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We are actively seeking a Board-Certified Urologist to join our group, providing high quality inpatient and outpatient care in general urology and male sexual health in Derby, CT. Treat acute and chronic illnesses associated with general urology and male sexual health.
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In this role, the Urologist will treat acute and chronic illnesses associated with general urology and male sexual health. In this role, the Urologist will treat acute and chronic illnesses associated with general urology and male sexual health.
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Compensation & Benefits: Competitive salary plus incentive compensation based on productivity and quality measures. Graduation from accredited Internal Medicine and Rheumatology program. Join a non-profit hospital-owned multi-specialty group serving the surrounding community.
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The Student Housing General Manager has full responsibility for the overall operations of the assigned property, including effective execution of all phases of staffing and administration of the day-to-day business functions; accounting, marketing, leasing, maintenance, capital improvements, resident services, and other related projects as directed.
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Marshall Dennehey, P.C., a leading Am Law 200 civil defense law firm with over sixty years of continued service to our corporate, insurance, and individual clients, is seeking a Professional Liability attorney for its New Haven, Connecticut office with a minimum of five (5) years of relevant legal experience.
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Competitive salary plus incentive compensation based on productivity and quality measures. Award-winning Community teaching hospital seeks Endocrinologist to join their faculty practice in New Haven County Connecticut.
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Competitive base Salary plus production and quality measures based incentive, PTO, holidays, CME and more. For consideration or more information contact Susan Steiner 203-437-5016 or email me a current resume to ssteiner@imedstaffing.com for my confidential review and I will give you a call.
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We offer a competitive total rewards package, including a stable base salary, to recognize associate achievements. Series 7 & 63 licensed; Series 65 or 66 and appropriate state registrations preferred, OR ability to acquire quickly upon hire.
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Job Description - About the Job: Reporting to the Area Coach, the Restaurant General Manager manages a Taco Bell restaurant within the policies and guidelines of the company to ensure customer satisfaction and profit maximization.
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General building repairs, patching/painting, light bulbs, ceiling tiles, floor work etc. Acting as technical expert in the areas of plumbing, electrical, HVAC, and BMSMonitor Building Management Systems (BMS) to ensure space condition are in accordance with building requirements.
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Mental Requirements - Must be able to cope with frequent contact with the general public, customers, and meeting deadlines under pressure. Fusion Medical Staffing-Nursing is seeking a travel nurse RN Telemetry for a travel nursing job in New Haven, Connecticut.
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To meet restaurant goals, the General Manager doesn't work alone. Ideal candidates should have previous General Manager experience running high volume locations. The General Manager works with his/her leader to set the restaurant's goals and creates a plan to achieve the goals.
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Job Description Under general direction, provides administrative support including but not limited to operating weigh scale, running reports, creating and receiving requisitions in Oracle. Disclaimer: This job description has been designed to indicate the general nature and level of work performed by employees within this classification.
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This job description is intended to convey information essential to understanding the scope of the job and the general nature and level of work performed by job holders within this job. General Purpose And Scope (Summary.
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Ensure vacant units are prepared for occupancy by completing a range of tasks, such as painting, drywall repair, carpentry, general repairs, and other activities as needed. The Assistant Maintenance Technician is responsible for assisting with all groundskeeping, general repairs, carpentry, and painting requirements of the property.
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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.
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.