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Minimum Experience: Entry-level. Case Aide- Independent Living Program; Young Adult Services. Helpful experience and/or background to include, experience in human services; familiarity with probation/parole, office of youth and family services & the court system; experience working with youth and at-risk populations.
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Essential DutiesData Entry and Systems METRC/Biotrack/MJ Freeway/NAV data entry and adjustments for Processing Department products. The Data Specialist may be asked to help cover responsibilities in Region 1 in some cases to help assist in data entry & verification.
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Utilize programming languages like Java, Scala, Python and Open Source RDBMS and NoSQL databases and Cloud based data warehousing services such as Redshift and Snowflake. 4+ years of data warehousing experience (Redshift or Snowflake.
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The Lube and Tire Technician at Monro or General Service Tech as we call it, is an entry level Automotive Technician position and a great way to start your career at Monro. The Monro family of brands includes some the most recognizable names in the industry-Monro Auto Service and Tire Centers, Mr. Tire, Tire Choice, amongst many more regional chains.
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3+ years of experience of working with DataBricks, SnowFlake, or other data warehouse and data lake products and technologies. We are a multidisciplinary team with expertise in machine learning, data engineering, and software development.
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The Director of Ontology and Data Modeling, as part of Enterprise Products and Platforms, will be responsible for working collaboratively across Capital One Lines of Business and Functions to develop domain ontologies in support of enterprise initiatives.
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7+ years solid hands-on experience in database development & SQL programming experience (stored procedures, triggers) using MS SQL Server and/or Azure cloud-based databases, Snowflake, Google BigQuery, or other leading cloud data warehouse vendors.
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Specialized experience for this position includes: Experience with entry-level human resources assignments that include analyzing problems to identify significant factors, researching and gathering pertinent data, and recognizing solutions; experience planning and organizing work, and communicating factual and procedural HR information clearly, verbally, and in writing.
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Lead Software Engineer, Full Stack (Enterprise Data) Enterprise Data is hiring a Lead Software Engineer! Work with Product, Data Ethics & Privacy Office (DEPO), Architecture, and other Tech Leaders to ensure all work is completed, tested, and deployed in a timely manner.
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Experience in development of interfaces, data conversion, and integration using OIC (Oracle Integration Cloud). Experience in development of interfaces, data conversion, and integration using OIC (Oracle.
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Experience with mixed signal PCB design including FPGAs, SoCs, linear and switching voltage regulators, clock circuits, and high-speed serial data circuits. FMC and SoM daughter card design for serial data interfaces.
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Provide training to Advanced and entry level wind technicians. Successfully complete applicable safety and technical training program for entry level technician. Entry level: This level is intended to perform as an assistant to an experienced technician.
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Will obtain the Refrigerating Engineers & Technicians Association (RETA) Certified Assistant Refrigeration Operator (CARO) and Certified Industrial Refrigeration Operator (CIRO) certifications within 30 months of job entry date and will maintain them while employed in this position.
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The successful candidate will be dependable and capable of inspecting, servicing, and maintaining several types of fire detection, fire alarm, CCTV, nurse call, intercom/paging, A/V, Voice/Data, Intrusion, and other similar low voltage systems.
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Assist in identifying and improving service and operations related issues, including clearance processing, on-time delivery, accurate and timely data entry, etc. The Air Import Manager will report directly to the Vice President of Import Operations.
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data entry jobs Company: Remote Career Jobs in Scranton, PA
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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).
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.