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As long as you're ambitious and coachable, we'll show you the ropes through our hands-on training program. Daily visit job sites to inspect quality, monitor schedules, and provide any necessary guidance to ensure homes are completed on time and in accordance with our quality standards.
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Qualifications: 3-5 years of hands-on experience with CNC Swiss lathes, demonstrating proficiency and mastery of the craft. We are seeking a skilled and enthusiastic Swiss CNC Machinist to join our dynamic team.
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We prohibit discrimination based on race, religion, color, national origin, sex, pregnancy, reproductive health decisions or related medical conditions, sexual orientation, gender identity, gender expression, age, veteran status, disability, genetic information, or other characteristics protected by applicable local, state or federal laws.
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Exciting Opportunity for a Swiss CNC Machinist! Maintaining and cleaning company equipment through daily and preventative maintenance procedures. Here's what you'll be doing:Key Responsibilities: Loading and unloading raw materials with precision and efficiency.
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Deep hands-on Consulting background in transformation around ERP (S4Hana, SAP ECC FICO / Oracle EBS / Oracle Cloud SaaS Financials / JDA etc.) The process lead should have deep business process knowledge and some hands on ERP experience (Preferably SAP S/4 Hana finance or Oracle Cloud Finance experience implementation.
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3-5 years of hands-on experience with CNC Swiss lathes, demonstrating proficiency and mastery of the craft. 3-5 years of hands-on experience with CNC Swiss lathes, demonstrating proficiency and mastery of the craft.
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Adhering to AS9100 requirements and stringent safety procedures at all times. Contributing to the organization and upkeep of our Machine Shop environment. Capability to independently set up, operate, and troubleshoot Swiss machines with minimal assistance.
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Implementing process improvements to streamline setup and machining times. Are you ready to take your machining career to the next level? If you're passionate about precision machining and eager to contribute your skills to a collaborative team environment, we want to hear from you.
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We do not discriminate or allow discrimination on the basis of race, color, religion, creed, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), age, sexual orientation, gender identity, national origin, ancestry, citizenship, genetic information, registered domestic partner status, marital status, disability, status as a crime victim, protected veteran status, political affiliation, union membership, or any other characteristic protected by law.
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2+ years of hands-on experience with AWS cloud services, such as Apache Spark, with Scala, AWS EMR, Airflow, RedShift. Reporting to Application Development Manager, the Big Data Software Engineer III will work on a dedicated team of engineers developing, enhancing, and maintaining Availity’s high transactional Provider Data Management platform.
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This role will perform hands-on delivery of solutions that include artificial intelligence (AI) and cognitive services, ML models, pipelines, databases, and other data analytics components, contributing to the development and unit testing of solutions.
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The Cloud Migration specialists provide hands-on technical support for assessing, architecting, and migrating diverse web/database platforms from client hosted environments to AWS, Azure and other hosted infrastructure platforms.
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The employee is regularly required to stand; sit; walk on a wide range of surfaces; use hands and fingers, handle, or feel; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl, and talk or hear.
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Additional years of post-secondary education may be substituted for the required experience on a year-for-year basis. Employee assistance program includes one on one sessions and online tools for legal advice, financial planning, personal life balance, etc.
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Note: Floor & Decor considers all applicants for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, medical condition, pregnancy, marital or familial status, veteran status, or based on any other class protected by applicable federal, state, or local law.
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sex hands on jobs Company: Appleone in Orlando, FL
FEATURED BLOG POSTS
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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.