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Design comprehensive training programs for volunteers working with children and families experiencing homelessness with a focus on early childhood development, social emotional learning, trauma and resiliency.
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The Regional Fund Development Manager will work with team members togenerate revenue via a variety of non-profit revenue streams, including major gifts, recurring gifts, planned gifts, individual giving, corporate and foundation giving, memorials, third party fundraising events andsponsorship procurement.
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We are seeking a Scientist / Senior Scientist specializing in cotton fiber development to guide our efforts in isolating, cultivating, and optimizing stable plant stem cell lines for fiber production.
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Working with the CEI Therapeutic Area Leads and other key functions outside of business development, help design and implement processes for opportunity assessment and due diligence to ensure competitive superiority.
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Reporting to the Vice President of Communications and Fund Development, the Public Relations Manager is our primary press contact and a passionate mission storyteller. As part of the TCB communications team, the Public Relations Manager raises awareness of our affordable housing communities, neighborhood business investments and Community Life resident opportunity initiatives.
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We are a full service consulting firm that provides consultants with the following expertise: Cerner, Epic, MEDITECH, Allscripts, eClinicalWorks, Athena, PeopleSoft, Lawson, SAP, Workday, Kronos, Premier, Population Health Management/Analytics, Legacy Application Support, Project Management, Business Analysis, Application Integration Analyst, Clinical Education, Top Flight University Talent, Revenue Cycle, HIM, Pharma, Life Sciences,BioInformatics, Clinical Engineering.
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Support business development activities of product and inside sales colleagues within IHS MARKIT, including identification of customers and consulting opportunities. Assist with enhancing the collaboration across IHS Markit Consulting and its business areas to improve its competitiveness and market position.
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The Recertification Specialist / Property Manager role requires the coordination of a wide variety of services to assure resident satisfaction and the ongoing viability of the development(s.
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The position will be part of an integrated R&D team that aims to advance preclinical gene editing candidates into the clinic and work closely with discovery and process development groups. Verve is seeking a Scientist/Sr Scientist within the Analytical Research and Development team, to develop and implement biophysical and separation methods and technologies to characterize mRNA, gRNA and LNP-encapsulated gRNA and mRNA. This individual will be interfacing with a cross-functional team to design, develop and support phase- appropriate analytical methods to enable Verve’s growing gene editing pipeline.
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Ensure steadfast adherence to regulatory guidelines, GLP, and GMP practices throughout the analytical development lifecycle. Cultivate and mentor junior scientists within the Analytical Development team, nurturing a culture of ongoing learning and growth.
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Exceptional matrix team leader, ability to interface with leaders across the enterprise and project teams to develop long range plans and budgets for clinical biomarker pathology technologies aligned with company objectives, identify, pilot and establish new pathology related technologies to meet drug development needs in Ph 1, Proof of Mechanism/Concept, and in registrational clinical trials.
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As our Business Development Manager, you will. Lead Conversion Maestro: Utilize your network of contacts and clients, collaborating with a Business Development Partner armed with tools like Saleforce.com, SalesLoft, LeadFeeder, Zoominfo, and LinkedIn Sales Navigator to create and nurture leads.
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1-2 years of experience in enterprise software sales business development role. BDR's who demonstrate consistent performance will have an opportunity for career development and advancement.
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Position Overview: A visionary and dynamic Chief Information Officer (CIO) to lead the strategic development of technology initiatives and manage significant investments in research technology infrastructure.
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Major Gifts Officer - Development. Collaborate with the Senior Director of Development to explore the viability of a planned giving program. Bachelor's degree or 5+ years of development experience managing high level donor relationships, with demonstrated success in closing gifts of $10,000 and above required.
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business development jobs Title: project manager Company: Boston Planning Development Agency in Boston, Mililani-town, Hawaii
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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.
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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.