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POSITION SUMMARY: With direct supervision from a Lead Technician, Fleet Maintenance Supervisor or Maintenance Manager, a Maintenance Technician A performs repair and maintenance work on diesel and non-diesel equipment and trucks including, but not limited to, chassis components; refuse bodies, including control, hydraulic, and electrical systems; air brake systems; general engine work; HVAC components; and suspension, drive train and steering systems.
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As a VEVRAA Federal Contractor, Sherwin-Williams requests state and local employment services delivery systems to provide priority referral of Protected Veterans. Have work experience using timekeeping and/or customer relationship management ("CRM") systems.
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Completes training on T-Mobile in-store experience, new skills and processes, knowledge of systems and reference resources. T-Mobile doesn't have a corporate ladder-it's more like a jungle gym of possibilities.
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Conduct in-home assessments including an evaluation of past medical history, review of systems, medication reconciliation, vital signs, and comprehensive physical exam. Experience in gerontology, cardiology, internal medicine, or endocrinology.
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Responsible for the overall loan operations management and oversight of the commercial, real estate, mortgage, and consumer loan accounting systems, processes and loan operations staff. The position requires designing and administering systems, processes and procedures.
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Responsible for coordinating hotel and regional resolution of supply chain issues while capturing requirements for multi-year strategic work on contracts, supplier partnerships, and procure to pay systems.
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We’re looking for a Senior Director of Site Reliability Engineering with expertise and passion in solving difficult problems in distributed systems, storage systems, virtualized infrastructure, and highly available services.
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Monitoring and tuning of the Tenable Vulnerability Management, SailPoint IdentityNow, SIEM and DLP systems. Experience with Tenable Vulnerability ManagementExperience with SailPoint IdentityNowExperience with Fortinet FirewallsSIEM Systems (pref.
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Description SAIC has an opening for a ServiceNow Principal Systems Administrator who will provide application support for the configuration, customization, and administration of the ServiceNow Product Suite such as FSM, Incident Management, Problem Management, and Change Management.
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Knowledge of the managed care industry including Medicare Advantage, Managed Medicaid and/or Commercial products, or other Medical management organizations, hospitals/ Integrated Delivery Systems, health insurance, other healthcare providers, clinical group practice management.
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The Lead Process Mechanical Engineer will collaborate with multidisciplinary teams to ensure the efficient and effective operation of mechanical systems and equipment, while also identifying opportunities for improvement and innovation.
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Job Posting Title Computer Information Systems (Cybersecurity) Adjunct Assistant Professor Pool. considered for minimum qualifications, which may lead to the application being disqualified.
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The Mid-level Help Desk Support Specialist responsibilities will include providing: Phone and email support to applicable user communities Tiers 1, 2, and 3 customer support to analyze and resolve trouble calls, applications, or customer issues Workstation administration support Develop and maintain system documentation, online help systems, task oriented help (step-by-step guides) and online reference data.
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Understanding of UPS systems, switchgear, generators, and critical mechanical systems. Technical Knowledge of MEP systems. Extensive knowledge of Quality management systems that can be applied to data centers.
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Possesses sound working knowledge of retirement plans home office service departments, distribution management, product development, financial management, systems, and customer service standards.
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systems job Title: lead electrician Company: Oscar Associates in Oregon
FEATURED BLOG POSTS
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).