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We work with companies funded by the best investors including Sequoia Capital, Lightspeed Ventures, Tiger Global Management, A16Z, Accel, DFJ, and more. ETL/BI: Airflow, dbt, Fivetran, Matillion, Looker, Tableau.
$66,900 - $93,400 a yearFull-timeExpandUpdated Today - UpvoteDownvoteShare Job
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Collaborates closely with the Trinity University Police Department, Facilities Services, Dean of Students Office, Dining Services, Tiger Card Office, and Conference Services. Collaborates closely with the Trinity University Police Department, Facilities Services, Dean of Students Office, Dining Services, Tiger Card Office, and Conference Services.
$70,710.95 - $88,388.68 a yearFull-timeExpandUpdated Today - UpvoteDownvoteShare Job
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As a Dental Hygienist at Tiger Mountain Dentistry , you’ll be recognized as an elite clinical provider and patient advocate. Tiger Mountain Dentistry is looking for a full-time Dental Hygienist to join our team.
Part-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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The Commercial Operations Supervisor, under direction of the Operations Manager, creates a great experience for Tiger Employees and Customers by leading and improving upon current Tiger practices, as well as modifying employee behavior in all lines of business conducted from the East location.
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We are currently a team of 2Leo Li, Co-founder, was leading the SEO team at AirbnbAllan Jiang, Co-founder, was an engineer at Google and CoinbaseBacked by the best investors such as Y Combinator, Tiger Global, and othersWe are a lean and fast-paced team with a strong growth mindset.
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We have raised over $300 million from prominent investors including Kinnevik, Tiger Global, Northzone, RRE Ventures, Rethink Impact, Work-Bench, William K Warren Foundation, SemperVirens, Able Partners, True Capital Ventures, and a strategic investor, Guardian Life Insurance.
Part-timeExpandUpdated 14 days ago - UpvoteDownvoteShare Job
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You will be part of a highly skilled tiger team brought in to move this agencies most mission critical infrastructure to the cloud. You will work with other team members to prototype and develop a migration strategy for this complex application comprising over 700 VMs, custom developed software and COTS products.
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Ability to convey Tiger Sanitation as the obvious choice for our customers, employees and community. Ability to demonstrate decision making skills that align with Tiger Sanitation's 4 Step Decision Making Process.
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We're backed by some of the best in the game (Sequoia and Tiger Global), led by domain level experts, growing, and seeking brilliant like minded enthusiasts to join our team. This role will require occasional travel (10-20%) for client meetings, events, and/or team activity, reports directly into the Regional Sales Director, and will work closely with your peers and cross functional stakeholders.
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We've rescued tigers from Joe Exotic and other Tiger King hellholes, prevented sleazy shopping mall aquariums from opening, stopped circuses from exporting endangered animals for their shows, and more.
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Serves as the primary departmental liaison with staff members in the Student Affairs (Dean of Students Office, Student Involvement, Student Success), Center for Experiential Learning and Career Success, Academic Affairs, Finance and Administration, and external constituencies.
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Ashley HomeStore, the #1 Mattress and Furniture retailer in North America, has an immediate opening for a Visual Presentation Manager.
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FEATURED BLOG POSTS
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.
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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.