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Current employees transferring, promoting, or demoting into a position requiring drug testing who test positive have the right to have their sample retested (by a DHHS certified laboratory, the original laboratory will follow approved transfer procedures) at their expense, if requested in writing to the City/County Human Resources Director within 72 hours of the final result provided by the MRO. If upon retest the res.
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Hot Shot Final Mile is looking for experienced box truck driver teams (Driver + Helper). Hot Shot Final Mile is a fast-growing, tech-enabled delivery company focused on the Texas market.
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We are seeking 1st & 2nd Shift Utility Operators (Blasting/Hydro/Final) to work in our Vessel Shop. The Vessel Utility Operator is responsible for all Post Weld operations including Hydro, Sandblasting & Final Assembly and Inspection of welded vessels.
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The Prevention of Sexual Abuse (PSA) Compliance Manager is responsible for the preventative education, detection, management, reporting, implementation, and compliance with the HHS Interim Final Rule (IRF): Standards to Prevent, Detect, and Respond to Sexual Abuse and Sexual Harassment Involving Unaccompanied Children (45 C.F.R. Part 411) in order to prevent and respond to sexual abuse and harassment involving Unaccompanied Children (UC.
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Experience and Education Requirements:Generally, requires a minimum of 10+ years of experience in big and bulky items logistics sales and LTL sales and 3+ years of experience focus on final mile delivery service.
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Adobe Photoshop, Adobe Premiere Pro, Art Direction, Conceptual, Copywriting, Creative Direction, Experiential, Final Cut Pro, Marketing Strategy, SketchUp, Technology. Adobe Photoshop, Adobe Premiere Pro, Art Direction, Conceptual, Copywriting, Creative Direction, Experiential, Final Cut Pro, Marketing Strategy, SketchUp, Technology.
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Knowledgeable of Interim Final Rule 411 Standards and ORR Section 4 on Standards to Prevent, Detect, and Respond to Sexual Abuse and Sexual Harassment Involving Unaccompanied Children. Knowledgeable of Interim Final Rule 411 Standards and ORR Section 4 on Standards to Prevent, Detect, and Respond to Sexual Abuse and Sexual Harassment Involving Unaccompanied Children.
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The Principal Program Manager for Final Mile Strategic Initiatives will play both a strategic and tactical role in the planning of future project-based initiatives in Final Mile. This role will work cross-functionally with the Final Mile and Digital Technology (DT) colleagues to implement a new Final Mile digital strategy through improved Final Mile technology tools and platforms.
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Provide administrative support to the legal department, including managing calendars for the Legal team, travel arrangements, meeting logistics, materials preparation, expense tracking and processing, processing of legal bills routine scheduling, and follow-up.
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We are hiring a General Manager of Operations who will lead in-house logistics of a pick/pack and final mile delivery operation at our Fulfillment Center on-site in Astoria, Queens. Lead a Fulfillment Center by managing in-house logistics of a pick/pack and final mile delivery operation.
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CREO / Pro-E experience with a focus on tooling, taking a concept through to final design and fabrication. Create detailed tool design drawings, complete with geometric dimensioning and tolerancing (GD&T), utilizing PTC Creo and CATIA V5.
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Marginal/Incidental FunctionsManages room reservations for all events in the Associate Dean for Academic Affairs’ portfolio: including but not limited to courses, studio lottery, final studio/portfolio reviews, and events hosted by the Associate Dean and SOA.Backs up the Senior Academic Program Coordinator and SOA receptionist as needed.
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Current County of San Mateo employees with at least six months (1040 hours) of continuous service in a classified regular, probationary, Confidential and Management extra-help/limited term, or SEIU or AFSCME represented extra help/limited term position prior to the final filing date will receive five points added to their final passing score on this examination.
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You possess hands-on experience with studio production processes (VFX, Games, TV, or Animation) and have worked directly with OpenUSD. You also have a working knowledge of how content creation and production management tools contribute to the final product.
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They will primarily work independently on FDOT projects consisting of milling and resurfacing, bridge construction, signalization, earthwork operations, stripping operations, and final estimate preparation.
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final expense jobs Title: representative Company: Itg
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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.