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Named as a Star Tribune Top Workplace for the 12th time, Ebenezer is Minnesota’s largest senior living organization with over 100 years of excellent service, and we’re growing at an outstanding rate.
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KBS, North America’s largest privately-owned facility services provider and trusted partner to leading operations and facility managers across 100k client locations, is looking for Cleaner / Housekeeping to join our growing team.
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All work benches every 6 months SMT Conveyors- ESD testing ESD shelving ESD test all every 6 months Mobile carts- ESD test all every 6 months General facilities maintenance items PMs directed by Kip Olson from CMMS- Maintenance assistance software.
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In addition to above, as a Cloud Data Engineer 2 you’ll also have:The ideal candidate will have a B.S. degree in a related field and 5 years professional experience OR a total of 7 plus years’ experience as Data Engineer, Software Engineer, Data Scientist, or equivalent.
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As part of Fairview Health Services, Ebenezer is driven to heal, discover and educate for longer, healthier and meaningful lives for seniors. Because of our size, variety of community settings, and our partnership with Fairview Health Services we can offer opportunities for career growth and reinvention.
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Experience with GD&T prints and performing program edits at the machine using Mastercam software is required. Job Title: MachinistLocation: Oakdale, MN2nd shift: 3PM - 1AM (M-Th)Job DescriptionWe are looking for candidates to fill both 1st Shift and 2nd Shift CNC Mill setup/program positions.
$60,000 - $80,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Computer literate with ability to learn new manufacturing software applications. Microsoft Office Professional, Word, Excel, statistical and manufacturer software a plus. Strong CNC lathe or mill setup operation and change over skills required.
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We have a thriving religious education program with 100+ children and youth coming through our building learning and growing together. Systems Administration: Maintain technology systems, including but not limited to internet and phone systems, computers, software, and database.
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Up to 12 weeks paid parental leavePaid Volunteer Time OffMental health coverageQuarterly Wellness stipendFertility benefitsComplete list of benefits hereCLA is currently seeking a Tax Manager/Director to join our growing Clean Energy Incentives team in our Federal Tax Strategies practice.
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Experience with tax research software such as CCH and RIA Checkpoint. Knowledge of Avalara AvaTax, Avalara Returns Excise, or comparable products. Develop, improve, and streamline end-to-end indirect tax compliance processes.
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Journeyman Service Technician Job Summary: We are looking for a Service Technician to join our growing team! BENEFITS Journeyman Service Technician ResponsibilitiesPerform work specified on the repair order with efficiency and in accordance with dealershipTest-drive vehicles, and test components and systems, using diagnostic tools and special service equipmentDiagnose, maintain, and repair vehicle automotive systems including engine, transmission, electrical steering, suspension, brakes, air conditioning, etc.
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Proficient in Microsoft Office, DNA software package a plus. Blaze is seeking an experienced Assistant Branch Manager to join our growing financial institution. This position will be responsible for responsible for the administration and daily operations of a in service branch office in Stillwater, MN inside a Cub Foods.
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You can be part of a growing area at Andersen Corporation at our North Branch, MN Fibrex Extrusion plant. Description & Requirements Join our Growing North Branch Team! By applying to this job, I agree that I may be contacted at the number submitted, including by autodialed calls and texts, for informational and all other purposes by Andersen Windows and Doors, Renewal by Andersen, and its affiliated companies (collectively, “RbA.
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Proficient in work processing, electronic medical records, PACS (radiology software), ECG, dynamap, defibrillator, and various Orthopedic and Sports Medicine tests/equipment/braces/splinting. Proficient in work processing, electronic medical records, PACS (radiology software), ECG, dynamap, defibrillator, and various Orthopedic and Sports Medicine tests/equipment/braces/splinting.
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Experience with Epic electronic medical record software. Located just 20 minutes east of the Twin Cities in the beautiful St. Croix Valley, the clinic is part of an award-winning healthcare system serving east central Minnesota and western Wisconsin with primary, specialty and urgent health care services.
$3,000Part-timeExpandApply NowActive JobUpdated Today
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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.
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.