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The Supervisor, Telecom position for the Fiber to Distribution Fiber Optic group will have overall responsibility for approximately (8) Southern Company Services (SCS) Telecom Technicians and (2) Southern Company Services (SCS) Telecom Analysts.
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Hilton is the leading global hospitality company, spanning the lodging sector from luxurious full-service hotels and resorts to extended-stay suites and mid-priced hotels. Southern Elements is now open daily for breakfast, lunch, and dinner, featuring traditional Southern cuisine with a contemporary twist.
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PowerSecure, a Southern Company subsidiary, is a leading provider of innovative energy solutions to electric utilities and their industrial, institutional, and commercial customers. Our company provides a safety centric culture, great opportunities for upward growth, professional development, and competitive compensation packages.
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Southern Company (Georgia Power Company) The Engineer Design position for Southern Company Gas assists in the planning, design, and development of technical standards for gas distribution infrastructure projects.
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Currently were made up of four breweries (Victory Brewing, Bold Rock, Sixpoint, Southern Tier Brewing) and one distillery (Southern Tier Distilling). Artisanal Brewing Ventures (ABV) is a top 10 regional craft alcohol company in the US, made up of 5 long standing, successful craft brands.
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PowerSecure, a Southern Company Subsidiary, is hiring experienced, independent, and reliable Service Technicians. Company supplied truck, cell phone, credit card, uniforms, rain and arc flash gear.
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Demonstrate Southern Company values of Safety First, Unquestionable Trust, Superior Performance, and Total Commitment. TEKsystems is an Allegis Group company. The company is an equal opportunity employer and will consider all applications without regards to race, sex, age, color, religion, national origin, veteran status, disability, sexual orientation, gender identity, genetic information or any characteristic protected by law.
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Oliver Wyman CAVOK, an aviation, rail, and energy technical consulting company with offices in Atlanta, Georgia; Westlake, Texas; and London, England is looking for an experienced air carrier Airport Operations Subject Matter Expert (SME.
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Reviews team analytics and suggests improvements regarding company US Customs data entry, ISF data and export clearance. , Foreign Corrupt Practices Act (FCPA) and communicates regulatory changes.
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House of Blues venues provide several genres of live music from Rock, Hip Hop, Country, Rock en Español, Blues, Jazz, Reggae and Pop. House of Blues venues are also known for their southern-style cuisine, juke-joint inspired atmosphere and the World Famous Gospel Brunch.
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As part of the Corporate Legal team, this Sr. Counsel position is a full-time role designed to provide practical, solutions-based legal advice and strategic direction for a wide variety of regulatory compliance matters that impact Restaurant operations and Chick-fil-A brand extensions.
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Inspire Brands is a multi-brand restaurant company whose portfolio includes nearly 32,000 Arby’s, Baskin-Robbins, Buffalo Wild Wings, Dunkin’, Jimmy John’s and SONIC Drive-In restaurants worldwide.
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Trends and Solutions catered to FSI: Knowledgeable in Regulatory compliance solutions adhering to laws and standards such as GDPR, AML, KYC, MiFID, risk management frameworks, sustainability and ESG initiatives, solutions to ensure resilience and business continuity.
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Dry Aged Prime Beef, Local and Regional American Beef Farms, Oysters & Seafood sourced from our three coasts, Vegetables from our Region and grounded in the rich and deep Southern cooking traditions.
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The Sr. Communications Manager is responsible for day-to-day media relations on behalf of Norfolk Southern Company and reports to the Senior Director of Strategic Communications. Norfolk Southern also has the most extensive intermodal network in the eastern U.S., serving a majority of the country’s population and manufacturing base, with connections to every major container port on the Atlantic coast as well as the Gulf of Mexico and Great Lakes.
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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.
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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.
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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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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.