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You will have extensive experience and knowledge of HVAC and BAS control systems, have experience with controls like Schneider, Distech, DDC, JCI, or Tridium, and be able to take a project and run with it.
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However, it is the responsibility of the attorney to keep abreast of CLE hours and to ensure that membership dues are forwarded to the accounting department in a timely fashion and prior to the deadlines imposed by the Supreme Court.
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Proficiency in one or more of the following: insurance billing, collections, denials management as it pertains to commercial, managed care, government, managed care lines of business. Collaborates with business and technology departments to understand system data and its use, data analysis and validation, and providing support around the data and how it is integrated.
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Assist with management and enforcement of IT Security polices and standards established by Saint-Gobain. 3+ years applicable work experience with PC and/or IT management is required. The primary role of the User & Site Support Analyst (Level 2) is to support Saint Gobain Employees with day-to-day PC issues and provide support to the service desk.
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Associate or Bachelors degree or Masters degree in Computer Science, Computer Engineering, Electrical Engineering, Information Systems, IT, Statistics, Mathematics or having good logical aptitude.
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Familiarity with general controls reviews, integrated audits between Business & IT auditors, pre-implementation reviews, Futures Commissions Merchant, Broker-Dealer, agency business, Prime Services, regulatory compliance related to futures and listed options.
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We are seeking a highly experienced IT Program Manager to lead the successful deployment of a new Enterprise Resource Planning (ERP) system across multiple manufacturing plants in parallel. 10+ years of experience in IT project management, preferably with a focus on ERP implementations.
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Informed by basic research done at our Sloan Kettering Institute, scientists across MSK collaborate to conduct innovative translational and clinical research that is driving a revolution in our understanding of cancer as a disease and improving the ability to prevent, diagnose, and treat it.
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Prospect Visits – it is of the expectation to obtain a minimum of 1-2 prospect visits per week per the 2023 WIG document. Salesforce – it is of the expectation to input leads, new business opportunities, prospect and core store visits every Friday at noon.
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Title: Sr. Project Engineer Reports to: Project Engineering Manager Type: Full-Time Salaried, Exempt, Remote Atlas Technica's mission is to shoulder IT management, user support, and cybersecurity for our clients who are hedge funds and other investment firms.
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The Conference Services Manager is responsible for coordinating and supervising assigned group business after it is booked by the sales department, and through completion of the event or function, while maintaining profitable operations and high-quality products and service levels.
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It takes a team to make a real impact, and through our two divisions – BSN SPORTS and Varsity Spirit – and our network of 6,000+ employees and independent representatives, we are proud to partner with a wide range of educational institutions and club and professional sports to transform the student journey in SPORT and SPIRIT.
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7+ years' proven B2B enterprise sales experience and success in one or more of the following areas: Identity and Access Management, strategy and governance, IT risk management, cybersecurity services.
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As a tenured member of Ramp’s growing Product Operations team, you will work at the nexus of Ramp’s cutting edge FinTech product and the operational realities of what it takes to deliver for a massive and rapidly scaling set of customers.
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Collaborating with the IT team to implement and enforce IT policies, procedures, and best practices. Other duties as assigned by the Director of Information Technology and Director of Technology.
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it job Title: it director Company: Astrazeneca Gmbh in New York
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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).