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3+ years of experience conducting close protection/executive protection operations for high-net-worth clients/at-risk clients. 4 additional advanced executive protection/leadership training academies.
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Required expertise in PowerPoint, to develop high-profile executive presentations, as well as developing metrics from Agile tracking tools like ServiceNow, Jira or Azure DevOps. Demonstrate professional level consulting skills, leadership skills, and executive-level communication/presentation skills while being adaptable and flexible to acquire skills to meet business needs.
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Performs other related duties as assigned by Director of Culinary Operations / Executive Chef/Sous Chef/ Manager/Supervisor. REPORTS TO: Executive Chef. Performs other related duties as assigned by Director of Culinary Operations / Executive Chef/Sous Chef/ Manager/Supervisor.
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Work with and oversee an Account Executive and Account Coordinator to manage the relationship and deliverables of monthly marketing programs, including - website edits, email marketing, social media, paid advertising.
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On behalf of Broward Housing Solutions (BHS), James Mueller and Associates is seeking a seasoned executive serve as BHS' next Chief Executive Officer (CEO) Delivers executive leadership and management, serving as the primary liaison with the BOD to refine and implement the strategic plan while ensuring that the budget, staff, and priorities are aligned with BHS’ core mission.
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By the Boutique Manager & Sales & Education Executive are met. Senior Stylist, Sales & Education Executive, Education Executive or Education Ambassador. Only Jo Malone London fragrance products are to be worn during working hours.
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The Executive Sous Chef is responsible for the effective management and operation of the public food culinary team including event planning support, scheduling, food preparation and production, food cost control, compliance with food safety and sanitation policies, cleaning, kitchen safety, employee training and supervision, and any other tasks assigned by the GM or Executive Chef.
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2-3+ years experience as an Account Coordinator or Account Executive or related role in an advertising or marketing agency. You love working on iconic brands like Kay Jewelers, Yuengling, McDonald's, AutoNation, Planet Fitness, Five Below, JetBlue, and others.
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10 – 15 years of experience as the primary superintendent on commercial construction projects valued in the $50-150 million range Job Title: General Superintendent Level: Management Level Position Classification: Full-time – Exempt Reports to: Project Executive or Vice President Moss is an equal opportunity employer.
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Seeking a Business Development Executive - Educational Industry Network - New Customer Acquisition Home Based. The Business Development Executive will play a pivotal role in driving the company's growth by expanding our customer base by identifying and acquiring new educational industry clients' employee uniform programs by generating leads, building strong relationships, and driving the closure of agreements, resulting in significant sales revenue.
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Account Executives (AE) primarily focus on new business development.
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Further opportunities beyond BurgerFi can consist of Full Service Restaurant positions, Regional Management positions, Training Manager positions, all Hotel/Resort positions, & Executive Management positions.
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In addition, our team positively impacted 4.6 million people in 2023 through the Republic Services Charitable Foundation and local community grants.
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Working closely with the EVP Finance & CFO, this strategic individual will form part of the Executive Leadership Team to drive the finance transformation and change management agenda across the organization’s shared services function.
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Software Engineer Level 2 (potentially leading to Director of Software Engineering)Clearance Requirements: Active TS/SCI with full-scope polygraphResponsibilities: the ideal candidate would possess the following:·Meet requirements a
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executive job in Pembroke Park, FL
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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.