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Benefits: 401(k) 401(k) matching Dental insurance Employee discounts Health insurance Paid time off Vision insurance Wellness resources We’re opening Ned’s Club Washington DC in Summer 2024, and the General Manager is crucial to ensuring our success in this exciting new market.
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Senior Area General Manager - Food. has General Manager Food & Nutrition leadership experience in a healthcare environment. Are you the experienced food service manager we’re seeking.
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Atlantic City Electric (ACE), Baltimore Gas and Electric (BGE), Commonwealth Edison (ComEd), Delmarva Power & Light (DPL), PECO Energy Company (PECO), and Potomac Electric Power Company (Pepco).
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The Deputy General Counsel works closely with the Chief Legal Officer & General Counsel (“CLO”) to plan and direct the full range of work and the day-to-day activities of the General Counsel’s Office.
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An MCA General Manager is responsible for all day-to-day restaurant operations. Looking for a General Manager to operate 2 locations in Terminal E inside the Ronald Reagan National Airport: Peet's Coffee and Wolfgang Bar and Bites.
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Area General Manager – Regional Director of Operations – Vice President of Operations. Opportunity: General Manager. Area General Manager – Regional Director of Operations – Vice President of Operations.
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The George Washington University Medical Faculty Associates, an independent, non-profit academic clinical practice group affiliated with The George Washington University (GW), is seeking a full-time academic, noninvasive general cardiologist in the Department of Medicine’s Division of Cardiology.
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We are seeking a General Cleaner / Custodian (Part-time) to perform janitorial services at the Orville and Wilbur Wright Federal Buildings. General Cleaner / Custodian (Part-time) The General Cleaner will be responsible for all basic cleaning in and around office buildings.
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Monitor work item candidates from various sources including the Class Configuration Control Board (CCB), Technical Support Team, Ship Design Manager, and Ship's Force, and incorporate any lessons learned.
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Participate in staff recruiting process along with Custodial Supervisor, collaborating with TGS Human Resources to post and advertise jobs, Act as Hiring Manager for crew leaders and teams, ensure proper new hire paperwork is completed and submitted in a timely manner.
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Minimum 2 years’ experience as a talent acquisition manager or related field/experience in a high-volume hospitality/restaurant environment. Adaptability and Resilience: The recruitment landscape is constantly evolving, and the Talent Acquisition Manager should be adaptable and resilient in the face of change and challenges.
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High School Diploma or Equivalent (A college degree is nice to have as well) 5+ years of management experience General Manager, Retail Manager or Multi Unit Manager experience preferred.
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Dr. Martens is growing, especially in the US, and we're always looking for experienced Store Managers who align with our values: BE YOURSELF , ACT CORAGEOUSLY , and SHOW YOU CARE.
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Working in close coordination with technical teams and cross-functional stakeholders (e.g., Finance & Accounting, Procurement, Information Security), the IT Asset Manager establishes, enforces, monitors, and continuously improves asset management processes, standards, and controls.
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The 39-bed unit is dedicated to providing high-quality pre/post general surgical care as well as managing the Bariatric Surgery Center of Excellence. GW Hospital is owned and operated by Universal Health Services, Inc. (UHS), a King of Prussia, Pbased company that is one of the nation's largest healthcare management companies.
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Title: restaurant general manager Company: Morea in Washington, DC
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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.
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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.