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We invest in a robust Total Rewards package that includes everything from generous PTO, a flexible work environment, expanded parental leave, extensive learning & development, and even paid time off for employees to volunteer.
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LOCATION: Brooklyn, NYREPORTS TO: Clinical Supervisor DEPARTMENT: Family Support Services, Safe Way Forward SCHEDULE: Full Time / Hybrid Hiring Incentive AGENCY BACKGROUND: MercyFirst is a not-for-profit human and social service agency that has been serving children and families in need since we were founded by the Sisters of Mercy/Hermanas de las Misericordia in 1894.
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Connected to the communities in which they serve, our ReadyRefresh Drivers are the neighborhood heroes and stewards of our iconic brands, delivering smart lifestyle choices at home and at work.
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CA P.O.W.E.R program funded by the NYS Office of Alcoholism and Substance Abuse Services (OASAS) seeks to educate children and youth on the dangers and consequences of alcohol and drug use. CA works with children, youth, and their families in targeted low-income communities from infancy through young adulthood, providing a range of services to meet physical, socio-emotional, educational and family stability needs.
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We offer beautifully-designed, stylish and functional products for every area of the home, including the kitchen, living room, bedroom, home office, closet, laundry room and even outdoor spaces.
$17 - $24 an hourFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Comprised of book printing, digital book, distribution, publishing sales and marketing services, this part of Ingram's business helps publishers discover more ways to sell content in markets across the globe.
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The Deputy Director of Advancement and Communications reports to the Director of Advancement and Communications and serves as a specialist in external relations, donor cultivation, marketing, and branding, focusing on expanding the UA's visibility in New York City and nationally.
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Our training consists of time with experienced consulting and sales representatives in the field for approximately 90 days, online courses completed in your home office, and classroom instruction through our offices in Dayton and Houston.
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Proficiency in email marketing software (Mailchimp), media monitoring databases, web development software (Squarespace) and MS Office (Word, Excel, PowerPoint) Collaborate with Brand, Business Development, Marketing and People & Culture teams to produce bespoke communications for key audiences and markets.
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Liaise with all areas of the business and support infrastructure including Compliance, Sales, IT, Trading, Operations and Middle Office team members and resolve client issues in a timely manner.
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Lele Sadoughi is looking for a creative and strategic Social Media Coordinator to join the marketing team. Execute brand’s affiliate marketing strategies on LTK. Create and curate brand-aligned content, including graphics and video, for key seasonal launches and collaborations.
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A hybrid working model, allowing for in-office / work from home flexibility, generous vacation, personal and volunteer days. Hear from our people and look inside our office: Muse.
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SS+K was founded 31 years ago by Shepardson, Stern and Kaminsky as a full service marketing & communications agency that combines the rigor of political strategy and the power of creativity. SS+K is M&C Saatchi Group's flagship creative agency in the U.S. A global marketing & communications network, M&C Saatchi has 6 regional hubs and offices in 23 countries.
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Medical, Dental, Vision, HCFSA, DCFSA, HSA, Commuter Transit and Parking, Supplemental Life Insurance, Accident Insurance, Critical Illness, Hospital Indemnity, Legal Program, Identify Theft Protection, Pet Discounts, Pet Insurance, Group Home and Auto Insurance, EAP, Short Term Disability, Life Insurance, 401k w/ matching, Entertainment Discounts, & Paid Time Off.
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You will help drive the ideation, planning, and execution for next-gen influencer marketing for both evergreen and 360 campaigns across all parts of the marketing funnel from awareness to conversion.
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marketing office from home flexible schedule jobs Title: sales Company: Anthem in Staten Island, NY
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.