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Our Construction Management team is looking for a Construction Office Engineer to work on heavy civil transportation projects in the Washington D.C. Metro Area, preferably with DDOT and/or MD SHA experience.
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Collaborate with other university departments, including the Office of General Counsel (OGC), the Sponsored Programs, the Chief Compliance Office, Environmental Health and Safety, Radiation Safety, and the UARC, to address interdisciplinary compliance concerns.
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Assists in managing the execution of all operations in the rooms area departments (e.g., Front Office, Engineering/Maintenance, Housekeeping). Assists in managing the execution of all operations in the rooms area departments (e.g.,Front Office, Engineering/Maintenance, Housekeeping) and managing staff.
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QualificationsApplicants must obtain an Administrative Services Credential (ASC) through the office of the State Superintendent of Education (OSSE). The OS Principal will have the primary goal to support DCPS Office of Schools in need of a school leader via interim-principal terms, as well as support other Office of Schools priorities as needed.
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The Front Office Agent greets and registers guests, providing prompt and courteous service. A Front Office Agent serving Hilton Brands is always working on behalf of our Guests and working with other Team members.
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As well, they liaise with appropriate advancement services units within the Office of Advancement of Georgetown University; and interacts daily with donors, prospects, and GU-wide faculty, staff and administration.
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Lead Asia Bureau's audit response efforts and manages the risks, equities, and visibility associated with audits and inquiries from the Office of the Inspector General (OIG), the Government Accountability Office (GAO), and the Special Inspector General for Afghanistan (SIGAR.
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This position is located in the Executive Office of the Mayor, Office of Communications. Superior interpersonal relation skills to serve as the principal advisor and authority on communication issues for the Executive Office of the Mayor; and to work with the senior leaders to address problem solving through communications.
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Our MissionTo open minds, shape decisions, and offer solutions through economic and social policy research.
$78,350 - $115,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Job Title: PowerApps Developer (Onsite) Location: Washington, DC Duration: 12 Months+ Short Description: The client is the central technology organization of the client.
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As a Field/Office Engineer, you bring your big ideas, commitment to top quality, and an unwavering work ethic. Kiewit’s Eastern District specializes in challenging heavy civil construction projects throughout the Northeast, including the metropolitan areas of New York, Chicago, Boston, and Washington DC. We are leaders in bridge, transit, foundation, tunnel, and water/wastewater construction while specializing in cast-in-place concrete, structural steel erection, earthwork, pile driving, and caissons.
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Following are the primary responsibilities of the Office Manager/Research Assistant. Job Title: Office Manager/Research Assistant (Part-time) General accounting/billing/billing inquiries/refunds and purchasing office supplies.
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They will contribute to research across Urban’s research centers, including our new body of work on Equitable Automated Systems in partnership with the Office of Race and Equity Research. Data scientists at the Urban Institute serve as the bridge between cutting-edge technology and evidence-based policymaking, and work closely with the research programming and DevOps technology teams within the Office of Technology and Data Science.
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Deep experience in administration and management aspects of Microsoft Exchange, Office 365, Microsoft systems and technologies such as Great Plains, Dynamics 365 CRM and cloud systems and technologies.
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We are seeking Murex Back Office Consultant (Operations) to be based in the U.S to work in a client-servicing role to drive one of our client’s global system implementations, with key responsibilities mentioned as below: Responsible for the utilization of the Murex Methodology / Model in the confirmation and matching of transactions, settlements and payments Work directly with customers to scope, gather, review, create and implement their business / functional requirements.
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Title: office Company: Interstate All Battery Center in Washington, DC
FEATURED BLOG POSTS
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.
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.