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Responsible for moderately complex design calculations and drawing development for the construction, maintenance, and repair of maritime vessels and shipboard systems including structural, propulsion, electrical, and hydraulic mechanics.
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Position Title: Avionics Installer II. Avionics Installer II in GAC Savannah. Gulfstream Aerospace Corporation, a wholly-owned subsidiary of General Dynamics (NYSE: GD), designs, develops, manufactures, markets, services and supports the world's most technologically-advanced business jet aircraft.
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Under supervision of the Senior Director, Advancement Services, the Business Analyst II uses the alumni and donor database, correlated systems and reports to support University Relations (UR) and campus-wide staff's informational and data needs.
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The Certified Registered Nurse Anesthetist (CRNA) Level II provides professional, competent anesthesia care to a wide variety of patients, from pediatric up to geriatric population, requiring surgical, obstetrical, and other anesthesia services.
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WESTLAKE WARRIOR | Account Specialist II. Agent will also have to use his/her skip trace knowledge to locate collateral and work closely with repossession agent. Work with repossession agent to secure collateral.
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Under the supervision of the Manager of Finance or the Assistant Director of Finance, the incumbent provides financial analysis and advice to executive, senior Finance, and other staff, performs complex account reconciliations, develops and coordinates budgets, requisitions funds, prepares financial reports, works with software vendors on troubleshooting and enhancements, and interprets and applies HUD program and accounting related requirements.
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Agent will need to incorporate several skip trace techniques as well as negotiation skills to cure accounts. Westlake Financial is an Internet based, privately held finance company that specializes in the acquisition and servicing of sub-prime and non-prime automotive retail installment contracts.
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Assists Maintenance Manager II in the maintenance of spare parts inventory. Assists Maintenance Manager II with preventative maintenance program and helps determine ways to run equipment more efficiently.
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Today Antech is driving the future of pet health as part of Mars Science & Diagnostics, a family-owned company focused on veterinary care.
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As a full-cycle recruiter, you will share your talents the following ways: Talent Acquisition Manager Recruitment Manager. What you’ll love about this opportunity as a full-cycle recruiter: Talent Acquisition Manager Recruitment Manager.
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The Electrical Engineer II is responsible for leading and following through on electronics projects in Friction Management (FM), assisting the Mechanical team in electronics aspects of their projects, addressing field and customer concerns, and leading sustaining engineering projects as needed.
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The Maintenance Technician II performs equipment repairs, preventative maintenance, and new equipment installations, as needed, to support the manufacturing of consumer pressure washers, generators and water pumps.
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Position Title: Aircraft Technician II. Aircraft Technician II in GAC Appleton. FAA Airframe and Powerplant certificate and 2 years of aviation maintenance experience or 4 years of aviation maintenance experience to include 2 years of experience working on mid/large size aircraft required.
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The Mobile Trailer Technician II will be responsible for performing certified DOT inspections, Preventative Maintenance inspections, light repairs, and other duties as assigned such as aluminum and chem-lite, trailer brakes, air lines, auxiliary pumps, and engines, liftgates, brake chambers, welding, fabrication, replacement of panels, body and framework.
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May support more senior management in local discussions between Pike Engineering and the client at the local, operational level.
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Title: recruiter ii Company: Saninc
FEATURED BLOG POSTS
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.
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).