- UpvoteDownvoteShare Job
- Suggest Revision
While the primary focus of this position is to drive excellence in the safety, quality, delivery, and cost performance of last-mile delivery operations, this Senior Manager will influence change horizontally across the organization to ensure processes, assets, and services are optimized to enable achievement of the companies operating goals.
Full-timeExpandApply NowActive JobUpdated 24 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Come help us build the world's most reliable on-demand, logistics engine for last-mile grocery and retail delivery! Develop production machine learning solutions to solve catalog building and quality problems such as entity recognition, entity resolution, attribute extraction, and category classification, image classification.
$302,900 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
To meet this goal, Amazon is continually striving to innovate and provide best in class service levels through the introduction of pioneering new products and services in the last mile delivery space.
$142,800 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
We are doing this by building a world class last mile operation, significantly complimented by Amazon Flex. Amazon Flex works directly with independent contractors – called delivery partners – to make deliveries to our customers.
$106,400Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
ECommerce or Last Mile Delivery experience. Executing the BD team's acquisition strategy to ensure high quality US Mid-market retailers join Local Marketplace and bring over their strategic and in-demand assortment.
$202,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
We're building the world's leading last-mile logistics platform and we believe that in order to accomplish this we'll need to disrupt ourselves a few times along the way! Our team owns initiatives that touch all parts of the Dasher & Logistics life cycle ranging from cost & quality, to Dasher pay, to Dasher retention, to order batching and beyond.
$214,800 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
We operate a large fleet of vehicles that we provide to rideshare, last mile, and taxi drivers on a flexible basis. As an Automotive Body Technician, you will be able to accurately assess damages to vehicles involved in collisions and repair those vehicles back to the original quality including straightening frames.
$40 an hourFull-timeExpandApply NowActive JobUpdated 2 days ago
FEATURED BLOG POSTS
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.
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.