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The base salary is just one component of J.Crew Group’s competitive total rewards strategy that also includes the opportunity for bonus, competitive benefits and perks. Competitive base pay and bonus programs.
$13.5 - $18.5 an hourPart-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Signing Bonus and Relocation Assistance available. M Health Fairview Southdale Hospital seeks a Certified Registered Nurse Anesthetist (CRNA) to work as part of the team to oversee line operations of the Anesthesia department.
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Benefits Weekly pay Holiday Pay Guaranteed Hours 401k retirement plan Pet insurance Company provided housing options Sick pay Wellness and fitness programs Referral bonus Medical benefits Dental benefits Vision benefits.
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Bonus: Background in geotechnical engineering, solar and wind energy, transmission, distribution, and substations. Bonus: AutoCAD drafting experience. Bonus: Knowledge of bridge design and evaluation.
$100,000 - $110,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Contract Length: 13 Weeks Start Date: 07/01/2024 Shift: 5x8 Rotating Benefits for Travel CT Techs: Health insurance Vision insurance Dental insurance Life insurance Licensure reimbursement Travel reimbursement Relocation assistance 401(k) 401(k) matching Competitive pay Referral bonus Holiday bonus Requirements: 1 Year of Experience, 2 Preferred Valid MN License BLS Eligible to work in the United States About Focus Staff: Focus Staff is a traveler-first and healthcare staffing agency.
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Job Description: Hospice On Call Nurse Location: Twin Cities Metro Salary: $90,000 - $130,000 + Sign On Bonus! Hospice On Call Nurse Responsibilities: Emergency Response: Provide timely and skilled nursing interventions to manage symptoms, pain, and distress for hospice patients during off-hours.
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A sign-on bonus ($15,000.00) is available for eligible external candidates (current employees, contract/temporary workers, and former employees returning to HHS within one year are ineligible.
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Generous Wages, Commission and Team Bonus Programs Our Esthetics Department Leader plays a key role in our Spa leading and mentoring our Esthetician staff as well as providing clients with a relaxing and rejuvenating experience.
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Monthly Bonus Incentive - Earn a MONTHLY client engagement bonus up to $4,000! Finally, we offer a monthly bonus ($100-$4,000) based on the average number of clinical hours spent with clients on the platform per week, with eligibility starting at 3 weekly hours of client engagement.
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5, Sign on Bonus Certified Surgical Technologist (CST) Responsibilities: Function as a scrub person during operative and other invasive procedures. 5, Sign on Bonus Certified Surgical Technologist (CST) Responsibilities: Function as a scrub person during operative and other invasive procedures.
$35 an hourExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Candidates must have experience writing auto collision estimates using auto estimating programs such as: CCC One, Audatex, or Mitchell You may be eligible for a $1000 Licensing Sign on Bonus if you have the applicable active licenses needed for this role.
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We offer:Top payCareer advancement opportunitiesPaid vacationMonday through Friday work schedule (NO WEEKENDS)Paid trainingState of the art new equipmentDaily & weekly performance bonus. Recruiters, please don't contact this job poster.do NOT contact us with unsolicited services or offersCompany DescriptionLargest Air Duct Cleaning Company in the Twin Cities.
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Responsibilities: firstinpeople BENEFITS: Medical, Dental, Vision Company Paid life insurance Supplemental life insurance 96 hours of PTO a year to start Paid holidays 401(k) with up to a 6% company match Yearly incentive bonus Employee assistance program Tuition reimbursement up to $5,250 per year Short and long-term disability Position Summary: This position performs electrical, instrumentation, & controls, process, and production maintenance throughout the facility.
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Currently, we have outpatient clinics in Anoka, Apple Valley, Bloomington, Brooklyn Park, Centerville, Eden Prairie, Maple Grove, Maplewood, and St. Paul. Compensation range $201,000 - $259,000 annually + LTIP (stock award) + Sign on bonus (full-time) + Full benefits Please apply today or contact me directly to learn more.
$201,000 - $259,000 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Key Words: Substation, Design, Management, Transmission, Utilities, Engineering, Electrical, Electrical Engineering, Project Management, Master’s Degree, Construction, Bonus, 401k, Benefits, Progression, Training.
$125,000 - $140,000 a yearFull-timeExpandApply NowActive JobUpdated Today
bonus job Company: Jackson Hewitt in Robbinsdale, MN
FEATURED BLOG POSTS
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).
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.