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PACU: ACLS required or must obtain within six months of hire, PALS preferred. MINIMUM EXPERIENCE: Level II EQ Only: A minimum of two years of current Level III NICU experience including neonatal ventilator.
TemporaryExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Reviewing and editing target specifications as required for completeness and feasibility •Significant industrial experience in both AMS and RF design •Proven experience working on system and architecture teams to drive block-level and IP requirements •Demonstrated deep understanding and prior experience in custom IC design for various analog and RF blocks and chips •Familiar with semiconductor technology basics •Proficient with all required design tools such as ADS, HFSS, Cadence Virtuoso etc.
Full-timeRemoteExpandApply NowActive JobUpdated 26 days ago - UpvoteDownvoteShare Job
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Specialized Experience: One year of specialized experience which includes planning and developing architectural designs and construction documents using Building Information Modeling software such as REVIT. This definition of specialized experience is typical of work performed at the second lower grade/level position in the federal service (GS-09.
$124,988 a yearPart-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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I work directly with a multinational semiconductor manufacturing and design company, who is looking to hire a Facilities Gas/chemical Technician at the Phoenix, AZ facility. Level 1 Thermography certification.
$50 an hourFull-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
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Under the direction of the department manager or designee, the Behavioral Health Intern is a skilled, direct-level interventionist looking to further their behavioral health career. Must have BLS issued by the American Heart Association (AHA) upon hire.
InternExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Experience in leading designs at the solutions level space/ground systems architectures including antenna systems, data processing, management, TT&C, mission planning, and associated flight dynamics.
Full-timeExpandApply NowActive JobUpdated 24 days ago - UpvoteDownvoteShare Job
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We are currently looking to hire a dynamic and creative entry-level Client Account Manager to engage our consumer audience in acquisitions and existing accounts creatively. Support and collaborate with other entry-level Client Account Manager team members to ensure the quality of work and hit KPI’s.
Full-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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Current and valid associate or independent level license through the AZBBHE (LAC, LPC, LMSW, LCSW, LASAC, LISAC); OR ability to obtain within 6 months of hire. Level 1 AZ DPS fingerprint clearance card and be able to pass required clearances and criminal background checks.
$75,000 a yearFull-timeExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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ASE Master Tech with L1 certification level or equivalent OEM certifications and fulfills ASE requirement within one year of hire. We call our club's vision, mission, values, and supporting pillars "Our House" because they are the foundation for all that we do.
$45.11 an hourFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Interview, hire, onboard and train entry-level LTL account representatives. Ensure employees maintain the highest level of integrity. As an LTL Sales Manager, you will spend your first six months aggressively learning our business and working closely with our sales and leadership team.
Full-timeExpandApply NowActive JobUpdated 24 days ago - UpvoteDownvoteShare Job
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Globe Life: American Income Division is seeking an entry-level sales applicant who is ready to build their own business by helping people secure financial protection for those in need. This role is with Globe Life. WayUp is partnering with Globe Life to hire top talent.
Full-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
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Clark Hill PLC is seeking to hire a Billing Specialist in its Detroit, Birmingham, Grand Rapids, Lansing, Chicago, or Pittsburgh locations. College level accounting classes (in lieu of a degree) with 3-5 years or more hands-on billing experience in a law firm or professional services environment.
$60,000 a yearFull-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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We are currently looking for a mid-level Mechanical Designer experienced designing enclosures and particularly using wood. This is a direct hire position with our customer located in Tolleson, AZ where they specialize in something like custom metal/plastic reusable industrial-grade packaging, using SolidWorks.
Full-timeExpandApply NowActive JobUpdated 24 days ago - UpvoteDownvoteShare Job
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Candidates must be able to obtain a Top Secret clearance within a reasonable amount of time from date of hire. The candidate must be a current Certified TEMPEST Professional (CTP) Level I/II, or have the required background/experience to obtain certification in short-term.
$162,096 a yearFull-timeExpandApply NowActive JobUpdated 18 days ago - UpvoteDownvoteShare Job
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Staff Accountant (temp-to-hire) We are seeking a detail-oriented, entry level accountant with excellent data entry skills and proficiency in Microsoft Excel to support an accounting system conversion.
Full-timeExpandApply NowActive JobUpdated 9 days ago
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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.