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Experience working in a day camp setting. Assist in planning and preparing activities in an outdoor setting, such as art, music, sports, games, and field trips. Parks, Recreation and Cultural Services seeks a Day Camp Leader to work with children with disabilities age 6 through 18.
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TIME AFTER COMPETITIVE APPOINTMENT: By the closing date (or if this is an open continuous announcement, by the cut-off date) specified in this job announcement, current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment.
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3 years of post-qualification experience as a Physician in an emergency room or critical care setting. Makes life-or-death decisions for the sick and injured, usually in an emergency room setting.
Full-timeExpandUpdated 23 days ago - UpvoteDownvoteShare Job
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Broad understanding in patient services, market access, buy and bill, specialty pharmacy, reimbursement and/or medical calling on HCPs with respect to a sophisticated product or reimbursement pathway.
RemoteExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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We are seeking Wound Care Physicians, Doctors of Medicine (MD) or Doctors of Osteopathic Medicine (DO) with a passion for and an interest in providing wound care to patients in the post-acute and long-term care setting.
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At least 1 year of experience with inbound customer service, outbound B2B calling, telemarketing, or sales. Apply today by emailing careers@allwaxcandlecompany.com with the subject Attn: Virtual Recruiter, and include your name, phone number and email address in the body of the email with your resume for immediate review.
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Minimum of 2-3 years of experience in a leadership role in a child carecenter or early childhood education setting. Assistant Director - Child Care Center. Qualifications:- Bachelor's degree in Early Childhood Education, Child Development, ora related field (Master's degree preferred.
ExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Develops and executes owned channel marketing strategy for Insurance products (including Email, Real-time Web, Outbound Calling, and Direct Mail) As the AVP, Media Channel Management you will lead a team of highly talented marketing channel professionals, responsible for developing and executing the paid media and owned channel marketing strategy to drive profitable growth in USAA Insurance products.
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Candidates should hold a Ph. D. in anthropology by the time of appointment and provide evidence of excellence in teaching. We seek a broadly educated anthropologist who shares our commitment to the goals of a four-field undergraduate anthropology program.
ExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Start the flow of the process by calling leads, answering the phone, and getting the leads into the hands of the Project Consultants based on rotation and location. The Administrative Assistant assists the Office Manager as the daily voice of the company.
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Alongside medication management, we specialize in alternative treatments like Ketamine infusions and Transcranial Magnetic Stimulation (TMS), all within a luxurious outpatient setting reminiscent of a spa.
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Our ideal candidate has 2+ years of experience in family medicine practicing in a primary care setting; able to utilize a template based EMR (NextGen); has an unrestricted Colorado license, as well as an active DEA, and is comfortable seeing all ages, and averages 22 patients per day.
$223,446.08 - $274,810.5 a yearFull-timeExpandUpdated 23 days ago - UpvoteDownvoteShare Job
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Work Environment: Requires frequent exposure to cold/freezing temperatures Equipment in motion (forklifts, electric pallet jacks, scooters) Benefits Include: Medical, Vision, Dental Insurance Company Matched 401K Vacation, Sick & Personal PTO Bonus Opportunity Acknowledgement: I fully understand the responsibilities and qualifications required for this job.
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3) At least 4 months of teaching experience in an academic setting as a teaching assistant, instructor of record, or the equivalent, teaching students from freshman through senior/graduate technical elective levels in signals and systems, communications theory and practice, digital signal processing, wireless networking related course work, or closely related engineering topics.
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Nestled in the Front Range of the beautiful Rocky Mountains, Peak Vista Community Health Centers is a not-for-profit Federally Qualified Health Center dedicated to providing exceptional medical, dental and behavioral health care in a collaborative setting for people of all ages.
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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?
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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.
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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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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.