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The Head of School reports to the President of the Board, leading the school with the support of the division principals and division assistant principals, the Chief Administrative Officer, the Director of Institutional Advancement, the Director of Admissions, and the Director of Strategic Initiatives.
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The IAA Director works directly and collaboratively with all academic units and administration within AGNR as well as with Undergraduate Studies, the office of Extended Studies, Undergraduate Admissions and the Registrar.
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The Executive Director will be responsible for driving research, education and workforce development, translation and entrepreneurship opportunities, as well as partnerships across government, industry and academia for the safety, trust and security of convergence of the Internet of Things, artificial intelligence, machine learning and robotics within real-world environments.
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Marine Coastal and Resiliency Engineering Director, Marine Coastal Engineering Director, Kiewit Infrastructure Engineering. Experience with coastal engineering design in urban settings such as shoreline protection, waterfront parks, shoreline restoration, flood control, navigation facilities, bulkheads, dredging, and recreational boating facilities is a plus.
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As assigned by Dean of Students/Manager of Behavioral Services/Director of Psychological and Behavioral Services, provide independent fieldwork supervision for individuals seeking Board Certified Behavior Analyst (BCBA) certification.
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Director, Software Engineering - SRE. Capital One is seeking a Director of Software Engineering to lead, manage, mentor, and build extremely talented software engineering teams to deliver game changing technologies.
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Director, Regulatory Oversight – HRPP & IACUC. Collaborating with the Executive Director for Research Integrity and Compliance, to develop, deliver, and maintain education and outreach programming for the committees and the research community in areas of oversight to ensure compliance.
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We offer: Competitive pay rates Free, quality, private housing Medical, Dental, Vision 401(k) and Flex Spending Life Insurance Accident and Short-term Disability Coverage Free Continuing Education Refer a friend and earn extra cash.
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UMBC offers competitive compensation. Position Overview: Reporting to the Director of the Office of Health Promotion (OHP), the Assistant Director for Health Promotion will oversee the strategic development, implementation, evaluation and reporting of departmental health promotion and health education activities.
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The Development Team at Park includes the Director of Development, Associate Director of Development, Director of the Park Fund, Alumni Director, Database Associate, Database Coordinator, and Development Assistant.
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Energy Programs Fund Development Develop and strengthen a portfolio of diversified restricted and unrestricted funding sources, including government contracts, private foundation grants, and contractor referral fees.
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The Valet Parking Attendant in hospitality earns a competitive wage upwards of $14 - $20+ /hour ( hourly wage is an average including base pay, tips, and bonuses ). PMC offers competitive pay and is a nationwide growing company that loves to promote with it.
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Responsible for reportingany accidents and or incidents to Zoo's Sr Director of Risk and Safety. Provide labor for emergencypreparedness, emergency generator setup, storm clean up and additional supportas necessary.
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Reporting to the Deputy Director for Children's Services, the Foster Care Associate Director for Quality Assurance is responsible for implementation and collaborative strategic planning for the programmatic and operational management of the monitoring and evaluation team.
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We offer a Competitive Salary, Excellent Benefits Package, Flex/Advance Pay, Tuition Reimbursement, Career Growth Ladder, Employee Assistance, and a matching 401K Plan. Competitive Pay and Day Shift Schedule.
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competitive pay admissions director jobs Company: Futurecare in Baltimore, Lexington, Massachusetts
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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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.