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PHYSICAL CLASS III - MODERATE: This class requires that the incumbent stand or walk most of the time with bending, stooping, squatting, twisting, reaching, working on irregular surfaces, occasional lifting of objects weighing over 25 pounds, and frequent lifting of 10-25 pounds.
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This class requires that the incumbent stand or walk most of the time with bending, stooping, squatting, twisting, reaching, working on irregular surfaces, occasional lifting of objects weighing over 25 pounds, and frequent lifting of 10-25 pounds.
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Experience working with children, preferably unaccompanied minors, immigrant and refugee children, or experience working with survivors of abuse, human trafficking, or other trauma highly desirable.
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I had the pleasure of working with Arbella for 2 months while changing jobs and it could not have been a greater experience. Arbella has the ability to make you feel like you are her only client, which is something that can be hard to find when working with recruiters.
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As a principal engineer on the hardware team, you will be responsible for hardware designs from concept through production, including product roadmaps, block diagrams, part selection, schematic design, PCB layout and routing, analysis, manufacturing (working with contract manufacturers), test, qualification, and in-orbit support.
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Experience working with REAS, GAIN, or CalWorks participants. Experience working with the business community; excellent organizational skills, ability to successfully execute many complex tasks simultaneously; ability to work as a team member as well as independently.
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Serve as lead project manager for digital asset management system use, working closely with IT and cross-functional team members. The Digital Asset Manager (DAM) Librarian at PragerU is a specialized role for an individual with expertise in organizing, cataloging, and managing digital assets within a Digital Asset Management system.
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As well as, working with RF designers and system engineers in developing test requirements, test design reviews, and test plans. Prior PCB design experience, comfortable with using Altium.
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Lead and mature the insider threat program, working closely with Legal, Compliance, Human Resources and other stakeholders. Lead security monitoring maturity in coverage and efficacy, working closely with Technology Observability organization.
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Proven knowledge of what works on digital, and experience working with social media platforms, including TikTok, Facebook, Instagram, and Twitter. Experience working with influencers (micro and macro.
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Extensive experience working with aerospace materials (including metals, plastics, and composites) and a solid understanding of spacecraft and/or launch vehicle propulsion systems and fluid components.
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Strong knowledge of behavioral health services and working with individuals with mental health and addiction struggles. We run an IOP, working exclusively with Teens.
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Understanding of non-profit accounting, including experience working with an Accounting software e.g. Blackbaud or Sage. Strong commitment to working with a multicultural community.
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The Utility Manager will have relevant experience working on utility engagements, utility interconnections and upgrades, with the intent to achieve project timelines and budgets. Sustainability Focus: Contribute to a greener planet by powering our stations exclusively with renewable energy.
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The Recruiting Coordinator will report to and support a Sr. Recruiter in working with business leaders to identify outstanding candidates to work across multiple areas of business at all levels.
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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?
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.
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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.