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WinnCompanies is looking for a Maintenance Supervisor II to join our team at Grand Lowry Lofts, a 261-unit mixed-income tax credit community located in Denver, CO. In this role, you will oversee the maintenance operations of the property, supervise maintenance staff, and perform maintenance functions.
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Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last—for you to be yourself in.
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Christian Living Communities (CLC) | Cappella Living Solutions (CLS) are dedicated to and known for shattering the stereotypes of aging services.
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As a Systems Engineer II at Spectrum Enterprise, you can do that. Get to Know Us Charter Communications is known in the United States by our Spectrum brands, including: Spectrum Internet®, TV, Mobile and Voice, Spectrum Networks, Spectrum Enterprise and Spectrum Reach.
$68,300 - $120,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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CannonDesign has an exciting opportunity for a Design Leader II based in our Denver Office. Third party recognition of your work as a lead designer by local, regional, or national design awards programs and recognized design publications or digital platforms is required.
$139,000 - $178,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Essential Duties and Responsibilities:Reviews letters of credit issued by foreign correspondent banks and interprets requirements.
$57,245 - $77,853.2 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Through our products and global footprint, we are in a unique position to truly make a difference in the packaging space.
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Bachelor (CM I) or Master (CM II) Degree in psychology, social work, or other related human services degree. Sports Leagues - we offer a variety of activities for our employees, including bowling, dragon boat racing, volleyball leagues, and more.
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Location The Westin Denver International Airport, 8300 Pena Boulevard, Denver, Colorado, United States
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Summary: As a Sous Chef II, you are responsible for assisting with the overall success of the food program and overseeing culinary functions. The Sous Chef II also motivates, trains, develops, and directs the back of house associates preparing and cooking foods to accomplish the objectives of the operation to the satisfaction of the customers, clients, and management.
$55,000 - $65,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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KPMG is currently seeking a Lead Engineer II, Software Engineer to join our Tax Ignition Center. Minimum eight years of recent experience in development, unit testing and troubleshooting of large applications with a minimum three years in a technical lead function in Angular, C#, Python, SQL.
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Manheim, part of the Cox Automotive family of businesses, is looking for a Customer Services Specialist II , a powerful admin advocate that will use their powers for good - organizing, managing, and supporting the daily operations of the world's largest wholesale auto marketplace.
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NDE Technician Level IIGeneral SummaryThe Nondestructive Testing technician will independently perform inspections utilizing various advanced NDT (Phased Array UT, CR, DR) techniques seeking corrosion, defects, or detrimental conditions in accordance with specific written criteria.
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The Systems Administrator II is responsible for managing and optimizing in-house computer software systems and network connections to ensure high availability and security of business applications.
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The Multi-Line Liability Claim Representative II is responsible for the investigation and adjustment of assigned multi-line liability claims. Level II Claim Rep will possess excellent claims management skills, typically with 5 to 10 years of experience or equivalent education, along with proven claims handling performance levels.
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Title: ii Company: Taylor Morrison in Aurora, CO
FEATURED BLOG POSTS
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.
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.