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Coordinating and scheduling internal meetings with UCSF units, serving as staff for these meetings on an as-needed basis and taking responsibility for all meeting logistics including travel, security, room reservations, catering, notification, room set-up, signage, electronic/peripheral needs, etc.
Full-timeExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
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With Rippling, you can hire a new employee anywhere in the world and set up their payroll, corporate card, computer, benefits, and even third-party apps like Slack and Microsoft 365—all within 90 seconds.
$59 an hourFull-timeExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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As an Onboarding Manager, you’ll partner with our largest customers and help set them up for immediate success by leading them through a clearly defined onboarding process. Work with Solutions Architects, Design Advocates and Product Support to effectively execute against the customer onboarding process.
Full-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Under the general direction of the Team Lead, the CGA Service Team Member is responsible for providing customer-oriented, value-added post-award management services to UCSF Principal Investigators, research administrators, and university partners through set-up, invoicing, and fiscal management of individual grants and contracts awarded by Federal, State and private sponsors for the support of the San Francisco campus research enterprise.
$121,600 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Work cross-functionally with Customer Success, Marketing and Engineering to ensure customers are onboarded and set up for success. Assembled is building software to transform and elevate customer support teams, which often represent 20-50% of the people at a company.
$260,000 a yearFull-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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We employ more than 15,000 people globally to support our great brands: Levi's®, Dockers®, Denizen® and Signature by Levi Strauss & Co.™Supervisor contribute as an integral member of the store management team by contributing to the successful implementation of strategies and operational excellence that ensure brand equity, customer satisfaction and financial growth.
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You’ll help to enable, support and educate B2B SaaS prospects on their technical set up and use of our products and help us scale, rolling up your sleeves with video calls and recordings, technical documentation, and other collateral you produce to drive deals forward.
$160,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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We handle all the marketing, appointment scheduling, parts ordering, invoicing and customer support for our technicians, leaving the technicians to do what they love- fix cars. COMPLETE FLEXIBILITY: Set your own hours (full time, weekends, evenings, weekdays.
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We're looking for a Senior Design Manager to join the AI Design Team. Our mission is to accelerate AI innovation across our products and platforms, provide cohesive AI experiences, and set up an Atlassian AI platform for the future.
$288,800 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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4+ years experience in customer success, product, or client relations, ideally within the healthcare space, where you have led conversations with executives and built proactive account strategies.
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Get to know our customers: Set the standard in selling by styling and wardrobing each customer; Keep the relationship going through customer outreach and personalized follow up.
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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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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.