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We are currently in search of a Senior Staff Accountant for a Violence Prevention NGO. This position is based in Chicago- The Loop. This is a Full-Time, Hybrid, Temporary to Hire opportunity for the right candidate, with an anticipated salary of $80,000.
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UPshow is seeking a Staff Accountant to execute our day-to-day accounting workstreams. Access to senior management and mentoring opportunities. Key customers include Buffalo Wild Wings, Dave & Busters, Smile Doctors, Crunch Fitness, ATI Physical Therapy, Burger King, and Sodexo.
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Our hotel/resort is seeking a Staff Accountant to join our team! The Staff Accountant performs various data gathering, tracking, and record keeping; financial forecasting, budgeting, and planning; preparing of financial schedules, statements, and reports.
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The Staff Scientist is expected to plan, execute, facilitate and advance technical/scientific research projects. Job Summary The Lin Lab is looking for a Staff Scientist to work on the functions, regulation, and targeting of enzymes that modify other proteins in mammalian cells.
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Establishes and manages the project controls staff assigned to the project, including budget/cost estimating, scheduling, document control and information systems, risk management and claims analysis functions.
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The Staff Engineer, Mechanical Design works with cross functional teams of other engineers, customers, supply chain and project leadership to ensure robust and high quality product development.
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A Senior Associate, Structured Finance is a core member of team that evaluated, negotiates, and executes tax equity financing and other forms of financing transactions for renewable energy projects.
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The Senior Design Strategist I scopes, plans, and manages projects from problem definition and solutioning to concept creation, prototyping, piloting, and, ultimately, implementing changes and innovations.
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This Contract-to-Hire role as a Hybrid Senior Auditor in Chicago, IL will be responsible for coordinating third-party risk reviews or audits and serves as in-charge on third-party risk-related internal audits and projects.
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Apply digital signal processing techniques to physiological waveforms (PPG, ECG, SCG, etc.)
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We're looking for a Senior Software Engineer with a specialty in web development. We're looking for a passionate Senior Software Engineer who wants to deliver meaningful impact as we grow Genuity's user base and scale it to tens of millions.
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This is a Third Party Risk Management Senior Analyst role, reporting do Lead of TPRM. This is a Third Party Risk Management Senior Analyst role, reporting do Lead of TPRM. Work with the Lead of TPRM on developing and implementing a robust global third-party risk management program.
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Interpret and explain plans to administrative staff, workers, and clients, representing the owner or developer. Interpersonal skills and ability to interact and work with staff at all levels.
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What you will do As a Senior Salesforce developer, you will be part of the team building important capabilities for our CRM web and mobile solutions. Lightning Connect to call an external API A good understanding of OAUTH2, caching, future calls, Outlook integration, CICD pipeline, modern IDEs, SCM tools (Git, SVN), HTML, CSS, JavaScript, Salesforce DX It's good to have Azure DevOps, databases, data modeling, and SQL. An ability to develop reports, dashboards, and processes to monitor data quality and integrity.
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The successful candidate will work with project managers in conducting field studies, data analyses, and technical report writing to support environmental permitting projects for industrial, power generation, municipal, and federal clients.
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Title: senior staff Company: Eargo in Chicago, IL
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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.