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ITAR defines U.S. person as an U.S. Citizen, U.S. Permanent Resident (i.e. 'Green Card Holder'), Political Asylee, or Refugee. This position is subject to the International Traffic in Arms Regulations (ITAR) which requires U.S. person status.
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All applicants must be U.S. persons within the meaning of ITAR. ITAR defines a U.S. person as a U.S. Citizen, U.S. Permanent Resident (i.e. 'Green Card Holder'), Political Asylee, or Refugee.
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To perform the position, you must be a U.S. Person as defined by ITAR. ITAR defines a U.S. Person as a U.S. Citizen, U.S. Permanent Resident (i.e., Green Card Holder), Political Asylee, or Refugee.
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They also lead other treasury activities such as managing credit card fees, conducting Request for Proposal (RFP) process for treasury services, implementing financing programs, and preparing financial schedules.
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While Caltrans supports telework, in-person attendance may be required based on operational needs. Under the direction of the District Landscape Architect, the Landscape Associate develops a broad range of landscape architectural products and services in support of the California Department of Transportation's (Caltrans) Mission and Vision.
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Whether a customer wants to grow their business, buy a home, or feel confident in their retirement plan, they have a partner in Ameris Bank. We serve customers in our locations across the Southeast, Mid-Atlantic and nationwide through our extensive digital offerings and mobile app.
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This position requires 10 years of previous experience working at the Valero Wilmington refinery and will require in-person interactions and an on onsite presence Monday - Friday at the Valero Wilmington site.
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Caltrans supports telework, recognizing that in-person attendance may be required based on operational needs. TheCaltrans Career Compass is a tool to assist and help candidates understand and succeed in applying to Caltrans positions.
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VCA Green is recognized throughout California as a leader in CALGreen and the Energy Code compliance. We welcome your interest in Energy Consulting , Construction, HVAC, Sustainability, Energy Use and Efficiency, Quality Assurance, and/or Green Building.
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We sell the latest AI technologies from Nvidia, Supermicro, Dell, HP, Microsoft, Google, Cisco, Lenovo, Apple, VMWare, Adobe, APC, IBM, Nutanix, EMC, Pure Storage, Samsung, Intel, Eaton, and all the hottest AI and Green Data Center, Virtualization, Energy Conservation, Cloud, Storage, Security, Wireless, SD Wan, Video, Identification, solar, and battery technologies.
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Bachelor’s Degree in Geology, Hydrogeology, or closely related discipline. This person will provide high level technical assistance and guidance for the collection, identification, compiling, and analysis of geological data from various media (soil, groundwater, surface water, sediment, air/vapor.
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Job Overview: Ensure cleanliness of guest floor corridors, foyers, stairwells, and public vending areas, and assists room attendants in order to maintain high standards of quality. Provide instruction and/or guidance for guest and employee safety in fire or other emergency situations.
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JOIN CANNON as a CIVIL ASSOCIATE ENGINEER in PUBLIC WORKS in IRVINE. Irvine offers warm weather, beautiful scenery, and is a top bicycling city with miles of on-road bicycle lanes and mountain bike trails.
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No person shall be denied employment solely because of any disability which is unrelated to the ability to engage in the essential functions involved in the position for which application has been made either with or without reasonable accommodations.
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Comoto's brands, RevZilla, Cycle Gear, J&P Cycles, REVER, and Common Tread, deliver premium products, dedicated expertise, engaging media, and passionate customer support of the powersports community, through best-in-class e-commerce and retail experiences.
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in person green card holder jobs Company: Peak Technical in Orange, CA
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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.