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As the #1 smart home security provider in the U.S., we help protect and connect families, businesses and larger commercial customer every day.
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As the #1 smart home security provider in the U.S., we help protect and connect families, businesses and larger commercial customer every day.
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At ADT Commercial, we are in the business of helping people and organizations to protect what matters most to them.
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The Vice President of Finance/Chief Financial Officer (CFO) is responsible for supervising and directing the operation and implementation of the financial management and compliance functions of Defenders of Wildlife and Defenders of Wildlife Action Fund. They report to the President & CEO and work closely with the Vice Presidents of Marketing and Philanthropy and other senior staff to provide accurate, timely, and strategic financial counsel to the organization.
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The System Designer I is responsible for the design of ADT Fire Alarm, Intrusion Security, CCTV, and Card Access Systems in accordance with Sales and Operations protocols.
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The standard function of the position is to install commercial alarm, fire, CCTV, and Card Access systems while working under the supervision of a more senior installer or supervisor.
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ADT has been in the business of helping save lives since 1874.
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ADT has been in the business of helping save lives since 1874.
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ADT has been in the business of helping save lives since 1874.
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ADT has been in the business of helping save lives since 1874.
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ADT has been in the business of helping save lives since 1874.
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Company Overview:ADT has been in the business of helping save lives since 1874.
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Multnomah Defenders, Inc. (MDI) is a non-profit public interest law firm established in 1982. MCJRP is a collaborative effort to improve the assessment of adults facing criminal charges in Multnomah County and provide them a continuum of community-based services as an alternative to prison.
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The Sixth District Appellate Program is looking to hire two new staff attorneys with start dates in July. SDAP is a non-profit law firm that contracts with the state to provide administrative services to the Sixth District Court of Appeal in San Jose and to assist court-appointed counsel in felony, delinquency, dependency, and mental health appeals.
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As the #1 smart home security provider in the U.S., we help protect and connect families, businesses and larger commercial customer every day.
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Company: Defenders
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.
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.
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.