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Travelers is seeking a Senior Application Security Engineer to join our organization as we grow and transform our Technology landscape. Travelers has a Matching Gift and Volunteer Rewards program that enables you to give back to the charity of your choice.
$130 - $214Full-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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These technology partners include property management systems, central reservation systems, booking engines, and channel managers. - The Lodging Business Development Team works closely with the ecosystem of technology companies that provide connectivity solutions for the Hotel suppliers.
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Awarded Best of Staffing 2022 and rated as a Top Workplace 2022 by the Orlando Sentinel, Jackson Therapy Partners provides rewarding adventures in patient care to healthcare travelers coast-to-coast.
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Given the success of its fintech products, Hopper launched a B2B initiative, HTS (Hopper Technology Solutions), which represents more than 50% of the business. By leveraging massive amounts of data and advanced machine learning algorithms, Hopper combines its world-class travel agency offering with proprietary fintech products to bring transparency, flexibility and savings to travelers globally.
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We build and deploy cutting-edge technology that connects travelers with more than 3.6 million accommodations globally. The marketing leadership at Agoda have deep experience in data science, product, strategy, and other marketing fields and have built an organization that thrives on data, creative ideas, and technology.
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Product Managers for this team must be highly competent in analyzing and understanding data, creative, hands-on “doers” and strong facilitators that can find innovative ways to build up the Lodging product and create a unique, differentiated experience for our users that no travel technology has been able to do before.
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ALL RTO REQUESTS MUST BE PRESENTED AT TIME OF SUB Travelers who have worked for Beth Israel Lahey Health as perm or per diem within the last year will not be accepted - MUST be separated from facility for one year to be considered.
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Medical exemption acceptable Flu vaccine required - medical exemptions are acceptable NEURO IR EXPERIENCE REQUIREDBody IR and CT certified, 10am to 8:30pm, rotating every 4th weekend on call and 1 day during the weekRequired Qualifications:Vocational or Technical training in Radiologic Technology required.
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Our cutting-edge technology and solutions are the latest in price assurance, advanced travel analytics, and reporting capabilities, providing a comprehensive view of travel spend. We excel in helping our customers optimize their travel programs, cut costs, and improve the experience for their travelers.
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FEATURED BLOG POSTS
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.
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.