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Today, FRAME is sold through its own retail stores and e-commerce as well as through leading department stores and boutiques across the world. Reporting to the Product Development Manager, the Product Development Assistant/Associate will assist with product development duties for all women’s and men’s Denim categories.
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Under the direct supervision of the Warehouse Manager (WM) II, the Materials and Stores Specialist (Mat & St Sp) performs higher level warehouse and operational tasks and assignments, and serves as a warehouse lead providing leadership oversight, guidance, and direction to warehouse staff working at the State Distribution Center.
$3,762 - $4,697 a monthFull-timeExpandApply NowActive JobUpdated 30 days ago - UpvoteDownvoteShare Job
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Each juice, shot and smoothie is made imperfect produce that typically isn't purchased by grocery stores due to it's "imperfect" textures. Each juice, shot and smoothie is made imperfect produce that typically isn't purchased by grocery stores due to it's "imperfect" textures.
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Today, we're proudly serving Ralphs customers in over 180 stores throughout the state. Courtesy Clerk/Grocery Bagger follows best practices for bagging items in various types of bags (reusable/plastic/paper.
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You will have the opportunity to participate in exciting events including Cheerleading Competitions, Coaches Conferences, Pop- Up Stores, and any other events that would further the brand’s awareness in Cheerleading.
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J.Jill offers a guiding customer experience through more than 280 stores nationwide and a robust e-commerce platform. At J.Jill, our success is guided by a culture that values the intrinsic art of creativity and the data science required to drive our future growth.
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Experience working with heterogeneous databases and data stores (SQL, NoSQL, Redis, ElasticSearch, etc). You’d be joining a highly experienced group of founders including our CEO Kevin Nazemi, who served as the Co-Founder and Co-CEO of Oscar Health (NYSE: OSCR), and a company financially supported by some of the most respected FinTech Investors.
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300 cash bonus , paid immediately upon completion of U-Haul Equipment Inspection and Verification through our 1-2-3 Punch Certification Program at retail stores. 15838 Strathern St, Van Nuys, California 91406 United States of America U-Haul is looking for a responsible, motivated and thoughtful person to come onboard to learn how to manage one of our moving and storage centers.
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The Company operates stores across 34 states and the District of Columbia with 24 banners including Albertsons, Safeway, Vons, Jewel-Osco, Shaw's, Acme, Tom Thumb, Randalls, United Supermarkets, Pavilions, Star Market, Haggen, Carrs, Kings Food Markets and Balducci's Food Lovers Market.
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Imperial Hemp Fashion is seeking a Sales Representative to join our team and help promote our premium hemp bags to retail stores, boutiques, and online retailers. Knowledge of sustainable fashion trends and a passion for eco-friendly products.
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Provide space planning and interior architecture for Skechers Retail Stores with integration of Design disciplines and principles architecture and interiors utilizing CAD Drafting and 3D visualization via Sketchup.
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We partner with an alliance of organic to source their imperfect produce, so it's a win for the farmer. We give our pulp to dairy cows who love it, this reduces food waste. Determine timing and approach to launching other channels (e.g., TikTok, YouTube Shorts.
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The Company operated 2,271 retail stores with 1,722 pharmacies, 401 associated fuel centers, 22 dedicated distribution centers and 19 manufacturing facilities. Albertsons Companies Inc. has always been a people-oriented business, and thoughtful people practices remain a core element of our company’s philosophy.
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Fanatics has an established database of over 100 million global sports fans, a global partner network with over 900 sports properties, including major national and international professional sports leagues, teams, players associations, athletes, celebrities, colleges, and college conferences, and over 2,000 retail locations, including its Lids retail business stores.
$150InternExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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The Account Executive will manage performance across a territory of Boost Mobile stores. Maintaining and driving accountability of Boost brand standards in all stores in the territory. You will get to build relationships throughout your territory with external partners, internal teams, and vendor partners to help drive performance, and you'll serve as the primary point of contact for questions and issues at retail stores.
$20,000 - $78,100 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago
stores job Company: Hanes Brands in Culver City, CA
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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.