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This position reports directly to the Chief Financial Officer and is responsible for the supervision of the Finance, Case Management and Health Information Management departments. As our organization continues to grow and expand, we are seeking an experienced, highly motivated and visionary Assistant Chief Financial Officer to lead the day-to-day management of activities concerned with the financial management of the hospital.
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Manage, through the Chief Financial Officer, areas related to accounting, IT, risk management, facilities, and cemetery operations. Manage, through the Chief Development Officer, areas related to the bishop’s annual appeal, capital campaigns, special events, and donor relations.
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We’re looking for a remarkable Chief Product Officer to lead our product strategy, development, and roadmap for our subscription-video-on-demand (SVOD) app ecosystem. Minno seeks a visionary and experienced Chief Product Officer (CPO) to join our executive team.
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The Chief Executive Officer (CEO) has full responsibility for planning and executing the long-range goals of the organization, as determined by the leadership and the Board of Directors.
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The Chief Development Officer (CDO) leads and manages St. Luke’s fund development, communications, and marketing program. St. Luke’s Community House is seeking an energetic, dynamic, and results-driven Chief Development Officer (CDO) to join our senior leadership team.
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The Chief Financial Officer (CFO) and Deputy Commissioner of the Tennessee Department of Transportation (TDOT) is a senior executive responsible for overseeing financial operations, administrative functions, and strategic financial planning.
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UHS is hiring for an experienced and capable Chief Operations Officer to serve as second in command to the Chief Executive Officer, and lead the Residential Services, Facilities, Compliance, and Property Management teams, comprising over three-quarters of the organization.
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Police Inspector - Chief Security Officer Vanderbilt University Public Safety has immediate openings for Police Inspector – Chief Security Officer. Possession of a special police commission from the Chief Law Enforcement official in Metropolitan Nashville within six (6) months and maintains annual recommissioning is required.
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The ideal Chief Executive Officer (CEO) candidate will be responsible for directing the day-to-day operations, managing and developing staff, assuring high-quality care, sound fiscal operations, maintaining a strong referral base and compliance with Joint Commission and CMS regulations while continually monitoring the facility's services and delivery systems.
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We are looking for a Chief Medical Officer for our TriStar Skyline Medical Center team where excellence creates excellence. Job Summary and Qualifications The role of the Facility Chief Medical Officer (CMO) ensures high quality, patient-centered care by leading clinical and quality initiatives that support the provision of consistent clinical performance and practice standards across the hospital.
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The Chief Development Officer (CDO) is responsible for generating funds in support of the YWCA Nashville & Middle Tennessee (YWCA) by designing, planning, leading and growing innovative development efforts with a focus on major gifts, annual giving, planned giving, donor recognition, cross-sector partnerships/cause marketing, and coordination of funding campaigns while fostering a culture of philanthropy.
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Must reside in Metropolitan Davidson County, Tennessee or a county contiguous to Metropolitan Davidson County, Tennessee.
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Our executives are industry leaders from companies like Amazon, PBS KIDS, Duolingo, HarperCollins Christian Publishing, and Capital Christian Music, as well as major studios and entertainment brands and various start-ups.
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Job Title: Public Safety Officer, PT Department: Public Safety Job Reports to: Public Safety Supervisor Status : Nonexempt. Job Title: Public Safety Officer, PT Department: Public Safety Job Reports to: Public Safety Supervisor Status : Nonexempt.
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The role of the Facility Chief Medical Officer (CMO) ensures high quality, patient-centered care by leading clinical and quality initiatives that support the provision of consistent clinical performance and practice standards across the hospital.
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Title: chief officer Company: Philadelphia Mental Health Care in Nashville, TN
FEATURED BLOG POSTS
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.
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.