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Juris Doctor (JD) degree from an accredited law school. Zinda Law Group is looking for someone with extensive PI experience and a passion for mentorship to join our team as Managing Attorney.
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In compliance with federal law, ASU prepares an annual report on campus security and fire safety programs and resources. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other basis protected by law.
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Attends, implements and provides all required training associated with the duties and functions of a law enforcement officer as specified by Arizona Police Officers Standards Training Board (POST) and the Maricopa County Sheriff's Office.
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Bachelor’s degree in Mortuary Science where required by state law. Technical schooling diploma Funeral Services/Mortuary Science preferred. Bachelor’s degree in Mortuary Science where required by state law.
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Metro One is the nations premier Loss Prevention and Security Organization, with more than 100 National Clients and 3,000 security personnel.
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Become a sworn Law Enforcement Officer at the SF Fed and kickstart your career in federal law enforcement. Law Enforcement Instructor. Learn more about what it means to be a Federal Reserve Law Enforcement Officer SF Fed Careers in Law Enforcement.
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Possess a Juris Doctor from a law school that is accredited. We are an entrepreneurial immigration law firm that is on track for immense growth, and we need an experienced attorney to join the immigration department.
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Are you looking for a small law firm environment that makes a huge impact on the community it serves? Must hold a license to practice law granted by the highest court of any state. Here at Wheeler Law, we are committed to breaking down the barriers holding our clients back from getting lawful status in the United States.
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We are looking for a leader who thrives in a fast-paced environment and enjoys working on a wide variety of different issues on a day-to-day basis, reporting to the CFO. The Corporate Counsel supports all legal issues and ensures the protection of Vixxo's legal and regulatory rights and interests, and maintains its operations within the scope established by law.
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A Public Safety Assistant is a non-law enforcement position that will provide support to staff, students, faculty and visitors at Maricopa Community Colleges District while encouraging enforcement of MCCCD Administrative Rules and Regulations.
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Consistent with applicable state law, U-Haul will not hire or re-hire individuals who use nicotine products. All applicants for employment will be considered without regard to race, color, religion, sex, national origin, physical or mental disability, veteran status, or any other basis protected by applicable federal, provincial, state or local law.
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Work with Sr. Director Corporate Relations and Policy to identify and deliver internal training on Indigenous Peoples including, but not limited to history, culture, Constitution of the United States, treaties, federal statutes, Indigenous law and regulatory bodies and United Nations Declaration on the Rights of Indigenous Peoples.
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Our client is a leading personal injury law firm known for its commitment to justice and outstanding client service. This role offers the chance to work with a top law firm, engage in meaningful legal work, and grow into a full pre-suit attorney.
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At Wells Fargo, we believe in diversity, equity and inclusion in the workplace; accordingly, we welcome applications for employment from all qualified candidates, regardless of race, color, gender, national origin, religion, age, sexual orientation, gender identity, gender expression, genetic information, individuals with disabilities, pregnancy, marital status, status as a protected veteran or any other status protected by applicable law.
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Equal Opportunity Employer Statement Salt River Project (SRP) is committed to equal employment opportunity regardless of race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, genetic information, military status, or any other protected status under applicable federal, state or local law.
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law job Title: franchise Company: Abbvie in Tempe, AZ
FEATURED BLOG POSTS
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.
How to Increase Job Ad Exposure
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.
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.