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Monthly operational goals are required and include budget, student, faculty, and community membership; fitness programming, including collaboration with Kinesiology, Athletics, and Dance ( KAD ) division deans, professors, athletic team coaches, and fitness center instructors of Pilates, group exercise and personal trainers.
$91,668 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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BGCP’s Redwood City Clubhouse runs summer programs for grades 9-12 designed to provide students with dynamic academic and enrichment activities to support, and complement the school year curriculum, and improve school outcomes and interest in learning.
$35 an hourExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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R&DE comprises 11000+ staff in the following divisions: Office of the Senior Associate Vice Provost (SAVP Office), Student Housing Operations, Stanford Dining, Stanford Hospitality & Auxiliaries, Stanford Conferences, and a team of four R&DE strategic business partners: Finance & Administration including Information Technology, Human Resources, Strategic Communications, and Maintenance Operations & Capital Planning.
$33.65 - $38.46 an hourFull-timeExpandApply NowActive JobUpdated 20 days ago - UpvoteDownvoteShare Job
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Teach a range of student sessions based on qualifications and experience including Standardized Test Prep, Traditional Academic Subjects, and Executive Functioning Curriculum. $40-$50 hour for student sessions.
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This includes providing instructional leadership, promoting a positive school culture, supervising staff, managing student discipline, and collaborating with stakeholders to ensure students' academic and social-emotional success.
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Our teams interact directly with our customers including students, faculty, administration, alumni, and the general public to provide outstanding customer service to sell or rent books, general merchandise, and an array of products and services for an academic community all while being part of a company that is consistently rated as a great place to work - and where employees love what they do.
TemporaryExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
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The Association of Test Preparation, Admissions, and Private Tutoring (TPAPT) is seeking Study Skills & Math educational specialists for assignments with student in Grades K-12 in Menlo Park, Atherton, Mountain View, and Palo Alto. This position has regular demand, a flexible schedule, and an above average pay rate.
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We began using Covey Scout for Inbound on March 12, 2024. Non-academic coding experience (i.e. hackathons, code challenges, personal projects, GitHub, Open Source, etc.) You are a Junior, Senior, or Masters level student (and are currently working towards earning a BS or MS in Computer Science or a related technical field.
$45 - $60 an hourFull-timeExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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Works cooperatively with the athletic administration and school community to support the academic and co-curricular aspirations of the Lacrosse program and all student-athletes. Responsible for transporting student athletes by school vans to sports events.
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The Assistant Principal's job is to support the school in driving academic and social emotional learning outcomes for students as a key member of the school's leadership team. Coaches teachers on how to assess for both student mastery and growth towards college readiness, and practices data driven instruction based on assessment.
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In autumn quarter of the 2021-22 academic year, R&DE will return to providing housing for over 13,000 students and dependents, serving meals at 17 dining halls, 12retail locations, and operating athletic concessions and conference operations.
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FEATURED BLOG POSTS
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.
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).