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Mentor, instruct and educate less experienced Research Software Engineers, including those outside the direct team (including PLI researchers), in advanced computational techniques learned from developing novel research software engineering project solutions.
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ICP Group is looking to hire a Technical Territory Sales Manager for ICP’s Pli-Dek Waterproofing Solutions division. This technical Territory Sales Manager will also need to create, build, and maintain relationships with current and prospective customers and assist them with growing Pli-Dek business substantially through their technical expertise.
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The Sample Builder will be responsible for creating high-quality product samples for the APOC, RoofXTender, California Sports Surfaces, Pli-Dek, and APF brands. Ability to work with various building materials (e.g., roofing, waterproofing, coatings) and understand their applications – training will be provided.
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Summary: The primary responsibility of the Business Development Associate is to promote and sell branded finished goods to customers that are not currently purchasing from existing programs with PLI; including but not limited to, key cards (non-event or custom), door hangers, envelopes, portfolios and any other stocked items to new or past existing customers.
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Reporting to the Regional Director of Sales, the Manager, Membership Sales will be responsible for reaching out to attorneys, professional development directors and other relevant professionals to represent PLI services, build and manage a pipeline for new sales, and acquire new accounts within the government sector for the Privileged Membership Program and other PLI products and services, as directed.
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Audit findings - FM Global {Facilities Audit), Protiviti/AT&T (PCI/PlI and Security compliance) Audit findings - FM Global {Facilities Audit), Protiviti/AT&T (PCI/PlI and Security compliance) Title: Data Center Engineer.
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National impact: CFUF’s Practitioners Leadership Institute (PLI) provides technical assistance, and promotes and extends best practices in family strengthening, responsible fatherhood and workforce development to practitioners and key stakeholders across the country.
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FEATURED BLOG POSTS
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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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Collaborative Recruiting: The Key to a Better Talent Acquisition Strategy
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!