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As a community-based company, we want our customers to feel right at home when they shop at Bi-Mart. As an employee-owned company, Bi-Mart stores are open 9:00 am - 8:00 pm Monday - Friday and 9:00 am - 6:00 pm Saturday - Sunday.
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PMC is a rapidly growing company in the hospitality industry, specializing in valet parking services for 5-star hotels, resorts, hospitals, restaurants, and special events. Imagine yourself at PMC, the nation's fastest-growing parking management company orchestrating unforgettable guest experiences across 5-star hotels, vibrant events, and more.
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The Company operates stores across 34 states and the District of Columbia with 24 banners including Albertsons, Safeway, Vons, Jewel-Osco, Shaw's, Acme, Tom Thumb, Randalls, United Supermarkets, Pavilions, Star Market, Haggen, Carrs, Kings Food Markets and Balducci's Food Lovers Market.
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ROSEBURG FOREST PRODUCTS is a privately held forest products company manufacturing lumber, plywood, MDF & LVL. At $2.5B in revenue, Roseburg owns and manages 600,000 acres of timberland on the PNW and SE.
$450,000 - $650,000 a yearFull-timeExpandApply NowActive JobUpdated 26 days ago - UpvoteDownvoteShare Job
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Charting System: Altera Digital Health a Harris Company - Paragon, Homecare Homebase, MEDHOST, MEDHOST - MEDHOST-Enterprise, Press Ganey. Client in Springfield, OR is looking for a Operating Room Certified Surgical Technologist to help them out for 13 weeks.
$1,865 - $2,247 a weekExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Exceptional Client Relationship building and written/verbal communication skills Preferred Qualifications: In depth understanding of METRC & Oregon Cannabis compliance laws for the cannabis industry Compensation: Base + Commission Viridian Enterprises LLC is an Equal Opportunity Employer.
$35,000ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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COMPANY CAR, gas and all work related expenses are covered by the company. The company offers a generous base salary, UNLIMITED commission plan plus bonuses, kickers and contests.
$160,000ExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Hold a certification in ultrasound in one or more of the following registries (having all three is a plus, but not required) General Ultrasound: ARDMS - (AB), (OB/GYN), (BR) or ARRT - RT(RDMS) and/or Vascular Ultrasound: ARDMS - RVT (VT), ARRT - RT (VS), or CCI - RVS and/orEchocardiography: ARDMS - RDCS or CCI - Client or RCS.
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1+ years of experience in a medical billing office, medical office setting, or insurance company to include processing claims and a working knowledge of CPT, ICD-10, and HCPC coding. The Prior Authorization Specialist is responsible for the timely submission of all documentation, forms, or electronic requests in a timely fashion to not impede our community's access to care.
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Pay Information $2,314 per week About The Position Prime HealthCare Staffing, a national health care staffing company with over 20 years in the business, is looking for an experienced CT Tech for our customer in Salem, Oregon.
$2,314 a weekFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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U-Haul Holding Company, and its family of companies including U-Haul International, Inc. (“U-Haul”), continually strives to create a culture of health and wellness. Get your career moving with a company who empowers team members to be the healthiest version of themselves.
ExpandApply NowActive JobUpdated 22 days ago - UpvoteDownvoteShare Job
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Driver - Non CDL Location: Eugene, OR, US, 97402 Req ID: 3813 Work Location Type: On Site Date: Mar 19, 2024 Republic National Distributing Company (RNDC) is a family-owned business with roots extending before Prohibition that has evolved into one of the nation’s largest wine and spirits wholesalers.
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The Chief Operating Officer (COO) is a member of the Bank's Executive Committee and will report directly to the President and CEO. The COO will be the Bank's primary technological leader and will be responsible for the executive oversight and direction of the Bank's deposit and systems operations, all client-facing technology, Information Technology, and Compliance.
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This Palliative Care Nurse Practitioner position is with a Hospice and Palliative company that has been in business many years, so they offer stability and job security. Company Phone Provided.
$100,000 - $130,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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To reimagine what a beer company can be. Dreaming big is in our DNA. It's who we are as a company. 401(k) Retirement Savings options with a company matching contribution. Chance to work in a fast-paced environment among a company of owners.
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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.
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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.
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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.