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Headquartered in Plano, Texas, the company has long had the privilege of being an advocate for intercollegiate athletics and the student-athlete experience. LEARFIELD is the leading media and technology services company in intercollegiate athletics.
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Paciolan is the #1 primary ticketing company in college athletics, and the #2 largest primary ticketing provider in the US including performing arts, arenas, and professional sports. Paciolan is the #1 primary ticketing company in college athletics, and the #2 largest primary ticketing provider in the US including performing arts, arenas, and professional sports.
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Provide support for special events, receptions and reunions designed to increase financial support for SFA Athletics. Provide weekly and monthly revenue reporting to SFA Athletics and LEARFIELD regional team.
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Under the direct supervision of the Director of Youth Services, the Director of Athletics will oversee the Boys & Girls Clubs of Sonoma Valley athletic program, including coach management, gym supervision, volunteer recruitment, referee hiring, scheduling, budget preparation, promotion, athlete recruitment, and sponsorship solicitation.
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Java, Nodejs, React, Terraform, Redis, Kafka, MySQL, Cassandra, DynamoDB, ElasticSearch, Kubernetes, Lambda, CloudFront, Cypress, k6, Gatling. As a leader in ticketing, fundraising, marketing, analytics, and technology solutions, we power more than 500 live entertainment organizations, selling over 120 million tickets a year.
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Mt. San Antonio College is currently seeking applicants for a Communications Specialist in the Kinesiology, Athletics and Dance division. The Communication Specialist for Athletics is responsible for creation and effective execution of overall content and strategy across all aspects of the Athletic Department and its 23 CCCAA athletic teams.
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A. Serve as certified athletic trainer for intercollegiate athletic and club teams. BOC, Inc Certified Athletic Trainer, Current Emergency Cardiac Care Certification, Ability to interpret and apply university and athletic department rules and policies, Strong commitment to teamwork and customer service, Strong interpersonal, leadership and organizational skills, Skills to effectively communicate with students, coaches, supervisors, physicians and others, Ability to demonstrate tact and diplomacy and to maintain a high level of confidentiality.
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The City of Irvine seeks an individual with demonstrated customer service and administrative skills to assist the public with their athletic reservation needs and associated facility use at City sports parks and the Orange County Great Park.
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Provide complex secretarial support for an Assistant Principal or Athletics Director at an assigned secondary school. Under the direction of the Assistant Principal or the Athletics Director, provide secretarial support related to the functions and activities of an assigned secondary school or special school involving frequent and responsible contact with students, staff and general public involved in counseling, discipline or athletics.
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IUSD schools have been nationally recognized for comprehensive programs in academics, the arts, and athletics. Credential Copy (PPS authorizing service as school psychologist) Pupil Personnel Credential authorizing service in School Psychology is required.
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Specifically to Athletics, we do this by creating a program that balances participation, competitive and non-competitive success, individual player development, and an overall positive experience.
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In lieu of the above experience, we will also consider time in professional / college athletics and active military service. In lieu of the above experience, we will also consider time in professional / college athletics and active military service.
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All students are welcomed and supported via a rigorous academic curriculum, a comprehensive support system, and a diverse educational experience incorporating project-based learning, athletics, and the arts.
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Brailsford & Dunlavey is committed to providing a diverse and inclusive work environment and is proud to be an equal opportunity employer. Experience soliciting project teams and third-party vendors, i.e. Architects, CM’s, Geotech’s Surveyors, etc.
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History of success in sales, athletics, military, client services, or client-facing roles. Support for insurance licensing, SIE, Series 6, Series 63, CFP®, and more. Best Place to Work for LGBTQ+ Equality- Human Rights Campaign Corporate Equality Index (2015-2021.
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intercollegiate athletics jobs Company: Brailsford Dunlavey in Costa Mesa, CA
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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.
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.