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Conduct initial walk-through of new customer with selected FBO in preparation for the offering, sale and assignment of the commercial cleaning contract to the Coverall Franchised Business Owner.
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Disclaimer: As the owner and personnel manager of your franchised business, you have both the right and responsibility to select and control your employees, establish your employment policies and practices (including pay practices), develop your employee relations, and comply with all federal, state, and local employment laws.
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As a Mobile Sales and Service Technician, you will be helping a small business owner grow their local business and enjoy a career where no two days are the same. Many Mobile Sales and Service Technicians go on to become Operation Managers, Business Managers, and even Franchise Owners themselves.
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On top of extremely competitive advisor compensation, an AVP can earn overrides and bonuses based on the performance of their team while utilizing a highly effective, firm supported turn-key business owner marketing system that can potentially increase their income.
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In addition to providing construction management on all project phases from procurement, through bid, pre-construction, construction, commissioning, start-up and close-out phases, the Senior Construction Manager will assist in new business development opportunities.
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We are looking for positive, hard-working, winners to join our family at Chick-fil-A.We pride ourselves in having the best people in the business. In addition to working directly for an independent Local Franchise Owner, you gain life experience that goes far beyond just serving a great product in a friendly environment.
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The firm owner is looking to retire and hand off his book of business in 5 years, making this Tax Accountant role an exceptionally incredible opportunity to be mentored by a CPA with 37 years in public accounting who files over 1000 returns per year.
$80,000 - $100,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience collaborating with a Product owner, UX designer, or Requirements Analyst, etc. You will work with other application engineers to understand the product and business needs, provide expertise around the platform and AWS cloud service development.
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Were looking for a Senior Business Systems Analyst to join our team as a thought-partner to Business Leaders, Product Owners, and Engineers on a myriad of products and projects. At least 5 years of professional experience as a Business Systems Analyst or Business Analyst.
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You are an entrepreneurial-minded business owner who takes pride in maximizing the daily operations of your store. Workforce Management - it's your "thing": You know that maximizing your business requires a well thought-out schedule.
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Working with the project team and sprint teams to fully engage the business partners to ensure a proper business functionality in the new system as a Product Owner/Product Manager.
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Join the City Lifestyle Team as a Business Owner. Proactively pursue and close new business through effective cold calling and in-person sales interactions. Now, due to our rapid expansion, we're seeking driven individuals with sales or business ownership backgrounds to spearhead luxury publications in their local communities.
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If you have an entrepreneurial spirit or have been a business owner, you'll fit right in. Our role is 100% commission-based, life and health insurance sales, fueled by high-quality, exclusive leads – not cold calls or lead selling.
$50,000 - $153,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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PMP) certification a plus; technical certifications a plus, Product owner certification preferred. Experience Typically eight or more years of combined experience in business analysis, operational process improvement, project management or equivalent combination of technical and operational experience.
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In this role, you will report to the Owner of PrideStaff Portland who is a seasoned and professional trained Sales Executive with more than 20 years of corporate sales success. As the Business Development Manager, you will have the primary responsibility to acquire new clients and reactivating current clients that need support finding employees.
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business owner jobs in Lake Oswego, OR
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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?
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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.