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Plans and delivers on contributed income targets for the Library’s annual giving appeals, including Giving Day and Giving Tuesday, through email, mail, social media, phone, and other channels from University alumni and other prospective donors.
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Assists the NHC developing working relationships with realtors by calling, emailing, visiting real estate offices, marketing through flyers or direct mail, assisting NHCs in giving presentations at scheduled meetings with realtors/brokers.
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A minimum of five or more years of successful Development and supervisory experience in a key leadership role in a non-profit, charitable organization, preferably a faith-based organization, including fundraising areas such as major gifts, planned giving, capital campaigns, direct mail, and government/foundation grants.
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Routed Bulk Mail Carrier - Contract Opportunity Company Background Associated Couriers is a company with over 40 years of experience in the logistics industry. NOTE: routes may change unexpectedly based on customer needs Services Sought For this contract you will be picking up from our warehouse bulk mail packages that weigh up to 80lbs each and delivering to various Post Office locations, bringing any returns to the warehouse.
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Provides fundraising/public relations counsel to divisional corps officers, department leaders, and appropriate others regarding capital and annual campaigns, feasibility studies, board development, special events, direct mail, strategic planning and donor relations including cultivation and recognition activities.
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Candidates must have experience with advanced MS Word processing, MS Excel or Spreadsheets, MS Access and MS PowerPoint; must be an adept user of Internet, e-mail and other office automation systems.
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Machine Operator/Mailroom Associate Operates Mail Extraction Equipment to group work into processible batches. The focus of the position is to perform the day-to-day functions of equipment operator, manual extraction/batching, or other sorting/processing functions.
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Hands-on experience with direct mail, major gifts, estate planning/planned giving, fundraising software. Primary functions include: annual fund; identifying major donor prospects and cultivating relationships with all levels of donors; and estate planning/planned giving.
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Oversees growth, maintenance, and enhancement of the foundation’s donor database; manages internal fundraising and online, direct mail, and electronic systems; fosters innovation on the internet and with social media; optimizes the use of technology.
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Oversee the development and implementation of multi-channel marketing campaigns, including digital advertising, organic social media, email marketing, influencer partnerships, direct mail, TV, and more.
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Works with the Annual Fund Coordinator in planning and implementing the direct mail program and provide analytical reports of database segmentation and gift processing. Works with the Annual Fund Coordinator in planning and implementing the direct mail program and provide analytical reports of database segmentation and gift processing.
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Examples of DutiesDuties may include but are not limited to the following:Using word processor, generate basic legal documents according to established formats; secure appropriate signatures, authorizations and mail or route as designated.
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Utilize extensive Data business acumen to uncover business needs and recommend Data solutions, that extend to activation of Epsilon Data for Direct Mail, Programmatic Display, Video, OTT/CTV, Advanced TV, and Streaming Audio solutions to help clients achieve their business goals.
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Some of the current tools this team supports – ServiceNow, Apptio, Clarity PPM, CAST, Sapience, Poppulo, Digital Mail, Agility Health, Miro, Research Monitor, Real-estate Utilization, and Planview Spigit.
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The Highlights: Reporting to the Director of Kellstadt Academic Advising, the Assistant Director provides full-service, professional academic services to new and continuing Kellstadt Graduate School of Business (KGSB) students including assigned academic programs and cohorts, new student enrollment campaigns, cohort and new student orientations, and e-mail/phone outreach to new/continuing students to proactively enroll or disseminate information such as deadlines.
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sorting mail jobs Company: R R Human Resources Solutions in Chicago, Needham, Massachusetts
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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.