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We’re looking to hire experienced Technical Recruiters to support Figma’s engineering growth. Figma offers equity to employees, as well a competitive package of additional benefits, including health, dental & vision, retirement with company contribution, parental leave & reproductive or family planning support, mental health & wellness benefits, generous PTO, company recharge days, a learning & development stipend, a work from home stipend, and cell phone reimbursement.
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Provide technical support and troubleshooting assistance. Collaborate with cross-functional teams to support and troubleshoot equipment, maintain high customer satisfaction, and perform scheduled maintenance and repairs on diagnostic imaging equipment.
$58,000 a monthFull-timeExpandApply NowActive JobUpdated 15 days ago - UpvoteDownvoteShare Job
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Mentor junior team members and provide technical guidance and support on machine learning best practices and methodologies. Strong understanding of machine learning concepts and algorithms, including deep learning frameworks, reinforcement learning, and natural language processing.
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As a Service Desk Technician, you will be instrumental in diagnosing and resolving technical issues, ensuring that our clients receive the highest quality of support and satisfaction. Provide Level 2 technical support to clients through phone, email, and remote assistance.
$85,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Provide technical support on general laboratory instrumentation and equipment. Perform technical tasks related to product functional assessment including, but not limited to, concept feasibility, design verification, sustaining engineering, and new product development of medical devices.
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Report results to project leadership and prepare technical reports, when necessary. Support continuous improvement of lab processes. 0-2 years of engineering or technical experience is required, preferably in medical devices.
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Partner with Manufacturing Leads to develop relationships with key technical schools in support of recruitment activities. As the Talent Acquisition Campus Recruiter for GAF's co-op and intern programs, your role will be instrumental in developing and executing talent acquisition strategies to attract and retain top talent from universities, colleges, and technical schools.
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Collaborate with Technical, Audit Delivery, Operations, and Sales to execute strategic program objectives to ensure client needs are made operational in support of strategic and financial objectives.
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Assist RSMs with technical / performance support via MS Teams, phone, e-mail, or on-site. Under supervision of the Senior Manager, Sales Engineering, Senior Sales Engineer, and Senior Director, Marketing & Communications, the Sales Engineer is responsible for the technical and aircraft performance comparisons of Falcon model aircraft and their competitors.
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Apply your technical expertise to help solve, inform, influence how our HR tools operate and support decision making for our HR technology team. Capture and maintain reliable documentation to support ongoing project deliverables and alignment with stakeholders and engineering teams.
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In this role, you will support the development and lead execution of integrated marketing campaigns to increase brand awareness, generate qualified leads and boost sales for ZERO TO THREE’s early childhood professional development products and services, including training, membership, annual conference, virtual events, and products.
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Provide regional technical or project management support as appointed. Prefer Manufacturing/Engineering technical background, including product industrialization, process engineering, complex machinery and material flow, installations and evaluation of equipment into a growth environment.
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Passionate storyteller with the ability to understand industry challenges, trends, and technical concepts to turn them into compelling content. You will support key strategic accounts by planning and executing integrated marketing campaigns to drive awareness, excitement, and adoption of Veeva solutions.
$150,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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BSI Consulting Services is a trusted and agenda-shaping partner providing ‘best practice’ technical, regulatory, and business expertise and intelligence for our clients’ most critical EHS, Supply Chain, and Digital risks and opportunities to achieve greater resilience, impact, and future-readiness.
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The Senior Director, Security Operations will support the Vice President of Converged Security Services (CSS) in managing and coordinating a diverse range of security functions, including physical security, corporate investigations, digital forensics, travel security, event and executive protection, business continuity, security investment projects, and crisis management.
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technical support jobs in Totowa, NJ
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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.