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Location The Ritz-Carlton New Orleans, 921 Canal Street, New Orleans, Louisiana, United States VIEW ON MAP
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Instead, we want to build an experience that is memorable and unique - with food and drinks on the side.
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The Restaurant Manager is responsible for supporting the Restaurant Leader in day-to-day operations of the restaurant and upholding Raising Canes standards and culture in shift management responsibilities of restaurant operations.
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RBI owns four of the world's most prominent and iconic quick service restaurant brands - TIM HORTONS, BURGER KING, POPEYES, and FIREHOUSE SUBS. These independently operated brands have been serving their respective guests, franchisees and communities for decades.
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Essential Function:The Medical Assistant provides both clinical and non-clinical support to the physicians and mid-level providers. Shows ability to manage patient and/or co-worker complaints in a calm, positive, non-judgmental manner and reports these events daily to clinic manager.
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Today, Chick-fil-A has the highest same-store sales and is the largest quick-service chicken restaurant chain in the United States based on annual system-wide sales. Today, Chick-fil-A is America's #1 fast food restaurant.
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Location: Hyatt Regency New Orleans, 601 Loyola Ave Please valet and meet Terence at our 8 Block restaurant located on the 3rd floor. Interviewer: Terence John, Director of Event Services and Humberto Alvarado, Assistant Director of Operations.
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Posting Details Posting Summary Functional Position Title ASSISTANT FACILITY MANAGER Position Number Appointment Type Regular Location-City New Orleans School/Division ACADEMIC SUPPORT SERVICES Department Animal Laboratories-Downtown c Position Summary Under supervision, the incumbent in this position will have the responsibility of maintaining the LSUHSC Division of Animal Care facility located in New Orleans.
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The Red Fish Grill Executive Sous Chef works closely with the Executive Chef to maintain the highest quality and standards in the daily operations of the restaurant. The Red Fish Grill Executive Sous Chef works closely with the Executive Chef to maintain the highest quality and standards in the daily operations of the restaurant.
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The Home Health Physical Therapist Assistant (PTA) performs treatment and provides exercise instruction and patient education aimed at improving/enhancing the patient's well-being while following the established plan of care.
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And we’re excited to get to know you and find out what you’ll bring to this medical assistant role. As a Medical Assistant, you’re on the front line of care. Demonstrate ability to manage patient and/or co-worker complaints in a calm, positive, non-judgmental manner, and reports these events to clinic manager on a daily basis.
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Current employment and permanent civil service status with Jefferson Parish; plus, at least two (2) years of experience in the class of Property Manager, Assistant or Building Maintenance Supervisor.
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The Must-HavesMinimum: Certified Medical Assistant (MA) - American Association of Medical Assistants or Certified Nurse Assistant (CNA) - Louisiana State Department Of HealthCertified Patient Care or Technician/Assistant (CPCT/A) - National Health careers Association orCertified Patient Care Technician (PCT) - National Health careers AssociationAmercian Heart Association BLS certification.
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Select, train, evaluate, lead, motivate, coach, and discipline all employees, supervisors and assistant managers in the Hotel’s Fine Dining Restaurant to ensure that established cultural and core standards are met long-range strategic planning for outlet operation.
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The Pastry Sous Chef will supervise and assist in preparing pastry items based on standardized recipes for the Restaurant, Room Service, Employee Cafeteria, and Banquets. The Pastry Sous Chef will supervise and assist in preparing pastry items based on standardized recipes for the Restaurant, Room Service, Employee Cafeteria, and Banquets.
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assistant restaurant jobs Title: restaurant assistant manager Company: Gecko Hospitality in Metairie, LA
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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.
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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?
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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.
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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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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).