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Hire Velocity is partnered with Transportation Carriers throughout the United States to attract qualified Class A CDL Truck Drivers to work as Amazon Freight Partner. Looking for a Home Daily position that is Light to No Touch Freight.
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Do you have a previous experience as EVP, SVP - Partner or any VP Level? Client relationship management: The Consulting Partner is responsible for maintaining and nurturing client relationships, understanding their needs, and ensuring client satisfaction.
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We are seeking a highly skilled and experienced senior Consulting Partner with deep expertise in Epic Systems implementations and clinical transformation, ideally for both Inpatient and Ambulatory environments.
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Partner with People Business Partners on the implementation of the People Strategy. Summary: The People Partner position will support assigned locations with various human resource functions by providing a front-line response in the areas of employee relations, performance management, benefits, leaves of absence, training, record tracking, policy interpretation, procedure implementation, personnel actions, and other areas within the People Function department.
$95,000 a yearFull-timeExpandApply NowActive JobUpdated 17 days ago - UpvoteDownvoteShare Job
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5+ years of demonstrated success as a Human Resource Business Partner or Generalist is required. Helps guide and partner with Center of Excellence (COE) owners in the shaping of appropriate and innovative HR solutions.
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Firm Type: Law Firm, Experience: 6 Years, A law firm in Iselin, NJ, is seeking a General Liability Partner/Senior Associate Attorney to join their team. Requirements:Juris Doctor (JD) degree from an ABapproved law school.
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The Partner Architect will provide Sales Enablement Services to Optiv Pre-Sales Resources and Clients. Transactional support for Partner and services (advisement and validation on Scoping, LOE.
$201,000 a yearFull-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
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Data and Analytics Consulting Partner who can be a peer to the client's CDO/CDAO to shape the Enterprise Data & Analytics strategy, provide hands on guidance to convert the strategy to architecture and actionable plan.
$200,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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This Role requires someone, who can demonstrate thought leadership, drive business outcome led approach, partner well with Customers' CXOs and their teams. Candidate will interface with external stakeholders like Customer (CDO,CAO,CMO,COO,CIO,CTO, Senior executives and other CXOs/Senior D ata related stakeholders) and Partners; Internal Stakeholders like Geo Sales, Presales & Delivery, Practice, ISU Relationship Teams.
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We work with a wide range of clients across many industries including financial services, professional services, telecommunications and media, consumer products, automotive, industrial automation, professional sports and entertainment, life sciences, ecommerce, and education.
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EisnerAmper has experienced significant growth and is seeking a Tax Partner for our real estate private equity team. EisnerAmper has experienced significant growth and is seeking a Tax Partner for our real estate private equity team.
$450,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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The Client Partner position is a key role within the Brillio Customer Success team for North America, responsible for driving sales and business development strategies, and executive relationships for multiple strategic financial services clients.
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RSM US LLP , the First Choice Advisor to the Middle Market seeks a Business Risk Consulting (RC) Partner/Principal to join our Risk Consulting Services team focused in the Insurance industry. Partner/Principal will utilize their technical expertise in the Insurance industry focused on internal audit, enterprise risk, general risk advisory, leadership skills, and service mindset.
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Cultivate and maintain strategic relationships with Enterprise clients and MSP program sponsors, positioning Mindlance as a trusted partner. We are consistently acknowledged as a top-performing partner in industry-leading MSP programs.
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We are seeking a dynamic and experienced Client Partner to lead a key portfolio in the Life Sciences vertical. The Client Partner will be responsible for nurturing and expanding key client relationships, driving growth, and ensuring the delivery of exceptional IT services that meet the evolving needs of our clients in the life sciences sector.
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Title: partner Company: Sigma Computing in Woodbridge, NJ
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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.