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Responsibilities: – Lead a team of talented designers– Combine oversight with hands on work– Work end-to-end to ship great products– Develop strong working relationships with clients. You will oversee talented teams and work hands on with organizations to create future experiences that might range from global mobile OS’s to web.
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Specific Cloud Experience: at least 5-7 years of experience should be directly related to cloud computing, such as hands-on experience with cloud services (like AWS, Azure, GCP), cloud architecture, and cloud service management.
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You are an experienced full stack developer and still very hands-on. We are seeking a Director of Engineering & Co-Founder to become part of building the most efficient and joyful place for medical providers to treat a patient online.
$200,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Hands-on approach to engineering management; you understand the systems your organization works on and know your way around the codebase. All full-time employees are also eligible for equity compensation and for benefits.
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10+ years of hands-on experience with various elements of the Department of Defense, including a strong understanding and proven success with DoD procurement practices and requirements for MILDEPs, DISA, and SOF.
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Extensive hands-on experience in clinical medicine, drug discovery, and development. Ability to adapt to the needs of a fast pace early stage company, including the ability to contribute hands-on as needed.
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Act as a key member of the Sales Einstein leadership team, driving strategic planning and operations across the organization, including company and cloud-level planning and timelines, resource and budget allocation, leadership meetings, all hands, product reviews, etc.
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Established in 2014, Checkr puts modern technology powered by machine learning in the hands of hiring teams, helping thousands of companies like Uber, Instacart, Domino's, Compass Group, and Adecco to hire great new people with an experience that’s fast, smooth, and safe.
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The League’s director of engineering, Tim Zaitsev, has a masters from Carnegie Mellon and is incredibly hands-on and is building out a lean team of world-class, senior engineers. We are looking for an experienced Director or VP Operations (potential to become Chief Operating Officer or COO) to oversee our organization’s ongoing operations and procedures, to include primary responsibility for the planning, implementation, managing and running all finance activities of the company, e.g. business planning, budgeting, forecasting and negotiations.
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At least five (5) years in a hands-on hospitality management role, supervising employees. A Director of Food & Beverage is responsible for directing and organizing the Food & Beverage departments, including but not limited to the Kitchen, Banquet Operations, Restaurants, Room Service, and Bars to maintain high standards of F&B quality, service, and marketing to maximize profits through outstanding customer service.
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Demonstrated advanced knowledge and technical hands-on experience in bioanalytical and biomarker assays, cell-based assays, ELISA/MSD, ADA, immunohistochemistry and flow cytometry. Demonstrated advanced knowledge and technical hands-on experience in bioanalytical and biomarker assays, cell-based assays, ELISA/MSD, ADA, immunohistochemistry and flow cytometry.
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This is a hands-on position which requires the Technical Director to leverage their strong background in theatre production to perform tasks such as training students and part-time staff in lighting, audio, video, and other technical theatre areas, and participate in the running of shows.
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The Director will assume a hands–on role in the design, planning, implementation, conduct, and oversight of first–in–human and early–stage clinical trials in close partnership with Nonclinical, Biology and Translational Sciences, Regulatory Affairs, Clinical Operations, and Program Management.
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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).
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.