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Maintain ongoing communication with team members on-site, supervisor and management staff, janitorial, and security personnel to ensure the safety of clients and staff. Participate in the program's quarterly quality improvement (CQI) process to deliver and improve operations and best practices on site.
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Ability to work in downtown Washington, DC on client site at least 3 days per week. As a Site Reliability Engineer (SRE), you’ll continuously drive improvements in observability, performance, and reliability, with the goal to make an impact across the federal government.
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Minimum of 8 years of experience as a Site Reliability Engineer with a strong understanding of SRE principles for highly scalable and reliable systems. Work on the core platform to create and optimize all functions needed to establish a strong platform infrastructure.
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The On-Site Manager may assist in negotiation of financial protection or recoveries of liability for pension plans and should expect to assist in the performance of analysis related to bankruptcies and/or restructuring.
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Site Manager - Aviation Security Company. Global Elite Group is a highly specialized aviation security company, comprised of a diverse and collaborative team of committed professionals, industry leaders, and subject matter experts who rely on optimized processes and tools to deliver quality services.
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Location: On-site at Walter Reed National Military Medical Center, Bethesda, MD. Hours: Monday-Friday, 8 working hours between 6:30AM and 6:00PM. Minimum Qualifications: Degree/Education: Certified through one of the following organizations: American Academy Professional Coders (AAPC) credentials-, CPC-H, CPC-P, CPMA or American Health Information Management Associations (AHIMA) credentials - RHIA, RHIT, and CCS-P.
$80,000 - $90,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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San Francisco, California (Hybrid On-Site): $142,100 - $162,100 for Prin Assoc, Cyber Risk & Analysis. New York City (Hybrid On-Site): $134,100 - $153,000 for Prin Assoc, Cyber Risk & Analysis.
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San Francisco, California (Hybrid On-Site): $291,100 - $332,300 for Director, Software Engineering. New York City (Hybrid On-Site): $274,800 - $313,600 for Director, Software Engineering.
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Experience with remedial design, feasibility studies, hazardous waste, site investigations, site remediation, field sampling, air quality, ecological restoration, water resources desirable.
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We specialize in Psychiatry, Off-Site Counseling Services, On-Site therapy, and Therapeutic Mentoring. Collaborate with the Site Director continually to assign Interns with appropriate Therapists (LMSW & LGPC) to attend scheduled appointments with clients.
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The Administrative Specialist will work closely with the On-Site Supervisor assisting in daily assignments; tasks shall include writing and editing departmental documents such as program guides and award manuals, program and process fact sheets and/or other published documents.
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Conducts on-site detailed inspections during and after construction to ensure that workmanship and materials conform to USMS design standards and approved plans. Represents the Office of Construction Management and USMS in space management and construction activity meetings with GSA, architectural and engineering consultants, landlord, and individual contractors to make significant decisions on behalf of the USMS that will impact on the Services mission and function.
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Availability to work on client site in downtown Washington, DC, at least three days per week. As a Site Reliability Engineer (SRE), you will play a vital role in continuously driving improvements in observability, performance, and reliability, aiming to make a substantial impact across the federal government.
$180,000 - $200,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience implementing proactive alert / monitoring workflows and dashboards based on Kubernetes metrics, logs, and traces using Prometheus, Grafana, Loki, Splunk, or similar technologies. Ability to work well on a team as well as individually.
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Serve as the leader of the on-site PSA management team, requiring travel to the home-port or shipyard for the vessel being worked. Time on-site includes one or more Shipyard periods per year averaging 4 months in duration each.
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on site jobs Title: assistant site supervisor Company: Franchise Career Advisor in Cabin John, MD
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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.
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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?
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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.
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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.
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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.