Scientist, Manufacturing Sciences and Technology (MSAT) is a critical position responsible for process development activities associated with client processes and cell therapy production at Fujifilm Diosynth Biotechnologies, California (FDBC.
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Intermediate Knowledge of the Adobe Creative Suite, including Acrobat, Photoshop, InDesign, and Premiere Pro. Full understanding of all phases of training development process and adult learning principles.
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Key Responsibilities of a Process Development Engineer: Design and development of equipment, processes, and control systems, used for production and assembly of cell encapsulation devices.
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Experience in upstream and downstream process development scale-up. The Research Associate I position will support process development by assisting in the development of methods for generation and purification of various bacteriophages.
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development job Company: Box Top Advertising
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.
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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?
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.
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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.