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We develop, own and manage multi-family supportive housing and licensed residential care homes, and implement a broad array of scattered-site, one-on-one supportive housing, and clinical case management programs through partnerships with developmental services, homeless services, veterans’ services, and health care sectors.
$67,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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This may include information such as benefit entitlement, drug and alcohol treatment programs, vocational training, legal services, USCIS and immigration services, health and mental health services, housing and community resources.
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Conducts field investigations regarding possible violations of a variety of City/County codes and ordinances, and related state codes including zoning, nuisance, property maintenance, housing, transportation, and animal and business license/permits, health and sanitation.
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Services include outreach, homelessness prevention, emergency shelter, drop‐in centers, transitional housing, supportive housing, short‐term rental subsidies, and support services to help people exit homelessness.
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Experience with LIHTC and affordable housing industry. We own and/or manage approximately 36 affordable housing buildings serving over 4,500 low-income seniors, single adults, formerly homeless adults, and families of diverse ethnic and cultural backgrounds in San Francisco’s Chinatown, Tenderloin, Western Addition, and Polk Gulch neighborhoods.
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Demonstrated knowledge in the implementation and maintenance of compliance programs, including but not limited to Department of Housing and Urban Development (HUD), Low Income Housing Tax Credits (LIHTC), Tax-Exempt Bonds, California Housing Rehabilitation Program (CHRP), California Housing Finance Agency (CHFA.
$120,000 a yearFull-timeExpandApply NowActive JobUpdated 30 days ago - UpvoteDownvoteShare Job
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With offices in Oakland and San Francisco, our work is focused in the areas of Gender-based Violence, Immigration and Immigrant Rights, Disability Rights, Senior Law and Elder Abuse, Anti-Human Trafficking, Youth Violence Prevention, Anti API Hate Violence, the preservation of affordable housing and small businesses, and other social justice issues.
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See job description The San Francisco Homeless Outreach Team (SFHOT) works collaboratively in small teams to engage and stabilize individuals experiencing homelessness, to help establish treatment, and to find permanent housing.
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Attend department trainings, team development, evaluation, and professional recruitment activitiesAttend all major Housing and/or University events as assigned (Move-in/Closing, GatorFest, SAEM Town Hall Meetings, etc.
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The Intern will primarily support Enterprise’s research contract with the San Francisco Mayor’s Office of Housing and Community Development (MOHCD) and the San Francisco Planning Department (SF Planning) to research strategies and best practices to guide sites acquisition and land banking, including in the context of rezonings and development on public, religious, and nonprofit owned sites.
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Case management includes goal setting, housing advocacy, supporting participants and providing community-based referrals for budgeting and financial management, employment, legal services, domestic violence, mental health, and substance abuse.
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Job Benefits Allied travel assignments are typically for 13 weeks and offer generous packages that include: Competitive pay rates Medical, Dental, Vision 401(k) and Flex Spending Life Insurance Accident and Short-term Disability Coverage Free Continuing Education Competitive Housing Deal Refer a friend and earn extra cash.
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Since 1972, ALC has ensured access to affordable housing in San Francisco’s Chinatown, litigated high-profile civil rights cases, advocated for the passage of landmark policy changes, and provided an array of services, including community education, advocacy, and direct client representation to further the rights of low-income immigrants and communities of color.
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Section 3 residents are defined as public housing residents or low-income persons who live in metropolitan areas or non-metropolitan counties where HUD-assisted projects are located. Your Impact: The Digital Content Coordinator is part of the Fund Development Department, made up of the Fundraising, Volunteer Services, and Marketing teams.
$31 - $34 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Desire to work with homeless populations in their communities, including encampments, shelters, transitional housing. Support members and caregivers in re-assessment and modification of Care Plan goalsHelp connect members to cultural, community, housing and social resources.
$37.42 an hourFull-timeExpandApply NowActive JobUpdated 1 month ago
housing job Company: Brailsford Dunlavey in Daly City, CA
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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.
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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 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.