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A successful Stats Analyst II has a passion for sports statistics and the stories they tell. Stats Analyst II is an entry-level role on the Stats & Analysis team within ESPN’s Stats & Information Group.
Full-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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Support, iterate, and test functionality and processes in Workday in partnership with your lead and Product Development analyst across teams. Join our top-notch team of more than 50,000 diverse and high-performing professionals globally who are making their mark on some of the world's most beloved brands, including DEWALT, BLACK+DECKER, CRAFTSMAN, STANLEY, CUB CADET, and HUSTLER.
Full-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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Support, iterate, and test functionality and processes in Workday in partnership with your lead and Product Development analyst across functions. Here, you’ll get the unique chance to impact some of the world’s most iconic brands including STANLEY TOOLS, DEWALT, CRAFTSMAN, MAC TOOLS and Black + Decker.
Full-timeRemoteExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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The IT Portfolio Analyst shall support the prioritization of work and financial accountability for the products and solutions within a portfolio. Sr. Portfolio Analyst - BA07EE. Understanding current and target team compositions, and path forward via hiring and other levers.
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Ideally someone who comes from a dev background and has moved into a tech analyst or tech ba role. Seeking a Technical Business Analyst to help realize the product features for a Conversational AI platform.
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Sr Risk Analyst - KR07DE. The Catastrophe Risk Reporting Manager will support reporting of key catastrophe modeling metrics to business segments throughout The Hartford and serve as a thought partner for business segment initiatives.
Full-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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Candidate will be given the opportunity to learn and make use of sophisticated tools (SQL, Alteryx, Informatica, SAS, Tableau, SSRS, DataRobot etc) and technologies (Big data like Hadoop, Python/R Programming, AI/Data Science,) to provide customized automated solutions across multiple business segments.
$117,400 a yearFull-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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Current certification from the Behavior Analyst Certification Board as a board-certified behavior analyst in good standing. Supervises RBT and BTs. Current certification from the Behavior Analyst Certification Board as a board-certified behavior analyst in good standing.
$80 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Vibrant ABA was created to fill these gaps in care by providing personalized ABA Therapy serving children and their families in all 5 boroughs of New York.
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Job Title: Lab Analyst. Familiarity with water testing, chemistry techniques like HPLC, GC, Leco, FTIR techniques is preferred. Preferred to have prior experience conducting method development and validation work in a FDA regulated pharmaceutical, dietary supplements, OTC or food.
Full-timeExpandApply NowActive JobUpdated 24 days ago - UpvoteDownvoteShare Job
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Global Atlantic Financial Company is seeking a candidate for the position of Actuarial Modeling Analyst. New York: StreetWise Partners, Covenant House, Partnership for New York City, City Meals on Wheels, Habitat for Humanity, Billion Oyster Project.
$95,500 a yearFull-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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The Analyst, International Trade Compliance is a support role in the Systems, Electronics & Controls Business Unit and the Triumph Group International Trade Compliance organization. We have an exciting opportunity for an Analyst, International Trade Compliance , to join our West Hartford, CT team.
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Position Description At a GlanceLegrand has an exciting opportunity for a Sr. Internal Control Analyst to join the Corporate Team in West Hartford, CT. As a Sr. Internal Control Analyst, you will manage the consistent administration of financial control policies and internal control procedures at each of the Legrand, North and Central America entities.
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At least 4 years of experience working as a Business Analyst in healthcare domain (Health Plan, Member Enrollment, Benefit/ Plan Configuration, Provider Setup, Contract Setup, Billing and Payments, E2E Claim, Processing, EDI Transactions, Medicare, Medicaid, Commercial Health Plans, COB, Accumulators.
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The Assistant Clinical Director/Board Certified Behavior Analyst (BCBA) will assist the Leadership Team. The Assistant Clinical Director/Board Certified Behavior Analyst (BCBA) will work collaboratively.
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Title: analyst Company: Trusted Insight in New Britain, CT
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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.
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.