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About Us: We are dedicated to providing an exceptional living experience for our residents, and we are currently seeking an experienced and dedicated Assistant Property Manager to become an integral part of our team.
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The Assistant Property Manager is responsible for community accounting functions and assists in the administration, leasing and supervision of the team. Because every position is considered critical to Highmark’s success and reputation, we take care to employ those who aspire to become the best in their field.
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Company-provided life insurance, short term and long term disability coverage. Assist the Property Manager in various tasks as needed. You have leadership and team-building skills.
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Proficiency in property management software. Assist in the eviction process and follow policies for local municipalities in a timely manner. Prepare accounting records and reports, including deposit accounting and monthly closeout.
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Achieves high resident retention and leasing expectations. Help you achieve your goals by continuous professional development and regular career progression sessions. Medical, Dental & Vision benefits the 1 st of the month following 30 days of full-time employment.
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Professional Certification & Tuition reimbursement. Those who succeed at Highmark will do so because they enjoy an empowered, challenging, fulfilling, and financially rewarding workplace! Deliver late rent letters and notices to vacate, and contact those who have unpaid/owed rent.
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Vacation, Sick and Personal Time off available to use after 90 days. Collect and secure rental payments. Ensures excellent customer service to all residents and prospects. 401(k) eligibility after 90 days, with 4% Highmark match.
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Monthly bonus opportunities for all site associates. Excellent mathematical skills (high school level) Tax Credit experience preferred. Excellent verbal and written communication skills. Competitive pay for the market.
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High school diploma or equivalent. You strive for excellence. 30% associate rent discount. Flexible Spending accounts. Paid parental leave. Location: Wellington Apartments. Why Highmark Residential? 10 paid holidays.
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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.
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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.
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.