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The Judge Group is seeking an Site FSQA Manager with food manufacturing experience in the Dodge City KS area.
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The Judge Group is seeking an Site FSQA Manager with food manufacturing experience in the Dodge City KS area.
$165,000 a yearFull-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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The Judge Group is seeking an Site FSQA Manager with food manufacturing experience in the Dodge City KS area.
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Quality Manager (Food Packaging Company)
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Quality Manager (Food Packaging Company)
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Food manufacturer looking for a Quality manager to add to our team.
Full-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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If you're a Maintenance Manager in the Manufacturing sector, ready to take your career to the next level, this opportunity is your golden ticket.
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The Judge Group is seeking a degreed Quality Assurance Manager for a large food manufacture in Colorado!
$90,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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The Judge Group has partnered with a manufacturing client in the greater Dallas area to find an EHS Manager for their team.
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JDP is seeking a Sanitation Manager for a manufacturing company in Allentown, PA area!
$110,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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BS in Civil or Structural Engineering, 10+ years experience in design and/or construction, P.E. license by examination a plus.
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Large metal parts company is looking for a Controls Engineer for their facility in central Nebraska
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This role involves coordinating with various stakeholders, including carriers, customs brokers, and customers, to ensure timely delivery and adherence to regulatory requirements.
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Perform all jobs safely, efficiently and accurately to maintain and improve the performance of the entire plant in the areas of Safety, Quality, Reliability (SQR).
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Judge Direct Placement is seeking a degreed Plant Controller in Federalsburg, MD area! Make reports on period, quarterly and annual basis for division controller & federal, state and local agencies.
$130,000 a yearFull-timeExpandApply NowActive JobUpdated 18 days ago
Company: Direct Placement
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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.
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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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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).