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Planate is a small business provider of planning, design, infrastructure management, technical consulting, engineering, and construction management services in support of the US Department of Defense (DOD) and its service (Army, Air Force, Navy, Marine Corps) missions, along with other federal agencies, all over the world.
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Provide leadership, direction and support to the various Quality Assurance teams (Quality Engineering, Receiving Inspection, In-process and Final Inspection, Non-Destructive Testing (NDT), Metrology and Quality Management Systems) to ensure deliverables are produced to meet quality standards set by government, regulatory, customer and L3Harris corporate requirements.
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Technical Support – Provide technical support and guidance in developing and interpreting policy, legislative, and regulatory proposals for VDOT. Legislative and Regulatory Impacts - Identify and review federal and state legislation and regulations that affect VDOT operational areas.
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DSP - Caregiver is similar to a STNA role, Home Health Aide, Resident Assistant, or Nursing Home Aide. What You'll bring to Sevita as a Caregiver Direct Support Professional ( DSP ) at REM West Virginia:Education: High School Diploma or equivalent.
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Active and current Peer Recovery Specialist or Peer Support Specialist certification in the state of Kentucky OR ability to obtain certification within 12 months of employment. The Peer Support Specialist is instrumental in assisting in reducing higher levels of services such as ER admissions or Inpatient psychiatric admissions.
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Capital Ones Community Finance team originates debt and equity to support affordable housing development. Our teams include Communications, Community Impact and Investment, Community Finance, CRA Strategy and Program Management, the Government and Political Affairs Group, Regulatory Relations, and Strategy and Engagement.
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As our Senior Material Planner, you’ll be responsible for ensuring raw materials and components are delivered in a timely manner to support production needs, at optimal efficiency and most cost effective.
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Being a CBP Officer makes you a valuable member of the Federal Law Enforcement Officer (LEO) profession. You will then attend a 101-day training programCBP Field Operations Academyconducted at the Federal Law Enforcement Training Center (FLETC) located in Glynco, GA. This training consists of basic law enforcement skills, immigration laws, firearms training, examination of cargo/bags/merchandise, physical fitness, etc.
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Planning, organizing, writing, editing, proofreading, and coordinating the production of simple to highly complex documents for accuracy, consistency, professional quality, and conformance to the appropriate style guide.
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SunPower is a federal government contractor. 10+ years of experience at a leading law-firm (or government agency) and in-house legal department. 12+ years of experience at a leading law-firm (or government agency) and in-house legal department.
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The Environmental Scientist will be responsible for the development, submission, processing, and negotiation of issuance for permits associated with impacts to both federal and state waters. Must have experience in the Natural Resources field with an emphasis on wetland and stream permitting and its associated regulatory processes involving but not limited to the Army Corps of Engineers (USACE), Virginia Department of Environmental Quality (DEQ), Virginia Marine Resources Commission (VMRC), and local wetland boards (LWB.
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Allan Myers is the largest heavy civil construction and materials production contractor in the mid-Atlantic. Has a complete understanding of the plan details and specifications of assigned projects including the estimate, man-hour budget and production rates.
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Spring Education Group’s Early Childhood Education Division includes nearly 150 schools offering services from infant care through Pre-K/K programs, as well as summer camp and after-school programs.
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Cedars-Sinai does not unlawfully discriminate on the basis of the race, religion, color, national origin, citizenship, ancestry, physical or mental disability, legally protected medical condition (cancer-related or genetic characteristics or any genetic information), marital status, sex, gender, sexual orientation, gender identity, gender expression, pregnancy, age (40 or older), military and/or veteran status or any other basis protected by federal or state law.
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All agents receive the full package of federal employment benefits that include health and insurance plans, a generous annual and sick leave program, and participation in the Thrift Savings Plan, a retirement plan akin to a traditional 401(k) offering.
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production support federal government jobs in Richmond, MD, Alabama
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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?
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.
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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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.