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We are looking for a Retail Business Development leader to focus on driving our computer vision and edge solutions through our OEM and reseller network. 15+ overall years of business development and sales experience in retail technology systems, software or embedded products.
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Develop and implement custom solutions and configurations to enhance the capabilities of the QMS, specifically in the development of interfaces between EQMS and SAP. Utilize SAP ABAP expertise to support the integration between the EQMS system and SAP. Collaborate with development teams to ensure seamless integration of QMS with other business systems.
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Keywords: preschool teacher, daycare, preschool, teacher, infant, toddler, childcare, teacher assistant, daycare assistant, infant teacher, school, child development, child, children, kids, summer camp, after school, extended day, substitute, transitional kindergarten, jr.
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We are looking for a Retail Business Development leader with AI expertise to drive software revenue through our Cloud and GSI partners. What We Need To See 15+ overall years of business development experience in retail technology systems, software, and cloud.
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The Department offers the following degrees: B.A. Psychology, M.S. in Clinical Psychology, M.S. in Industrial and Organizational Psychology, and M.A. in Research and Experimental Psychology. The vision of the [Department of Psychology]( at San Jose Staté University (SJSU) is to provide high-quality education in psychology that fosters the development of students so that they will make worthy contributions to society.
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We are looking for a motivated, detail-driven, hands-on research associate to join us in the development of our cutting-edge next-generation sequencing (NGS) products. Utilizes literature reviews, protocols, SOPs, and prior laboratory experience to assist with experimental design, assay development, and workflow optimization.
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Partners with the Senior Vice President of Adult IDD Services and the corporate Advancement team on the development of organizational resources via fundraising, grants, or proposals. Works with other Elwyn executives in the development of new business.
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Our group offers a unique combination of a startup culture with the benefits of working for the leading networking company in the world What You'll Do The Core Hardware Business Unit is looking for a motivated Senior Verification engineer/lead to engage in new development of our UCS family.
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3 years of training, relationship development, planning, or business management. Our business reach spans satellite television service, live-streaming and on-demand programming, smart home installation services, mobile plans and products and now we are building Americas First Smart Network.
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KEY RESPONSIBILITIES: Work closely with AMD EYPC and INSTINCT processor silicon architects, thermal and mechanical architects & designers, PAE Solution architects, Business Unit Product Marketing Managers and Business Development Managers to optimize customers System Solutions based on AMD Instinct product lines for best performance & power balance, feature set and overall system cost.
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15+ overall years driving strategic partnerships/alliances/Business development at a startup technology company. Experience running global business development in a technology startup.
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5+ years in research-oriented roles within people analytics, organizational psychology, or a similar field. A proven track record of thriving in a fast-paced, matrixed environment, comfort with ambiguity, and a dynamic business landscape are essential.
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This Sr. Engineer role supports our next-generation biosensor product design and development, focusing on clinical data analyses and sensor algorithm verification and improvement. Preferred QualificationExperience with biological data analysis, statistical analysis, signal processing algorithm development, and software programming.
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Excellent organizational and time management skills with ability to manage multiple competing priorities while understanding impact on business results. Experience with CPI/DS and Oracle Fusion Cloud ERP a plusEducationBachelor’s degree in engineering and/or MBA in Supply Chain / Operations Research Job Segment: Supply Chain, Supply Planner, SAP, Business Analyst, ERP, Operations, Technology, Finance.
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Lead the hiring, onboarding, training, development, and performance appraisal of staff within the Parking Compliance Unit (PCU) and support the Vehicle Abatement Parking Manager in developing and managing Standard Operating Procedures across the unit.
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business development organizational jobs Company: Logistics Management Institute in San Jose, CA
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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.
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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.