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Launch High School at Floyd Bennett Field About Launch Launch Expeditionary Learning Charter School is currently engaging in a community-driven design process to plan for a brand new high school option for students of Central Brooklyn focused on tackling the two greatest challenges of our time– climate change and racial equity.
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Hudson River Trading (HRT) is looking for a Data Production Engineer to join our Data team. Production Support: Provide proactive oversight of our data pipeline, handle inquiries from internal customers, and resolve issues under efficient turnaround times.
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High School diploma or equivalent. Must have knowledge of touring or stage production operations. Assist with any other aspect of stage production, such as show pass and guest list distribution.
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Language: English (Required), Spanish Education and Work Experience: High School Diploma (Required) Eligible for certification as a euthanasia technician in New York State, Experience working in an animal shelter preferred, Fear Free certified or obtained within 60 days of employment, Minimum of 2 years prior animal handling/veterinary experience, VECCS Recover CPR Certification obtained within 90 days of hire Our EEO Policy: The ASPCA is an Equal Employment Opportunity employer.
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Work with the Program Director & Director of Community Engagement to provide well-rounded job training opportunities for High School Students and Summer Youth Employment Program participants.
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Developing and executing the strategy for the transactionDesigning the investor targeting and investor engagementOverseeing the team's production of valuation support, financial models, marketing materials, and legal documentationProviding excellent client relationship management.
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High School GraduateCity of New York Certificate of Qualification for Refrigeration System Operator City of New York Engineers License for High Pressure Boilers, Engines and Pumps.
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Completion of school, foster care agency and early intervention forms are completed in a timely manner. Establish routine communication with foster care agencies/Nursing staff; Client; School Nursing, Psychiatry and Social Work staff, internal and external resources.
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We are consistently ranked by U.S. News & World Report's Best Hospitals, receiving high "Honor Roll" status, and are highly ranked: No. 1 in Geriatrics and top 20 in Cardiology/Heart Surgery, Diabetes/Endocrinology, Gastroenterology/GI Surgery, Neurology/Neurosurgery, Orthopedics, Pulmonology/Lung Surgery, Rehabilitation, and Urology.
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Trade/Vocational School Graduate of an accredited School of Radiologic Technology. The system is known as a high-quality, low-cost provider of extraordinary clinical care given by compassionate, highly trained physicians and staff.
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NYFA Filmmaking Instructors mentor students throughout the production of multiple short films, cultivating mastery in classic film language and story structure, while fostering creative risk-taking, problem-solving, collaboration and relationship building.
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EHS FAQ ATTACHEDREQUIRED: 2+ YEARS RECENT EXPERIENCE IN INPATIENT (MEDSURG, COVID TRIAGE (INPATIENT), ENDO, AND PCU ONLY) AND/OR AMBULATORY IN AN OUTPATIENT SETTING. MUST HAVE VACCINE EXPERIENCE.AMBULATORY QUALIFICATIONS: PREVENTITIVE SPECIALTY CARE, NON-ACUTE SURGICAL & DIAGNOSTIC, & TELE-HEALTH.NOT CONSIDERED: OUTPATIENT (OUTSIDE OF AMBULATORY LISTED ABOVE), NEW GRAD, SCHOOL NURSE, LTC/REHAB FACILITY, HOME HEALTH, PEDS, AND ER.Tact Medical Staffing Job ID #480374.
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Grade/Age Levels: Kindergarten; Elementary School; Middle School; High School. Valid School Physical Therapist credential/license or in process in state of practice. 1 year of verifiable, professional experience as School Physical Therapist within the last 3 years (may include residency or clinical practicum.
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High School Diploma or GED required. High Pressure Boiler Operating Engineer License issued by NYC DOB. High Pressure Boiler Operating Engineer License issued by NYC DOB. Some of our recent projects include the modernization of our Emergency Department, and our affiliation with Memorial Sloan Kettering Cancer Center.
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The Sr. Associate, AML Compliance is responsible, as assigned by management, for various operations including AML investigations, SAR filing, enhanced due diligence processes, high-risk customer surveillance, special investigations, and OFAC compliance.
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production high school jobs Company: Bobrick in Brooklyn, NY
FEATURED BLOG POSTS
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.
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.