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The team of two Fiscal Assistants is also responsible for various HR functions at the Law School, which includes processing the hires for part-time faculty, student employees, and faculty supplementals.
$22.69 - $28.35 an hourPart-timeExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
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Master’s Degree required from a National Association of School Psychologists (NASP) approved college or university in school psychology; Massachusetts DESE Certification as School Psychologist required with three (3) years experience as a school psychologist.
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Must have: MA CSL & Background in custom residential projects - preferably high end renovations (5+ years as site super) Acting as the main point of contact for clients during the construction phase - Providing regular updates on project progress, address client inquiries and concerns, and ensure a high level of customer satisfaction.
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Track record of publications in high-impact, peer-reviewed medical journals. The Director will report to the Lahey Chief Academic Officer/UMass Chan-Lahey Regional Executive Dean with a dual report to the UMass Chan Vice Provost for Research.
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Middle and High School Speech-Language Pathologist: Welcome to AnthroMed Education, your supportive hub for all things speech-language pathology! AnthroMed is seeking an experienced speech-language pathologist for a middle and high school role in Lynn, MA. This is a full-time in-person position for the 2024-2025 school year.
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Tax Technology Manager - High Net Worth (100% Remote) Founded in 2022, our client, a stealth AI start up is looking to add Tax talent for involvement in the development of an industry leading tax engine focused on ultra, high net worth individual tax.
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If you have the experience, expertise and enjoy delivering for your clients, a career in High Touch Services at Fidelity may be right for you! Highly proficient with the following products and platforms: MS Intune, MS Azure, AWS, AD, O365, iOS, MacOS.
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We are currently seeking an experienced Tax Managing Director (Partner) who will have the opportunity to co-lead our fast growing High Net Worth/Private Client Service Practice for the New England business unit.
$200,000 - $600,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The mission of all of KIPP Massachusetts schools is to create an environment where students develop the academic skills, intellectual habits and character traits necessary to maximize their potential in high school, college and the world beyond.
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Aequor is now hiring a full-time Speech-language Pathologist (SLP) for the 2024-2025 school year! Therapy Staff EDU is seeking a School Services Speech Language Pathologist for a local contract job in Medford, Massachusetts.
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The Family After School Program is an intensive therapeutic program serving children with behavioral and emotional problems between the ages of six through twelve. Great opportunity to join our Family After School Program as a Child & Family Worker.
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Job Title: – B2B & High Net Worth Clients) Lead the integration and use of technologies such as Episerver CMS, Salesforce, Account Engagement, CVent, On24, and Seismic. In-depth knowledge of social media best practices, email marketing, SEO & SEM, and digital advertising.
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Job Description: As a School/Clinical Psychologist with Bridgeline Staffing, you will have the opportunity to work in a school district in Waltham, MA, providing comprehensive psychological services to students.
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The School Coordinator will: Monitor and support daily operations, policies and procedures, children and staff files and reports, licensing requirements, maintaining, and updating records and documentation of compliance with EEC regulations and NAEYC accreditation standards.
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Since 1998, Oracle NetSuite has been on a mission to deliver an agile, unified application suite that gives leaders a complete view into their business.
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Title: high school Company: Jefferson Union High School District in Medford, MA
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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.