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Guaranteed Rate Affinity, LLC (“Guaranteed Rate Affinity”) is a joint venture between Guaranteed Rate, Inc (NMLS: 2611) and Anywhere Real Estate Inc. Through this joint venture, Guaranteed Rate Affinity provides mortgage origination services to the clients of more than 700 Coldwell Banker and select Sotheby’s International Realty offices owned by NRT LLC, a subsidiary of Anywhere and the nation’s largest residential real estate brokerage company.
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Our Level I trauma center, open heart surgery and organ transplant hospital is looking for an experienced Registered Nurse (RN) Director for our forward thinking and collaborative surgical services team.
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To assist with managing, planning and oversight of line risk management functions for the Real Estate Lending (REL) Division to ensure the overall effectiveness of risk and compliance management programs, risk analytics and operations.
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Sacred Heart Hospital stands as the flagship facility for Ascension in the Panhandle region of Florida, recognized for its designation as a level-II trauma center and comprehensive stroke center.
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ABOUT THE ORGANIZATION AND THE OPPORTUNITY The Statewide Guardian ad Litem Office is Florida’s award-winning, state-funded child advocacy organization that provides independent legal representation to abused, abandoned and neglected children in Florida’s dependency court proceedings.
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The ST. MORITZ DIFFERENCE is our PEOPLE.From the first level security officer to the CEO, St. Moritz is committed from the top down to provide the highest level of service possible. Whether you are an experienced officer, or new to the security industry, St. Moritz Security Services INC, has the right opportunity for you.
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Additional options for dental and vision benefits, life and disability coverage, flexible spending accounts, supplemental health protection plans (accident, critical illness, hospital indemnity), auto and home insurance, identity theft protection, legal counseling, long-term care coverage, moving assistance, pet insurance and more.
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Ascension Sacred Heart is the regional high-risk pregnancy center, the area's only OB emergency care center, and the area's only level III neonatal intensive care unit. As an Advanced Provider, you play a critical role in improving the level of care in the Hospitalist Department.
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Preferred Qualifications At least 1 year experience as a pharmacist in a retail setting including prescription filling and verification, records and legal compliance, pharmacy operations, pharmacy software and technology systems and insurance.
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Scaffold Helper 2 will assist in the erection and dismantling of various types of scaffolding by passing material to other crew members from the ground level or stationary position on the scaffold.
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HCA Healthcare Co-Founder. Referral services for child, elder and pet care, home and auto repair, event planning and more. We also offer urology, gastroenterology, obstetrics, and pulmonary and rehabilitative medicine.
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Overview i3 is seeking a Naval Aviation Electronics Organizational Level Technician (ATO) Subject Matter Expert (SME) to assist a software development team develop virtual training solutions for Aviation Electronics Organizational Level Technician (ATO) courses.
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We are experts in hospitalist integration, and graduate medical education. Family support through fertility and family building benefits with Progyny and adoption assistance. We are HCA Healthcare's graduate medical education leader.
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Financial Investigator Employment Type: Full-Time, Mid-Level Department: Financial Investigation CGS is seeking a Financial Investigator to join our team providing legal support and investigative services to a large federal agency.
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Responsible for conducting a minimum of one departmental annual in-service education lecture for at minimum Baptist Health Care Pharmacy Staff regarding either clinical, legal, or pharmacy operations.
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legal level estate jobs in Pensacola, FL
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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?!
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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.