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When you begin your job with us working on the front-end as a courtesy clerk, customer service associate, or cashier, you are taking a step towards an opportunity that can help you learn, grow, and even develop a long-lasting career!
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Entry-Level roles: Detailing, Inventory Associate (Car Porters), Photo, Parts Associate, Inspection, and Coordinator/Administrator roles. Entry-Level Auto Technician (min 6 months professional experience): perform light maintenance, fluid checks, and/or conduct the initial inspection on our vehicles to look for any imperfections or repairs that may be needed throughout the reconditioning process.
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Every day is different at GardaWorld with diverse work assignments and flexible schedules.
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Cadence Academy Preschool , part of the Cadence Education family, is currently seeking a Preschool Cook to bring your love of children and past experience in childcare, daycare or early childhood education to our team of kind, caring Teachers and staff.
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Level II Liquid Penetrant (FPI) Meet the minimum requirements of an NDT Level II PT (FPI) Technician per NAS-410; provide documentation of education, training, and experience in the applicable NDT method(s); have a working knowledge of industrial environments and general manufacturing processes; ability to effectively communicate with other departments, and customers to report issues and solve problems.
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Legacy Health is seeking a Biomed Technician Level II for a job in PORTLAND, Oregon. Certified Radiology Equipment Specialist (CRES); Certified Biomedical Equipment Technician (CBET); or Certified Laboratory Equipment Specialist (CLES) preferred.
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We are a leading provider of high-power semiconductors and fiber lasers for industrial, microfabrication, and aerospace & defense applications, to name a few.
$75,000 - $115,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Prior experience in providing MSL-level support to products or devices in endocrinology and/or rare disease, including KOL development, investigator-initiated clinical trials, publications and educational programs, highly preferred.
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QMHA or No QMHA (Entry Level) Level II requires a QMHA and this is preferred: a Bachelor's degree in a behavioral science field from an accredited college or university or three years of full time professional experience working in the mental health related field.
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Pay Range: $19.00 - $26.00 per hour based on experience, certification level, and highest level of education Behavior Technician job responsibilities include: Provide direct client care in 1:1 and group settings utilizing a combination of intensive teaching and natural environment training.
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Required Qualifications Appointee must be board-certified Neonatal Nurse Practitioner or Physician Assistant with appropriate training and experience to care for infants in a level III and/or level IV NICU. Must be eligible for, or currently have Washington and Oregon nursing/medical licenses.
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As an Entry Level Equipment Engineer, you will support Regional Construction & Mining operations. The posi Equipment Engineer, Equipment, Maintenance Technician, Engineer, Technology, Mechanical, Manufacturing.
$81,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Hey there, future game-changer!
$18 - $24 an hourPart-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Knowledge of intervention and crisis principles and techniques for at risk children and families including; substance use issues, adult mental health, domestic abuse and affects of violence on children, and early childhood trauma.
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Top expert level knowledge of trunking, circuit design, SONET, TDM, T1s, ISDN, Frame Relay, voice mail, PBX administration and scripting, ATM microwave and radio communication. Expert level knowledge of Telecommunication systems, including but not limited to: Trunking, Circuit Design, Syncronous Optical Networking, Multiplexing, T1.
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entry level childhood jobs Title: electrician in Happy Valley, OR
FEATURED BLOG POSTS
Talent Mapping for the Rest of the Year
As you enter the next quarter of 2023, it's important to reflect on how well your talent strategy is aligning with your business goals. This is an opportune time to design or reassess your talent mapping approach, so your recruiting and hiring scheme going forward stays in line with this year's business goals.
How To Decorate a Cubicle for Inspiration & Productivity
You know the negative reputation cubicles have – dull, dreary, gray. How can you possibly be expected to sit in one every day and be your naturally productive, enthusiastic, and upbeat self? The answer lies in decorating your cubicle so it sparks creativity and feels welcoming. While this might seem impossible given the bland canvas you have to work with, take heart because it’s totally doable!
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.