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It was founded in 2017 by visionary tech entrepreneur Dave Duffield (co-founder of both PeopleSoft and Workday) to apply his successful formula of solving operational business challenges with bold innovation and human connectivity to the unique needs of the investment management industry.
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Frontend: React, JavaScript, TypeScript, CSS. Backend: JAVA and/or Kotlin as Microservices using Docker. Deployment: CI/CD, IaC (Terraform) As a Staff Full Stack Engineer at Ridgeline, youll have the unique opportunity to build high-quality, complex, FinTech industry-defining cloud applications for our Client Engagement solutions.
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Our tech stack is TypeScript, React, Kotlin, PostgreSQL. Comfortable working with Slack, JIRA/Confluence, AWS, UI design tools, and Github. As a leader at Ridgeline and one of our first 400 employees, you will also help preserve our culture and influence the trajectory of an ambitious tech startup.
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We are seeking an exceptional entrepreneur to make a difference in Reno, NV and become our newest Shelter Insurance Agent. We are seeking an exceptional entrepreneur to make a difference in Reno, NV and become our newest Shelter Insurance Agent.
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Dryer Vent Wizard was ranked as a 2014 Forbes Magazine Top 10 Franchise with an investment of under $150k and is on the 2019 Entrepreneur Top 100 Franchises for under $100k list. Dryer Vent Wizard was ranked as a 2014 Forbes Magazine Top 10 Franchise with an investment of under $150k and is on the 2019 Entrepreneur Top 100 Franchises for under $100k list.
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Experience with Python or Kotlin, and ideally React. Experience building cloud native applications on AWS/Azure/Google Cloud. We are building a new, modern platform in the public cloud, purpose-built for the investment management industry and we are prioritizing security, agility, and usability to empower business like never before.
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Leading like an entrepreneur - running your business with precision and passion. Educates, trains and ensures associates adhere to company policies, standards, and procedures related to facility operations.
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They get to be part of a growing franchise and learn what it is like to be an entrepreneur and to be a part of an empowering opportunity. Hear from 3 Kona Krew Members at other locations: a student , a teacher , and a retiree.
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Computer & Technology Support. While some sales experience & a degree with general business courses is helpful, our mix of in-house and virtual new agent training schools, paired with continuing industry education courses, helps you build the foundation necessary to launch your agency.
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Voted Top Company Culture by Entrepreneur Magazine. Spare time: This is a commitment of working 4-8 hours a week that can generate between $500 to $2,000 per month. Research: 4-5 hours per week: digging into the information the client provided in order to customize options to meet their financial need in the case of a death or disability.
$10,000 - $20,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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We are looking for a team player, self-starter, entrepreneur, and coach who has a strong commitment to values, dedication to serving, and immense desire to succeed. We are looking for a team player, self-starter, entrepreneur, and coach who has a strong commitment to values, dedication to serving, and immense desire to succeed.
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These include unlimited vacation, educational and wellness reimbursements, and $0 cost employee insurance plans. Our team aims to leave a legacy in an investment management industry primed for change.
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FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.