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Improve schematic capture and PCB layout processes. Are you an experienced Electrical Engineering Manager with a passion for new product development and expertise in mixed signal and RF circuit design.
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In support of Capture Manager, develops proposal response outlines and templates and all associated proposal management and development artifacts in accordance with industry best-practice (Shipley) and collaborates with proposal team to develop proposal response format and structure.
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Our Power Networks team delivers engineering solutions across sectors such as transmission, substations, battery energy storage systems, utility-scale solar, offshore wind, onshore wind, green hydrogen, carbon capture, and more.
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Experience in business development capture and management of Services Subcontracts. Develop Strategic Plans: Formulate sourcing and subcontract program management strategies aligned with program capture needs and execution objectives.
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Uses YARDI to track availability, record traffic and leasing activities, management resident and prospect data, and capture demographic information about existing and future residents. As Community Manager , you will create positive change at your community, with the goal of enriching the quality of life for your team members and your residents as well as achieving bottom line financial results for your business.
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Reviews charge capture (manual and EHR) and reconciliation processes. Reviews charge capture (manual and EHR) and reconciliation processes. Epic Grand Central Certification (Prelude, Cadence, ADT), preferred.
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Capture Manager with demonstrated capture experience in training related opportunities with a primary focus on PEO-STRI, NAWCTSD, PM TRASYS, and USAF portfolios. The successful candidate will be a self-starter with proven experience winning captures / proposals (especially greater than $100M each opportunity) and will be responsible for the entire capture evolution to include opportunity identification, qualification, teaming solution development, response strategy, proposal development, and execution.
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Capture customer insights to inform product strategy and roadmap adjustments. As a Product Program Manager at Robinhood, you will play a critical role in ensuring the operational readiness of product launches and large-scale initiatives.
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Work closely with the Chief Strategic Officer, Vice President of Business Development, Senior Director of Strategic Development, capture managers, business developers, line managers, and other subject matter experts to create and refine compelling and compliant proposal content consistent with relevant themes.
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Support development of Capture Plans, to include intelligence/data collection, win strategy development, and proposal resource planning. Develop kickoff/milestone review packages and participate in planning and execution of capture strategies.
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Develop a business strategy by analyzing historical, current and future hotel and market trends, implementing marketing initiatives to capture the maximum amount of lead revenue to meet and exceed sales goals.
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The operations you will oversee include but are not limited to the following, which are performed by site supervisors, receptionist, facility observer, and biometric technicians: Biometric and biographic capture, identity verification, mobile route support, applicant scheduling, Data Entry, resubmissions of prints, electronic support of ink cards, facility observation support and Program Management Support, including Facilities Leasing and Maintenance.
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Meet and exceed individual and store baseline goals for personal sales and KPI metrics inclusive of conversion, DPT, UPT and Client Data Capture. As part of our Retail team, the Associate Manager is responsible for creating a client experience that accurately reflects the ethos of our brand while building and maintaining strong client relationships and driving sales through outstanding service.
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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.