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Join Us as a NC Pre-K Assistant Teacher and Shape the Future of Early Childhood Education! We are seeking passionate educators like YOU to assist the NC Pre-K Lead Teacher oversee classroom activities, adhering to standards set by the NC Division of Child Development and Early Education, and aligning with the objectives of the current NC Pre-K Curriculum.
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Development and Early Education and the goals and objectives of the current NC Pre-K Curriculum including progress toward School Readiness Goals. Our three early childhood education brands are Childcare Network, Sunrise Preschools, and My Small Wonders.
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AAP/EEO Statement: PSA Airlines is an equal opportunity employer; qualified applicants are considered for and treated during employment without regard to. Delegation: In absence, responsibilities delegated to the Director of Engineering & Technical Services.
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Teaching, Special Education, Sociology, Human Development, Early Childhood Development, or Psychology degree (a college degree in any field preferred) Providing early intervention therapy in a center-based setting.
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Queens University of Charlotte is an equal opportunity employer and is firmly committed to supporting and celebrating all forms of diversity. Nationally recognized for undergraduate programs in international and interdisciplinary education, Queens blends the best of liberal arts learning with professional preparation and community engagement.
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Spring Education Group, including, but not limited to SEG Inc., and their affiliates (collectively “Company”) is an Equal Opportunity Employer. Spring Education Group’s Early Childhood Education Division includes nearly 150 schools offering services from infant care through Pre-K/K programs, as well as summer camp and after-school programs.
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Plan, organize, and teach a competency-based CTE program in Business Education. Provide information and counsel students relative to employment, career opportunities and further education.
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Annalect, a division of Omnicom Media Group is An Equal Opportunity/Affirmative Action Employer. Help with threat assessment and penetration testing as early as necessary/possible.
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Williams-Sonoma, Inc. is an Equal Opportunity Employer. Our family of brands are Williams Sonoma, Williams Sonoma Home, Pottery Barn, Pottery Barn teen, pottery barn kids, Rejuvenation, Mark & Graham, west elm, or Outward.
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Education, Experience and Certifications. Reports on quality initiatives at national cardiovascular imaging societies such as the American Society of Echocardiography (ASE) and assist the medical director in creating touchstone applications.
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Tuition Discounts through Purdue University. Our unique organizational approach allows new and seasoned behavioral technicians alike the opportunity to explore and implement ABA techniques to help guide their desired career path.
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Fidelis Logistics is an equal opportunity employer. Fidelis Logistics, a leader in 3PL Pallet Recycling, is looking for dedicated individuals to refurbish CHEP Pallets. Join the Fidelis Team as a Maintenance Technician.
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City National Bank is an equal opportunity employer committed to diversity and inclusion. 2+ years of experience in build and CICD technologies: GitHub, BitBucket, Azure DevOps, Maven, Jenkins, Nexus or Sonar.
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Equal Employment Opportunity. Floor & Decor provides equal employment opportunities to all associates and applicants without regard to age, race, color, religion or creed, national origin or ancestry, sex (including pregnancy), sexual orientation, gender, gender identity, disability, veteran status, genetic information, ethnicity, citizenship, or any other category protected by law.
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The American Marketing Association is proud to be an equal opportunity employer. Support early stage planning for the International Collegiate Conference (ICC) social media strategy.
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early education tuition equal opportunity jobs Title: director in Charlotte, NC
FEATURED BLOG POSTS
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.