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Maintain codebooks, lists, and training data on GDI’s growing list of adversarial narrative topics in support of the continued development of GDI’s automated data platform. Commitment to GDI’s mission, vision, and values, including gender equity and racial justice.
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Continue development and maintain a qualified opportunity pipeline that exceeds 3x of the vertical team annual quota. Work with marketing and SEs to create and drive a nurture program to support pipeline development.
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Capital One is an equal opportunity employer committed to diversity and inclusion in the workplace. You thrive in working in a fast paced, technologically forward leaning environment and are not afraid to push the boundaries of security capabilities.
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As an Area Vice President, Public Sector Sales at Motive, you will be a key leader in our fast growing State, Local Government and Higher Ed segment at Motive. Ability to collaborate with internal cross-functional partners across Sales Development, Sales Engineering, Product, Marketing, Customer Success, Legal and Sales Ops.
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Farmworker Justice is an equal opportunity employer and is committed to diversity, equity, and inclusion in the. Support the development of the biennial Farmworker Law Conference and general.
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Provide training on the Diplomatic Security Identity Assurance System (DSIAS) to students attending the Basic RSO, RSO In Service, Assistant Regional Security Officer-Investigations, Foreign Service National Investigator, and Foreign Service National Investigator In Service training classes at the Diplomatic Security Training Center.
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Our specialties include Program/Engineering Management, Training/Training Technology, Technology/Product Development Strategy and Analysis, Project Management (Cost, Schedule, Scope & Quality), and Strategic Planning applied within our clients' unique domains and context.
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Ability to work in a fast-paced environment and balance the demands of working on multiple tasks simultaneously independently and in a team environment. With over $1 billion in total assets under management, OFN manages a national membership network of over 410 mission-driven lenders and CDFIs, including community development loan funds, credit unions, green banks, community development banks, minority depository institutions, and venture capital funds.
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In a time of banking industry and macroeconomic uncertainty, coupled with many proposed prudential regulatory changes, this associate will get exposure to a variety of topics and have an opportunity to make an impact in how the firm responds to these challenges in a well managed manner.
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Procon Consulting, a fast-growing professional services firm in McLean, VA with expertise in construction management (CM), project controls, construction-related technology, space planning, and facilities management, seeks a Construction Project Executive with a minimum of 15 years of experience leading construction project teams for a long-term opportunity in the Washington D.C area.
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Guidehouse is an Equal Employment Opportunity / Affirmative Action employer. Develop process improvement strategies, in the form of process flows, templates and narratives, and provide recommendations to the management team of Grants Development and Management Division on methods for implementing recommended processes for each stage of the Grants Management lifecycle.
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Bausch Health Companies Inc. is an Equal Opportunity Employer. Coordinates with R&D on New Product Introduction manufacturing test development to drive Design for Test (DFT) and Design for Manufacturability (DFM.
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This position may also be envisioned as a steppingstone for an academic or related career and offers a supportive environment for professional development including a postdoctoral mentoring program, the opportunity to gain teaching experience, and interactions with prominent research collaborators in the US and Europe.
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Leonardo DRS, Inc. and its subsidiaries and affiliates are equal opportunity employers and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability status, protected veteran status, or any other characteristic protected by law.
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The Director of Production must move between macro focus and details, shifting gears and communicating effectively across modes in a fast-paced multifaceted performing arts center that centers the intersections of learning, artistic excellence, liberal arts' public engagement, and community life.
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fast paced training and development equal opportunity jobs Title: services specialist in Mclean, 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 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.