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Source Group International is helping a cyber security firm find a skilled Reverse Engineer Malware Analysis - Android, and the contract role comes with an attractive rate. Research threats like APT using Open-Source Intelligence (Virus Total, Web, ExploitDB, MITRE, etc.
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The scope of practice of the Ultrasound Technologist includes those procedures, acts and processes permitted by law, for which the individual has received education and clinical experience, has demonstrated competency and has completed appropriate ARDMS certification, which is the standard of practice in ultrasound.
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Must possess a current license as a peace officer by the Texas Commission on Law Enforcement (TCOLE). Directs game warden efforts in all facets of conservation law enforcement, protecting the natural and cultural resources of the State of Texas on public and private lands, as well as public waterways.
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We do not discriminate or allow discrimination on the basis of race, color, religion, creed, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), age, sexual orientation, gender identity, national origin, ancestry, citizenship, genetic information, registered domestic partner status, marital status, disability, status as a crime victim, protected veteran status, political affiliation, union membership, or any other characteristic protected by law.
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Additionally, CIS works to increase the capacity of caregivers, service providers and law enforcement in serving the unique needs of individuals with IDD diagnoses through education and consultation.
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Current Texas Commission on Law Enforcement (TCOLE) Telecommunicator license, DPS; Must possess a Texas Commission on Law Enforcement (TCOLE) Master Telecommunicator Proficiency Certification (500 hours.
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DISCO provides a cloud-native, artificial intelligence-powered legal solution that simplifies ediscovery, legal document review and case management for enterprises, law firms, legal services providers and governments.
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Recurly is backed by Accel-KKR, a leading technology-focused private equity firm with over $10 billion in capital commitments. Recurly is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to gender, age, race, religion, or any other classification which is protected by applicable law.
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Juris Doctor (JD) degree from an accredited law school. In-depth understanding of market dynamics, industry and regulatory trends, and cutting-edge technology relevant to antitrust law.
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ERM is seeking a hands-on Consulting Senior Associate, Environmental Geologist, Scientist, or Engineer to join our consulting firm, reporting into either our New Orleans, Houston, or Austin offices depending on applicant qualifications.
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In May 2023, KFA joined Lochner, a national transportation infrastructure firm headquartered in Chicago, Illinois, providing planning, environmental, design, construction engineering and inspection, and right-of-way services for surface transportation, rail, transit, and aviation clients.
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Our client is a specialized boutique law firm excelling in family law and insurance defense. They are currently seeking an experienced Family Law Associate Attorney to join their team.
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Join Kimbrough Legal PLLC, a leading law firm located in Austin. Hybrid Senior Associate Attorney - Family Law Seeking a talented family law attorney ready for a new challenge.
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Job Title: X-ray Tech – North of Austin, Texas10K Sign on bonus About Us: Connected Health Care is a premier recruitment and staffing firm dedicated to connecting top healthcare talent with leading healthcare organizations.
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Our client, a well-regarded boutique transactional law firm with a low billable hour requirement (1800 hours), has a mid to senior associate attorney role (ideally 5th to 8th year) available for its West Los Angeles office.
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law firm jobs Company: Directcounsel in Austin, TX
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How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.