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Managing and enhancing the organization's DevSecOps processes to ensure security is integrated throughout the software development lifecycle will be essential.
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Reporting to the Chief Financial and Administrative Officer, the Director will collaborate with the DEIB Working Group, work closely with the Director of Human Resources, and forge strong connections with the Leadership Team and MHP’s Executive Director.
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The Marketing Director will report to the VP of Marketing. As Marketing Director, you'll work with senior leadership to help set growth objectives and develop a multi-channel roadmap for our go-to-market strategy.
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The Director of Business Development will report to the Managing Director of Investments and will work alongside the Investments team to serve as the connective tissue between MassCEC’s portfolio of climate technology startups and the broader clean energy ecosystem.
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The CBHM Program Director develops, implements, and manages activities related to CBHM Implementation across all schools in BPS. The CBHM Program Director facilitates the BHS Implementation Team including developing and implementing our program evaluation to ensure we are able to share dataon the outcomes and outputs of the department.
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Seismic, a rapidly growing Forbes Cloud 100 company, is the global leader in enablement, helping make sales teams better by becoming more productive and engaging with buyers in a compelling way.
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With immediate effect we are looking for a Global Chief Privacy Officer & SSBI Data Protection Officer, Managing Director. Work collaboratively with the Chief Data Office, Chief Information Security Officer and other internal stakeholders across governance forums, strategic projects and engagements to drive the execution of the global privacy compliance program.
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Runs and maintains regular operational/strategy meetings of all DMPK staff involved in supporting (NS, GI2 or ONC) portfolio.
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JOB DESCRIPTION All 1,000 of our Marshalls stores embrace discovery, from designer luggage to statement shoes.
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The Director, Analytical Development is a key leadership role within the Cell and Gene Therapy Analytical Development function and will be responsible for establishing and leading the company’s analytical testing strategy (manual and automated), operations, and implementing testing automation capabilities.
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We are seeking an experienced and highly motivated Medicinal Chemistry Director/Senior Director. Doctoral degree (Ph. D.) or equivalent in synthetic organic chemistry or medicinal chemistry.
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Accountabilities:As a Director Clinical Scientist, you will provide scientific leadership in the innovative design, execution, and interpretation of clinical trials in one or more development programs.
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Morgan, Lewis & Bockius LLP, one of the world's leading global law firms, with offices in strategic hubs of commerce, law, and government across North America, Asia, Europe, and the Middle East, is seeking an Director of Innovation to lead the firm's innovation initiatives, including managing the annual innovation challenge, Spark, and collaborating with practice groups to assess and integrate new LegalTech and emerging technologies to enhance workflows and client services.
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The Regional Associate Director (RAD) role is field-based and focused on managing a team of Medical Science Liaisons (MSLs). Family care services such as adoption and surrogacy reimbursement, fertility/infertility benefits, support for traveling mothers, and child, elder and pet care resources.
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Board Relations/Assistant Corporate Secretary:Board Communication: Serve as primary contact for executive team and board. As Assistant Corporate Secretary, you will forge a close partnership with the Corporate Secretary, ensuring the board remains well-informed, actively engaged, and in harmony with the organization's overarching objectives.
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Title: assistant director Company: Oglethorpe University in Revere, 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).