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Reporting to the Chief Conservation Officer, the Vice President, Climate serves as a member of the Executive Team and works closely with other Executive Team members to provide organizational leadership, strategic direction, and ensures the alignment and integration of Ocean Conservancy’s programs.
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EEO Statement: CWI is an Equal Opportunity Employer, and supports Diversity, Equity and Inclusion in its hiring and employment practices, so that every team member can feel like they belong and be their authentic self to thrive in their personal and professional lives.
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Successful applicants will have demonstrated quantitative and/or qualitative research skills, strong analytic and interpersonal skills, excellent verbal and written communication skills, an interest in building a policy research portfolio, the ability to work effectively as a member of a multidisciplinary team, and a strong commitment to RAND's core values of quality and objectivity.
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This role will be a key member of a global distributed Enterprise Process Operations team, working with business users in both DC and other offices, and reporting to the Firm Accounting Product Owner in the London office.
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We are looking for a detail-oriented, organized and energetic self-starting team member with a passion for addressing climate change and an ability to think commercially, in addition to a strong legal background.
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The Center for Health Care Quality Deputy Director serves as a member of the CDPH Senior Leadership Team and directs, coordinates, and manages the policies, strategies, and programs of the Center for Health Care Quality to ensure uniform program direction and maximum efficiency.
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SummaryThe Senior Director for Diversity and Inclusive Strategies is a member of the Vice President of Student Life & Dean of Students team who works collaboratively to promote an inclusive and equitable environment for students at the college.
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As a member of the regional operations, which includes the Vice President Property Management (VPPM), Regional Managers, and Facilities Managers/Directors, the Analytics Manager- Operations demonstrates a strong knowledge of Equity's financial and operational policies, processes and reporting systems in order to advise the regional leadership team on the portfolio's performance and assists in uncovering strategic opportunities.
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Our client is seeking associates with private equity and hedge fund experience between Classes of 2020 and 2016, as well as Special Counsel, to join our Asset Management team in DC or NY.
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A key team member, the Partner / Business Development Representative (PDR) is responsible for initiating relationships with prospective partners and optimizing team interactions. At EAB, we believe that to fulfill our mission to "make education smarter and our communities stronger" we need team members who bring a diversity of perspectives to the table and are committed to fostering a workplace where each team member is valued, respected and heard.
$46,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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As a member of our pre-sales team, you will have a major impact on our future success. For positions in this location, we offer a base pay of $126,375 - $208,425, plus equity (when applicable), variable/incentive compensation and benefits.
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They will serve as a member of the organization’s Senior Management Team. Reporting to the Advancement Vice President, the Impact & Evaluation Director has no direct reports, though may change in the future based on need, budget, and implementation success.
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A vital member of the Operations team, the Office Manager and Special Assistant will play an important role in supporting Arabella’s hybrid workplace strategy, which includes a mix of staff working in offices and from home.
$64,000 a yearFull-timeExpandApply NowActive JobUpdated 20 days ago - UpvoteDownvoteShare Job
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The Program Assistant is responsible for supporting and assisting the senior program staff as needed and acting as a full and active member of the program team to ensure that ICFJ maintains the highest standard of quality and efficiency in all of its projects.
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Carlyle invests across three segments - Global Private Equity, Global Credit and Investment Solutions - and has expertise in various industries, including: aerospace, defense & government services, consumer & retail, energy, financial services, healthcare, industrial, real estate, technology & business services, telecommunications & media and transportation.
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equity team member jobs in Washington, VT, Connecticut
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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.