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If you require accommodation (including, but not limited to, an accessible interview site, alternate format documents, ASL Interpreter, or Assistive Technology) during the recruitment and selection process, please let our Recruitment team know.
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Experience with adaptive, assistive technology, employment accommodations, working with students at the developmental level, and knowledge of deaf and hearing-impaired community and culture preferred.
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Our focus on combatting climate change through clean energy technology, our new net zero climate vision for 2030 and enhanced commitment to diversity, equity and inclusion; and supporting the communities we serve make this a particularly exciting time to join PSEG.
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VP- Technology Information Risk Management. Information Technology Processes: asset management, change management, incident/problem management, patch management, Software Development Lifecycle (SDLC), release management, capacity/performance management, data/records management and destruction, backup and recovery, etc.
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Player Performance: Work closely with various internal departments including Player Health & Safety, Football Operations, Next Gen Stats and Club representatives to identify and implement technology solutions that improve athlete performance, injury prevention and recovery.
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Co-Design data governance, data quality, and master data management processes and workflows supported by technology and innovation to operationalize data governance, data quality and overall risk mitigation.
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WSP USA Buildings, Inc., an award-winning and innovative multi-disciplinary engineering consulting firm, is looking for a Building Technology Systems Senior Consultant specializing in Security systems and/or Structured Cabling design for our Boston, MA and New York, NY offices.
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The team is skilled in all phases of risk and resilience, from understanding global regulatory requirements and leading practices to designing and implementing right-sized capabilities throughout the business, technology/ cybersecurity, and third-party risk management lifecycles.
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As a Financial Crime Compliance Technology Analyst, you will play a crucial role in leveraging machine learning, analytics and visualization techniques to enhance our organization's capabilities in detecting and preventing financial crimes.
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The VP, Technology Infrastructure role is based in either our Boston, MA HQ or New York City office with a flexible hybrid work schedule. What You’ll Do:Your scope of responsibility includes Cloud infrastructure, Database, DevOps, On-prem IT and Network Ops, Technology Support Services (TSS), and Cyber Security Operations.
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This Vice President is embedded in both the Technology and Corporate Finance departments and will dually-report to the Paramount Chief Technology Officer and SVP, Corporate Finance. Prepare and present financial performance of the Technology function to EVP, Corporate Finance and to the Paramount CFOPartnership with TechnologyPartner with technology executives to shape and implement financial strategies that support the organization's growth and innovation objectives.
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Degree in information technology, Computer Science, or related field. years of experience in IT security administration, with a strong understanding of SOC2, PCI-DSS, ISO, HIPAA, Hi-Trust, SAS70 T2, NIST, and COBIT.
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Minimum two years of recent experience for associate position working with SAP ECC, S/4 Hana (SAP GTS, SD and/or MM) and/or Oracle Enterprise technology (Oracle ERP, OTM and others); minimum four years of recent experience for senior associate position.
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We passionately believe bitcoin and blockchain technology will drive global economic and social change. Founded in 2015 by CEO Barry Silbert, the companys mission is to accelerate the development of a better financial system through the development of digital assets and blockchain technology.
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As a Technology Specialist, Alcohols , you will lead pilot plant development and experimental data analysis working closely with the Engineering Science and Catalysis/Research groups to develop reactor and process scale-up models, process and reactor simulation, analytical testing, and synthesize/generate process flow diagrams for the new technologies.
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assistive technology toddler jobs in Newark, NJ
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.