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Powerback is proud to offer a comprehensive and unique benefits package for those candidates that are qualified, including health insurance benefits, 401k, paid time off, clinical support network, online CEUs, on-demand pay, Visa or Green Card sponsorship, and more.
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The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
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8 hour shift (5 days/week - Saturday required) Pay: $15.00 - $20.00 per hour. We are a family owned and operated Ford Dealership in search of a BDC Sales Agent for our company with 100+ employees.
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Position Title: Quality Control Inspector - Szawlowski Farms
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At Waste Management, each eligible employee receives a competitive total compensation package including Medical, Dental, Vision, Life Insurance and Short Term Disability. 2 nd Shift : Monday – Friday 3:00pm to 11:30pm.
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Hourly Pay & Weekly Paychecks. Flexible Scheduling (8, 10, and 12 hour shifts; Day/Night/Weekends available) By applying, you consent to your information being transmitted by Disability Solutions to the Employer, as data controller, through the Employer’s data processor SonicJobs.
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Responsible for the weekly processing of hourly union payrolls for both USTP and USTA by reviewing employee timecards in time management system, correct any discrepancies, and process payroll making sure balances total using Paylocity software.
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Schedule: 8-hour shift with flexibility, though hours should hover around 9 AM – 4 PMSpecific days are flexible (must be a weekday- Monday – Friday) Supplemental pay types: Bonus pay Ability to commute/relocate: Hadley, MA, Holyoke, MA: Reliably commute or planning to relocate before starting work (Required.
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Compensation and More : Competitive pay every week | Same-day pay availability. Compensation and More : Competitive pay every week | Same-day pay availability. Whether you’re flipping pancakes as a Grill Cook, prepping fresh salads and desserts as a Prep Cook, or hand-rolling buttermilk biscuits as a Backup Cook, you’ll make sure our guests leave full and happy every time.
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Competitive weekly pay. Pay package is based on 8 hour shifts and 40 hours per week (subject to confirmation) with tax-free stipend amount to be determined. CrossMed - Cath Lab is seeking a travel Interventional Radiology Technologist for a travel job in Northampton, Massachusetts.
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With energy and purpose, Cooley Dickinson Health Care, a member of the Mass General Brigham system, is advancing health care in western Massachusetts, and has been since 1886.
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Participate in daily standup meetings with the development team, quality assurance, and business analyst and bi-weekly iteration and release planning. We are looking for a software developer to join our team at Evaluations Systems group which is part of Pearson VUE Assessments and Qualifications organization.
$75,000 - $80,000 a yearFull-timeExpandApply NowActive JobUpdated 19 days ago - UpvoteDownvoteShare Job
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Competitive, above market pay rates. Up to $5/hour shift differentials for nights/weekends. We offer a collaborative work environment, competitive compensation, and flexible scheduling so you can focus on what matters-providing quality patient care.
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Weekly pay via direct deposit. Competitive, custom pay packages. So if that gig near the ocean is really no day at the beach, or that third shift comes with a second-class rate, we tell you.
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We are hiring for a Home Health Aide. This position starts at a base rate of $20 plus pay per visit rates! Caretenders VS of Boston, LLC a part of LHC Group family of providers - the preferred post-acute care partner for hospitals, physicians, and families nationwide.
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competitive pay weekly night shift jobs Company: Ernst Young in Northampton, MA
FEATURED BLOG POSTS
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.