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Diversity, equity, and inclusion programs with an ever-growing list of global affinity initiatives. Diversity, equity, inclusion, and belonging (DEIB) are part of Sia Partners’ DNA. Thanks to our expertise in several sectors and our international growth, our teams include a variety of experiences and cultures.
$94,500 - $122,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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As a community development finance institution (CDFI), we work with nonprofits, partners, and systems to build racial equity and community wealth and well-being. Our team consists of a diverse group of passionate professionals who care deeply about racial equity and community wealth and well-being.
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Equity (we are post-series D & backed by some of the best VCs in the US) In addition to cash compensation (base salary, which may include commissions or overtime pay where applicable), Fronteers are eligible to receive equity in the company.
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Partner with our external record-keeper, Morgan Stanley, to execute employee equity transactions, ensuring accurate and timely tax withholding and reporting to Payroll and Tax teams when applicable.
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The successful candidate will also be eligible for an annual bonus, equity compensation, and benefits. Diversity, Equity and Inclusion. Aurora is working with industry leaders across the transportation ecosystem, including Toyota, FedEx, Volvo Trucks, PACCAR, Uber, Uber Freight, U.S. Xpress, Werner, Covenant, Schneider, and Ryder.
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The Center advances gender and racial equity by building legal rights for pregnant people and family caregivers at work and school. The Administrative & Accounting Associate will play an integral role in the Center's next chapter as our small but mighty team fights for reproductive justice; prevents discrimination against family caregivers; promotes legal rights for pregnant and lactating workers; operates the nation's only legal resource center for pregnant and parenting students; and ensures equitable access to benefits for workers.
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Commit to advancing actionable diversity, equity, and inclusion in Annual Giving, Philanthropy and in the museum. SFMOMA is an equal opportunity employer that is committed to diversity, equity, inclusion, and accessibility.
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Preferred :2+ years of experience in customer-facing, highly strategic, operational, and analytical environments e.g. business operations, management consulting, investment banking, private equity, venture capital, or customer success.
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Actual pay will be determined based on experience, qualifications, business needs, internal equity, and alignment with market data. The expected annual salary range for this full-time position is $115,000-$145,00 plus eligibility for bonus, benefits, and equity incentives.
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Our client, a $700m in AUM private equity and credit fund is seeking a Fund Accounting Manager or Assistant Controller. Required: 5‐7+ years of in‐house fund accounting experience at venture capital/private equity/private credit firm, or.
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225K - $300K plus bonus and equity. Knowledge of bolted joint analysis, finite element analysis, GD&T, traditional manufacturing processes, additive manufacturing, rapid prototyping, material selection, structures, and mechanisms.
$225,000 - $300,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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We recognize that diversity, equity and inclusion is a vital and continuous conversation, and that change only happens when we all come together. Our legendary portfolio includes iconic mobile game franchises such as Candy Crush™, esports opportunities like the Call of Duty® and Overwatch® Leagues, and some of the top PC and console gaming franchises such as World of Warcraft®, Call of Duty®, and StarCraft.
$143,060 - $264,846 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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We take pride in delivering affordable housing solutions, and we invite you to join us on a journey toward social, economic, and racial equity. They serve as the lead contact with capital market sources to procure debt and equity at top-of-the market pricing and terms as well as providing leadership and expertise on public funding sources.
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Telecare continues to advance cultural diversity, humility, equity, and inclusion at all levels of our organization by hiring mental health peers, BIPOC, LGBTQIA+, veterans, and all belief systems.
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Backed by Sequoia Capital and Salesforce Ventures, Front has raised $204M from leading venture capital firms and independent investors including top executives at Atlassian, Okta, Qualtrics, Zoom, and PagerDuty.
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equity job Company: Association For Community Affiliated Plans in San Francisco, CA
FEATURED BLOG POSTS
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.
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.