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Annual salary of $120,000, plus a guaranteed commission after achieving performance goal. LITIGATION ASSOCIATE ATTORNEY $120,000 Plus Commission with Sign-On Bonus (Up to $25,000 for qualified applicants.
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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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GovCIO is currently hiring foran experienced Red Hat OpenShift Platform Plus (OPP) Implementation Specialist to join our dynamic team. 4+ years of proven, hands-on experience implementing and supporting with Red Hat OpenShift Platform Plus (OPP) or OCP (OpenShift Container Platform) in enterprise-level environments.
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Additional, preferred experience to help you be successful in a hospice role: hospital Staff RN, Med Surg, PACU, Float pool, ER or emergency room, critical care, acute care, cardiac, geriatric, admissions, wound care, telemetry, nursing home or travel.
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Ten plus years of experience as a PCB designer. Analog design experience is a plus. Experience with Pads SW a plus. We're looking for an expert in PCB Design to work as a Senior PCB Designer, to both design effectively, as well as drive process improvement standards.
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Are you ready to be a transformer? We are changing the face of government IT and building a workforce that fuels this mission. people who are passionate about transforming government IT. Every day, we make a positive impact by delivering innovative IT services and solutions that improve how government agencies operate and serve our citizens.
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Familiarity with dam and levee safety guidelines published by the U.S. Army Corps of Engineers, Bureau of Reclamation, Federal Energy Regulatory Commission, other Federal agencies, and State Dam Safety agencies would be a plus.
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Strong proficiency in financial modeling, forecasting, and preparing external presentations; advanced Excel and PowerPoint skills; experience with financial planning software (e.g. Adaptive Insights, Hyperion) a plus.
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MPM, CPM, CAPM, PMI-ACP, CSM, ITIL, Six Sigma, or equivalent certification is a plus. Significant knowledge in subject matters on both IT and the business (oil and gas industry) a plus.
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MBA or Master’s degree in Finance or Accounting a plus. The FP&A Finance Manager is a member of the Financial Planning & Analysis (FP&A) team, reporting to the Head of FP&A. This role is be responsible for supporting and developing new and existing initiatives to drive revenue and EPS growth across the company’s 16 performance center P&Ls. Accurate forecasting and the ability to impact the numbers through action are critical skills for this role, as well as having a knack for teaching and training others.
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With a legacy dating back more than 350 years, Saint-Gobain offers employees the stability and security of a leading Global 500 corporation while operating like multiple small and agile start-ups, where entrepreneurial spirit, pioneering teamwork, and bold, forward-thinking ideas pave new paths.
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Vacuum truck experience is a plus. Liquid Environmental Solutions is committed to employing a diverse workforce. Valid CDL Class (A ) License (Required) Medically qualified to operate a commercial motor vehicle.
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B.S. and/ or M.S. in Engineering, Geosciences, Environmental Science, Environmental, Chemical Engineering, Biology or related discipline, with ESG, Sustainability, or Climate Resiliency focus a plus.
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Experience in FEA, simulation, modeling tools is a plus (Comsol, ANSYS, Maxwell) Circuit design and layout experience (Cadence experience a plus) Experience with statistical analysis of production data is a plus (JMP, Tableau.
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Liquid Environmental Solutions is the nation's leading provider in the growing industry of liquid, non-hazardous waste solutions. For over 15 years, Liquid Environmental Solutions has been the trusted resource for responsibly managing non-hazardous liquid waste.
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a plus jobs Title: facilities manager Company: C W Services
FEATURED BLOG POSTS
Recruiting in a Recession: Hard Truths That Talent Acquisition Experts Must Accept
The summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
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We’ve all heard how important it is to set professional and personal goals. Developing and establishing goals keeps us motivated and moving forward in life. But not all goals are created equal. If you’re chasing goals that are too lofty, you’ll end up disappointed when you cannot reach them. Setting goals that are achievable and measurable is the key to success.
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Talent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!
4 Talent Acquisition Trends Going Into 2023
For better or worse, a side effect of the COVID-19 pandemic was a marked shift in talent acquisition practices worldwide. With the struggle to retain talent that began in 2020, companies have had to rethink recruitment strategies. The result has been new talent acquisition trends that are well on their way to becoming commonplace. These are the practices that are going to become even more widespread going into 2023.