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We are looking for a talented, passionate corporate counsel to join our growing Legal and Compliance team! Parafin currently powers the capital programs for platforms and payment processors ranging from Series B to post-IPO companies such as DoorDash, Amazon, Worldpay, Mindbody, Fullsteam, Guesty, Xplor, and Quilt.
$185,000 - $215,000 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Job Title : Communications Engineer Duration : Full-time Work location : San Francisco, CA (with the occasional possibility of San Ramon, CA). Basic Qualifications 10-12 years of experience supporting systems and/or devices Two of three of the following requirements: Minimum 2 years working with Cisco TelePresence Minimum 2 years of experience with Intune for Mobile Device Management.
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Reporting to the CEO, we are seeking an SVP, Corporate Communications, responsible for leading External and Internal Communications, Public Relations, and Patient Advocacy for Vir. This role will lead a holistic communications strategy, by creating and executing a comprehensive messaging and engagement strategy.
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The Head of Corporate Financial Planning & Analysis (FP&A) is a key leader partnering with senior leadership across Okta to meet the company's financial objectives, identifying risks and opportunities across the business.
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5+ years of experience across investor relations, equity research, analyst relations, in-house communications, hedge funds, asset management, equity capital markets, or investment banking (investor relations experience within financial services or crypto a plus.
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The Corporate Sales Leader is an experienced digital media sales executive with deep knowledge of the digital acquisition and omni-channel marketplace. The Corporate Sales Leader is an experienced digital media sales executive with deep knowledge of the digital acquisition and omni-channel marketplace.
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Founded in 2015, the company has built a portfolio of 20+ drug development programs ranging from preclinical to late-stage development in multiple therapeutic areas including genetic dermatology, precision oncology, cardiology, endocrinology, neurology, pulmonology, and renal disease, with two approved drugs.
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Our products include debt and equity financing, mergers & acquisitions, corporate banking, institutional equity sales, trading and research, fixed income products, derivatives, energy, foreign exchange and precious & metals.
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Charitable Giving: Corporate charitable match for eligible nonprofits and charities. Account Executives on the Corporate team will prospect, consult, and sell to companies with 200 - 1,000 employees, across all industries.
$152,000 - $180,000 a yearFull-timeExpandApply NowActive JobUpdated 13 days ago - UpvoteDownvoteShare Job
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Provide vision and leadership for all aspects of marketing for the JHRC and Frank Residences including brand management, digital marketing, print and collateral communications and public relations.
$160,000 - $175,000 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Position Overview: Aerovate is seeking a detail-oriented and strategic professional to fill the role of Senior Manager/Associate Director, Publications & Scientific Communications. Qualifications: Minimum of 5 years of experience in developing and managing publication plans and medical/scientific communications plans within the pharmaceutical or biopharmaceutical industry.
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We are actively seeking a dedicated and experienced Corporate Counsel professional to join our team on a full-time basis. As Corporate Counsel, we’re looking for someone that thrives on change, embraces challenge, is passionate about delivering exceptional legal work and will be committed to helping grow Rootly.
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From collaboration systems, endpoint hardening, AI proliferation in internal workflows and 3rd Party Services, to whatever the next big trend in the tech industry is, the Corporate Security Engineering team is responsible for making sure we have appropriate controls in place to keep customer and company data safe.
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Corporate Banking Credit Solutions (CBCS) focuses on late-stage companies within SVB’s portfolio of businesses. The ideal candidate will be able to execute transactions from initial data receipt to document negotiation and loan closing with assistance from associates and limited guidance from Directors/MDs. The team provides creative late-stage and leveraged capital solutions to Corporate Banking clients in the technology sector.
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3 to 4 years of experience in content creation or communications, preferably in a corporate or professional services environment. Strongly Preferred: Adobe After Effects Email or marketing communications software such as Staffbase or MailChimp HTML/CSS.
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Title: communications corporate in San Francisco, Peoria, Arizona
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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.