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Collaborate with development, construction, sales and marketing, and leasing teams to ensure successful achievement of project milestones. Lead the underwriting and financial due diligence process for multi-unit residential and mixed-use investment opportunities, including pro-forma creation, financial analysis, market research, risk assessment, and preparation of submissions for investment committee and board approval.
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Develop and manage social media marketing plans. You'll be at the forefront of our social media strategy, crafting and executing plans for our clients in interior design, fashion, skincare and more.
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Managing escalation and ticketing queues using Jira; Widen The Net is a partner recruitment agency to Snap and we are hiring for their contract positions. -Excellent client facing and problem solving skills, creative thinking and sociable personality.
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Post-secondary education and 5+ years’ facilities and office services experience. Escalation point for facilities issues and parking enforcement. Responsible for fire warden program and acting as Chief Fire Warden.
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You’ll work within the marketing team to understand our goals for each platform, and then come up with ideas on a rolling basis to increase engagement, reach, follower count, and lead generation.
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To grow and evolve this team and our infrastructure, we are looking for an experienced, collaborative, and creative Senior Site Reliability Engineer with a passion for everything to do with technology and are looking to enter into DevOps and SRE roles.
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Familiarity with VoIP (Voice over IP) systems and unified communications. The Ideal candidate will have 5+ years of experience working with Networking technologies such as WatchGuard firewalls and Aruba Switches.
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You will be working on large scale projects relating to D365 so having previous functional consulting and technical industry skills around this will help move you and the business forward.
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Maturing client’s business resilience, including the development of business continuity, disaster recovery, and incident response plans. Within Elastify’s security practice, we are currently seeking a Senior Cyber Risk Consultant to assist our growing engagement team in assessing our client’s security processes and controls.
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B) experience in planning and executing B2B marketing campaigns (including digital, direct marketing, events, etc.) Our client, a $3,5B revenue software technology corporation, a Managed Service Provider (MSP) is seeking a marketing campaign management specialist with specific experience from a cybersecurity IT vendo r.
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The successful applicant will be responsible for the configuration, management, enhancement, and daily operation of the RMS, as well as future Investment Research systems. Assume the role of application owner of the RMS and other future Investment Research systems.
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The role of the Marketing Analytics Lead will encompass both the Data Systems and Marketing Intelligence workflows, responsible for supporting the delivery of comprehensive end-to-end solutions for Stacktics’ clients.
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Good understanding of data applications (IT Asset management, ServiceNOW/CMDB) and how information flows. Ensures data strategy and management practices are aligned in support of business objectives.
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Experience with nCino Credit Origination (managed package for Salesforce) – Credit package on top of Salesforce and Knowledge of Oracle Storage Procedures. 2+ years of working knowledge of Salesforce tools to execute and manage workflow processes at various stages of the SDLC cycle (e.g. Salesforce DX.
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Very good knowledge on AWS Cloud services Lambda, DynamoDB, API gateway, S3 bucket, AWS Platform and CDK templates development and Deployment. Apex Systems is a Global IT Services Firm and our Staffing practice is looking for an AWS Developer to place at our client, a Big Five Bank. You will be joining a highly collaborative, fast paced and high performing team.
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and marketing jobs Title: specialist Company: Advance America in Toronto, On, Canada
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.