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The Regional Leader will assist the program by coordinating with the Climate Justice Director, assisting in administrative tasks, conducting ongoing outreach by canvassing, hosting and attending virtual and possibly in-person meetings, facilitating virtual and possibly in-person workshops and classes, conducting virtual and possibly in-person interviews, tabling, speaking one-on-one with residents, and continually gathering feedback from the community on how to address climate-related issues.
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We are seeking a Principal Engineer, Bearings & Seals Module Leader that will be responsible for the design and analysis of bearings, seals, and sumps in a gas turbine engine, including the structural stress analysis and thermal analysis.
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TITLEUtilities TechnicianREPORTS TOLead Engineer, Facilities and UtilitiesNUMBER OF OPENINGSOneLOCATIONLongmont, ColoradoCOMPENSATION BASE RATETechnician 5 ($39.18) - Technician 6 ($43.17)+ ($3/hr shift differential)BENEFITSKEY RESPONSIBILITIESUnderstands and supports company and site safety and quality policies and performs work related activities in a safe manner.
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Reporting to the Dams and Hydropower Division Manager of the U.S. West Region Water Business Line, serve as the Practice Leader of Dams and Hydropower in the Four Corners, Arizona, New Mexico, and the Mountain States, in coordination with our National/Global Dams Practice Leaders, Region Business Line Leader, Market Sector Leaders, Division Managers, and Growth Leads.
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The After School Program Leader cooperates with the Principal and Site Director in providing an environment that promotes the ministry of Catholic education. The After School Program Leader is expected to abide by the policies and procedures of the local school, the Archdiocese of Denver, and the Office of Catholic Schools.
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The role will be key in the support of sustaining the facility Resource Conservation program focused on achieving site greenhouse gas emission, water use efficiency, zero landfill, and cultural pep+ goals.
$85,200 - $142,650 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Sexual Assault Nurse Exam - Adult/Adolescent
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Click here to review Instructor and Non-Certified Activity Leader positions. RG2109 Activities Leader Certified. Our ideal candidate will be a well-rounded outdoor or recreation enthusiast with extensive personal and/or professional experience in areas such as challenge course instruction, backpacking/camping, various water sports, rock climbing and belaying, skateboarding, biking, and more.
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The Worship Leader at St. John’s will lead the worship ministry, including musicians and vocalists at our modern service. ·The Worship leader will be the primary stage and team leader for our modern service including the planning and selection of songs, and the selection of musicians each week.
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Works with the District Business Line Leader to attract the best industry talent by fostering a work environment that is collaborative, values inclusion and diversity and invites broad, creative thinking – crafting a more attractive place to work, grow and thrive.
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The OpEx Leader is responsible for leading high impact projects and facilitating Kaizen events, and will also mentor part-time project leaders, Green Belts, and operations leadership in the execution of a portfolio of process improvement projects.
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As the CBD marketplace morphs and changes, this industry leader needs an agile, diversified player-coach for their Director of E-Commerce, someone who has built organic lift and sales through multiple channels — a performance media expert who can convey the brand’s many uses to a diverse customer base from the average Joe to the athlete, across doctor’s offices and health spas.
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Join WITRON as an Electro-Mechanical Technician!
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No experience required and on the job training provided
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Join SEAKR Engineering, a leading-edge provider of advanced electronics for space applications.
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Title: shift leader Company: Subway Forward in Englewood, CO
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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.
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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.