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The Vice President (VP) of Operations is a crucial leader at ArchWell Health as you will directly influence the operational success of the assigned region. Minimum of 5 years of multi-million-dollar P&L management accountability; prior Medicare Advantage risk pool P&L responsibility preferred.
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One Trader at a Time. Remote Equity Trader Job at Maverick TradingCompany OverviewMaverick Trading, a 26-year old proprietary trading firm is looking to hire experienced and entry-level equity and equity and option traders.
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Manages the development, deployment and execution of controls and defenses to ensure the security and risk mitigation of company infrastructure technology and information systems. We’re committed to including people with disabilities at all stages of the employment process.
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Experience teaching in an at-risk youth environment. At Pace we transform girls' lives through academic and counseling programs based on a gender-responsive, strength-based and trauma informed framework.
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The Agency serves people with spina bifida, autism, Down syndrome, children ages 3-5 at high risk of developmental disabilities, cerebral palsy, Prader-Willi syndrome, Phelan-McDermid syndrome, and intellectual disabilities.
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The employee occasionally is exposed to wetand/or humid conditions, extreme cold, extreme heat, risk of electrical shock, and risk ofradiation. Supervisory ResponsibilitiesDirectly supervise Assistant Manager and restaurant hourly employees at assigned unit.
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Ability to work inside kitchen area, interact with heated equipment, steam, loud noise, chemicals and other at risk conditions. At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company.
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If you're seeking a career that increases cyber awareness, utilizes risk management programs, and develops strategies for cyber defense and response, then the Cyber SDR offering at Deloitte is for you.
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Hands-on experience with at least two of the following technologies: Unix administration, Windows Server administration, Active Directory, Windows Workstation, Routers /Switches management, Firewall Management, SANS/NAS, Web servers, IAM/AAA, IDS/HDS, System vulnerability scanning tools, application/database vulnerability scanning tools, mobile device analysis or Secure coding.
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At least two years of experience as a primary care physician and one year as a Medical Director. Supervises risk coding, HEDIS quality metric completion by group providers and provides feedback.
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The Contractor, its employees, subcontractors, and agents must comply at all times with all Department data security procedures and policies in the performance of this scope of work as specified in the Data Security and Confidentiality document attached to the purchase order.
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Prepares budget and manpower requirements including the development of specifications for code-required inspections, elevator, electrical, plumbing, HVAC, custodial/maintenance services, and alarm monitoring contracts at designated buildings and facilities.
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KPMG is currently seeking an Enterprise Portfolio Architect LRC/Risk to join our Digital Nexus technology organization. Strong understanding of extending strategic platforms and out of the box functionality to support best in class desktop and mobile experiences, mobile technologies, mobile architecture options including Native, Hybrid and Web and the applicability of each, mobile design best practices for authentication, Single Sign On, data handling, encryption of data at rest, performance, and user experience.
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As a Data Science Intern on the Data Platform National Team, you will under close supervision, develop quantitative models and statistical analyses for insurance risk modeling. Learn more about what makes us different and how you can thrive as an IT Intern at MMA.
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The firm excels in all aspects of risk management and insurance brokerage and has been particularly successful at meeting the insurance needs of high-net-worth individuals and family offices, performing due diligence for mergers and acquisitions and corporate restructurings, and innovating unique insurance products and programs for complex risks.
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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?!
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.
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.