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The focus of this search is on faculty with substantial involvement in computational approaches, either in the area of computational chemistry/structural biology and/or in computational systems biology relevant to modern pharmacology.
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This hybrid position will include both on-site work and remote work. Here, you are part of an organization on the cutting edge - helping to bring new technologies, breakthrough treatments and community education to countless men, women and children.
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New York City (Hybrid On-Site): $234,700 - $267,900 for Sr Manager, Cyber Technical. Associates within TRM are highly-skilled information security, cybersecurity, site reliability engineering, technology, and risk management professionals.
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The successful candidate will assume the responsibility as a principal investigator or sub-investigator for single-site and multi-site trials, while providing medical oversight for molecular imaging center studies.
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Clean Harbors is the leading provider of environmental, energy and industrial services throughout the United States, Canada, Mexico and Puerto Rico. Everywhere industry meets environment, Clean Harbors is on-site, providing premier environmental, energy and industrial services.
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The primary responsibility of this position is to oversee all steps in the corporate real estate process which include collecting market data; overseeing site selection; evaluating sites; previewing sites; preparing materials for inspections and handling other tasks which arise during a commercial real estate transaction.
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As the Radiochemistry Scientist, you will be working on chemical synthesis of materials for radiotracer development and translation, as well as preclinical and clinical manufacturing operations.
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Scheduling: This position is full-time and involves working a variety of hours, day and night, as EG America locations can be open 24 hours depending on the store. Our doors are always open to our guests, rain or shine and on weekends & holidays.
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Hartford HealthCare Medical Group is thrilled to introduce an exciting opportunity to explore the dynamic world of ambulatory care nursing and embark on a rewarding journey as part of our dedicated healthcare team.
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Job Title: Heavy Civil Estimator Location: On-Site Salary Range: $100,000 - $150,000 a year Company Overview: Join a leading electrical contractor based in Connecticut with over 100 years of successful operation.
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As a Customer Service Representative, you will work as part of a supportive team to be the face of U-Haul company's exceptional service and ensuring that customers get all the help they need on their journeys by inspecting and maintaining equipment.
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Our work includes high-rise commercial and residential, masterplanning, lab / research design, and campus architecture among others; all with a focus on sustainability, contextual design, and a human-focused approach.
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Our unique approach is based on a decade of technology research and breakthroughs at Yale University's world-renowned quantum labs. Proficient in database systems and SQL with hands-on experience working with relational databases (e.g. PostgreSQL, Oracle.
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The Patent Counsel position, based in Shelton, CT, will report to the Chief Intellectual Property Counsel and will support the intellectual property function with a primary focus on the patent portfolio.
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Registered Dietitian Nutritionist (RD/RDN) by the Commission on Dietetic Registration (CDR) serve in a leadership role on the Food and Nutrition Services team and assist in food service management as needed.
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on site jobs Title: site coordinator in Orange, CT
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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.