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WOAR – Philadelphia Center Against Sexual Violence (WOAR) is searching for an Executive Director (ED) to lead a thriving, community-centric nonprofit in Philadelphia. Their direct reports include the Director of Finance, Clinical Director, Director of Prevention Education, Grants Manager, Events Manager, and various consultants and contractors.
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The Executive Director is responsible for the effective conduct of the affairs of the association and assists the officers and the board leaders in the formulation of the association's mission, goals, and objectives.
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The Goat Conspiracy Sanctuary (a former dairy farm transfarmed into a farmed animal sanctuary in Bloomington Indiana, whose residents include about 150 goats and 70 chickens) is seeking an Executive Director to serve as primary administrator of the farm and sanctuary.
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Family Independence Administration (FIA) provides temporary help to individuals and families with social service and economic needs to assist them in reaching self-sufficiency via essential and diverse programs/services, such as: temporary cash assistance, SNAP, childcare, eviction prevention services, adult protective services, job training, employment plans/support, domestic violence assistance, child support enforcement, etc.
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The Conservation Alliance (TCA) is a group of outdoor industry companies that disburses its collective annual membership dues to grassroots environmental organizations.
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The Executive Director will be responsible for overseeing the strategic direction, fundraising efforts, program development, and overall operations of the Epilepsy Foundation. · Working closely with Associate Executive Director of Finance & Administration and EFMN Board Treasurer provide oversight and guidance on financial matters.
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The Executive Director is the sole paid staff person for the organization and coordinates all event planning, marketing, and administrative functions with the help of committees and volunteers.
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The Executive Director is responsible for implementing a creative strategy through use of dynamic multimedia (videography and photography) to strengthen the University’s brand and advance the university’s priorities and goals.
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The candidate has a desire to support the discovery of transformative medicines for the treatment of serious human diseases by leading a high-quality animal care and use program, with animal health and wellbeing being considered essential to scientific rigor and data integrity.
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The Executive Director position is frequently referred to as Assisted Living Administrator, Assisted Living Director, Nursing Home Administrator, Executive Director of Assisted Living, Health Care Administration, and Executive Director Senior Living.
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This leadership position will use a strategic mindset to manage church and preschool finances with integrity, direct our administrative and operational functions, and provide comprehensive HR support to our dedicated staff.
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Precigen is advancing an exciting pipeline of novel cell and gene therapy products and to further our efforts we are seeking an Executive Director, Medical Affairs who will be instrumental in creating and building the global medical affairs function at Precigen for our first commercial launch.
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The Executive Director will report to the Senior Vice President (SVP) for Historic Sites and will work in collaboration with NTHP headquarters staff, especially the Historic Sites Department’s technical support positions in collections, finance, interpretation, and architecture, as well as staff in the Trust’s legal, finance, public affairs, marketing, fundraising, and other divisions.
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The Executive Director oversees all administrative affairs of the synagogue including staff, finances, facilities, and membership relations, and is an integral part of the synagogue community.
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The Executive Director (ED) serves as the lead administrator of the Massachusetts General Hospital (Mass General) Department of Psychiatry (Psychiatry). The Executive Director is administratively responsible for operations and issues that affect approximately 1800 employees, including credentialed faculty and administrative ("weekly") staff.
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Title: executive director Company: Conde Nast
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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?
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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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.