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3 year minimum combined working with Back End or Front End software development including hands on experience in one or more Back End (Java, PostgreSQL, REST API integration, SpringBoot, MongoDB, Accumulo, Go, Python, Elastic Search) and/or Front End (JavaScript Frameworks, GraphQL, Node.js, React (UI/UX and Backend integration), Vue, jQuery, HTML.
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NET, JavaScript/jQuery, TypeScript, HTML/CSS, etc. Minimum of three (3) years of experience required, including demonstrated knowledge of OOP and SOLID principles and design patterns; strong background in C#, HTML, JavaScript, XML, and JSON; creating and maintaining relational data models and databases; and troubleshooting with advanced SQL performance issues and write/tune advanced SQL queries.
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Non-profit accounting preferred and knowledge of OPO Medicare Cost Report is required. Non-profit accounting preferred and knowledge of OPO Medicare Cost Report is required. Monitors legislation, regulations and policy statements that impact the organ procurement organization and transplant center Medicare reimbursement.
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ProMedica is a mission-based, not-for-profit integrated healthcare organizational headquartered in Toledo, Ohio. For more information, please visit www. Non-profit company qualifies for Federal Student Loan Forgiveness program.
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The Contingent Staffing Solutions (CSS) Group provides alternative staffing support focused on "future of work" solutions from forecasting to execution across all sectors of Deloitte's Federal Practice.
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The not-for-profit, full-service, fully-accredited hospital offers advanced healthcare services in heart and vascular care, diagnostic imaging, digestive disorders, physical medicine and rehabilitation, cancer care prevention, diagnosis and treatment, orthopedic surgery, and emergency medicine.
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We assist companies and non-profit organizations in delivering benefits to their employees. Series 07 - FINRA, Series 63 - FINRA, Series 65 - FINRA, Series 66 - FINRA. We assist companies and non-profit organizations in delivering benefits to their employees.
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Collaborates with key collaborators to evaluate and uncover strategic insights related to Profit & Loss performance including Product Strategy, Pricing, Marketing, Sales, Credit Risk, Distribution Channels, and Member Experience.
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Serve as the University’s representative to relevant non-partisan, non-profit organizations, and policy bodies, such as legislative, governor, and lieutenant governor associations, economic development groups, and related public-private partnership efforts.
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Create educational materials for CSS teams for use in training sessions Assists Informatics with Athena implementation including analysis, design, configuration, testing, and support activities.
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About CHRISTUS HEALTH is an international Catholic, faith-based, not-for-profit health system comprised of almost more than services and facilities, including more than 60 hospitals and long-term care facilities, clinics and outpatient centers, and dozens of other health ministries and ventures.
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Collaborates with key stakeholders to evaluate and uncover complex or critical strategic insights related to Profit & Loss performance including Product Strategy, Pricing, Marketing, Sales, Credit Risk, Distribution Channels, and Member Experience.
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Series 07 - FINRA, Series 09 - FINRA, Series 10 - FINRA, Series 63 - FINRA, Series 65 - FINRA, Series 66 - FINRA. The Series 7 and 66 (or 63/65) are required, additionally we would want you to obtain the Series 9/10 and Insurance licenses within 60 days of hire.
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Proficiency in programming languages such as Python, Go (Golang), JavaScript, HTML, and CSS. Experience with cloud services like AWS or Azure, and data processing technologies like Spark and Kinesis.
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Use modern techniques and frameworks (e.g., HTML5, CSS3, CSS frameworks like LESS and SASS, Responsive Design, Bourbon, Twitter Bootstrap). Toad (or Oracle SQL Developer); or equivalent.
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profit html css jobs Title: developer in San Antonio, TX
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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?
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.
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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.