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Operate NOAA's specialized aircraft, manage research and survey vessels, and support data collection missions, including fisheries surveys, atmospheric sampling, and coastal mapping. Compensation can include incentive pay based on assigned duties (e.g., diving, sailing, flying) and will include allowances for housing and subsistence determined by assigned location.
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Participate in collecting and analyzing environmental data across various NOAA missions. Whether you're an experienced aviator, a skilled mariner, or bringing expertise from another branch of service, your day-to-day duties will vary, ranging from operating research vessels and aircraft to leading scientific expeditions and contributing to vital environmental projects.
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From health and wellness benefits, short term incentives, 401(k) Savings Plan, stock incentive programs, paid time off, parental leave, adoption assistance and tuition assistance, plus other incentives, we've got you covered with our award-winning total rewards package.
$200,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Proficiency in analytic tools such as Python, R, SQL, Tableau, SAS, AWS, Microsoft Azure, Machine Learning Algorithms, Deep Learning, NLP, and Data Visualization, with the ability to adapt to new technologies quickly.
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Data visualization experience, building visually appealing and compelling presentations. Your mission will be to help us properly mine raw data and support key insight propagation that informs decision making across Verizon Business Group.
$178,000 a yearPart-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Additional areas of focus include leading the design and implementation of the CRM (in coordination with Commercial Data Management and Technology or CDM&T), design and operationalizing dynamic targeting & alignment, Incentive Compensation programs, speaker bureau management, promotional material distribution and management, fleet/sample management and field force communication.
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Analyze Sales Force Sizing, Territory Alignment, Sales Call Planning, and Incentive Compensation recommending Axtria's solutions and services to meet client goals. Patient analytics using Real-World Data sources such as anonymized longitudinal patient claims data, lab/diagnostic testing data, etc.
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The Pharmacy Technician II is responsible for the interpretation and data entry of moderately complex prescriptions, prior authorization processing, and troubleshooting adjudication issues. We offer a range of market-competitive total rewards that include merit increases, paid holidays, Paid Time Off, and incentive bonus programs (unless covered by a collective bargaining agreement), medical, dental, vision, short and long term disability benefits, 401(k) +match, stock purchase plan, life insurance, wellness programs and financial education resources, to name a few.
$67,542 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Responsible for planning, design, payout and administration of sales compensation incentive plans and special incentive programs for PPD commercial field sales. These can include but are not limited to: Regression analysis, Marketing Mix Model reviews, Cluster analysis, and Data Visualization.
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Knowledge of various data sources such as Xponent, APLD, DDD, HCOS (from IMS or Symphony), Specialty Data, Calls, Sample, Claims, etc. Projects will be primarily related to (but not limited to) incentive compensation, customer targeting and call planning (response model-based), sales force design, promotion evaluation, ad-hoc analysis and reporting.
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Experience with building Power BI, Tableau or other data visualization tools highly preferred. Delivers accurate, timely, aligned information on various KPI’s including volume, Revenue & GP/CY as well as SIP (Sales Incentive Plan) calculations & payouts.
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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.