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Purpose:Floor & Decor's Sales Associates play a key role in continuously providing customers with friendly, accurate service and support in finding products to complete their project. Purpose:Floor & Decor's Sales Associates play a key role in continuously providing customers with friendly, accurate service and support in finding products to complete their project.
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During other project periods, the construction site superintendent may not have to be on the construction site every day, and may work at the office or possibly remotely to assist with other projects not in the heavy construction period.
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Project Manangement/Systems Engineering Certifications. 4+ years of experience as a systems engineer, agile scrum master or similar role with sponsor. Facilitating Agile program Management for technical development and function as the organization's Agile Scrum Master.
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Work closely with the Customer to review and track data science and data engineering requirements and provide regular updates to clearly explain the project status and results in both written and verbal or multimedia briefings.
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As part of our growing organization, the Senior Accounts Payable Specialist will use their skills to process expense reports and subcontractor invoices, maintaining a high standard of quality and accuracy.
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Design pattern, java, php, programming, project architect, senior software engineer. Expert communication and negotiation skills with ability to exercise good judgement and tact in dealing with Navy Federal senior management.
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Ensure timely services, QA/QC compliant document delivery by personal oversight or effective delegation of task or project management. Ensure the preparation of accurate, complete and RDA standard / client compliant products by personal oversight or effective delegation of task or project management.
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Bechtel will be the Engineering, Procurement, and Construction (EPC) contractor for the project. Upon initial hire and onboarding, the position will require full time presence in the Reston, Virginia project office.
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A Land Project Manager supports the acquisition, planning, and engineering of new ground for development. National homebuilder with a superb reputation as a leader and innovator in the industry is seeking a Land Project Manager for our the WDC Land Division.
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Determines specifications, then plans, designs, and develops the most complex and business critical software solutions, utilizing appropriate software engineering processes – either individually or in concert with a project team.
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Be responsible for analysis, developing and reporting associated with various project controls job duties, such as project baseline, work package agreements, cost control, cost estimation, earned value management (EVM), projections, variance analysis, schedules, project/program/portfolio integration or technical project reviews.
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Work with the design team comprised of Project Managers, Senior Engineers, and other technical staff to develop engineered solutions for various clients. PRIME AE Group, Inc. (), a multi-faceted and rapidly growing architectural and engineering firm with 20 office locations and over 475 employees throughout the Midwest, Mid-Atlantic, Southeast, and Northeast areas, is seeking a qualified candidate to serve as a Highway Project Engineer in one of our Transportation offices (Columbus, Baltimore, Jacksonville, Tampa, Lexington, Harrisburg, Fairfax, or Richmond.
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As the Fixed Operations Director you will be responsible for delivering the highest level of customer satisfaction and profitability at our growing Service Center. Camping World is seeking a Fixed Operations Director to join our growing team.
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Provides project management training, guidelines, and assistance to others such as Operations and Maintenance, Engineering and Planning, Water treatment, Controls and Communication and Water quality.
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Our growing reach extends across 17 states, 116 countries, and 5 continents, where our team of dynamic professionals collaborates to deliver unparalleled program and project management services.
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project job Title: senior director Company: Fis in Chantilly, VA
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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?
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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 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.