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Work with the Help Desk Manager to provide supervision and direction to Service Desk staff who are responsible for providing support to customers via phone, in person, and through remote support channels.
$138,325 - $171,925 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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When you begin your job with us working on the front-end as a courtesy clerk, customer service associate, or cashier, you are taking a step towards an opportunity that can help you learn, grow, and even develop a long-lasting career.
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The IT Asset Management (ITAM) Service Desk Technician is responsible for providing technical support and asset management services to customers who experience computer issues. Service Desk Technician.
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Role: Svc Desk Tech Level 3. IT asset management and tracking tools such as Oomnitza, ServiceNow, Ivanti, or BMC Helix. Workflow management applications such as ZenDesk, ServiceNow, Ivanti, or BMC Helix.
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A good understanding of Company practices and in-depth understanding of Front End policies and procedures, and the ability to judge and react to business activity. Trains front end management, front end and courtesy clerks and monitors their compliance.
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The Executive Assistant provides high level administrative support to a designated Front Office principal. Provides direct administrative support and assistance to an assigned Front Office principal and provides back-up support during absences or staffing shortages.
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Williams Lea is hiring for an Legal Front of the House Floater for our Washington, DC office to work Monday to Friday 9:00 am to 6:00 pm! Services include but are not limited to reprographics (copy) and mail services in both physical and digital environments, with support for services in hospitality, facilities, audio/visual, reception, and other Williams Lea service lines as needed.
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Lead Software Engineer, Front End. We are seeking Front End Lead Software Engineers who are passionate about using cutting-edge open source frameworks with emerging technologies. Perform software development on Front End Applications leveraging a test-driven development pattern.
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The Company operates stores across 34 states and the District of Columbia with 24 banners including Albertsons, Safeway, Vons, Jewel-Osco, Shaw's, Acme, Tom Thumb, Randalls, United Supermarkets, Pavilions, Star Market, Haggen, Carrs, Kings Food Markets and Balducci's Food Lovers Market.
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Job Type Part-time Description Must be a U.S Citizen Security Clearance: Active TS/SCI This position is contingent on Contract Award Obsidian Solutions Group (OSG) is seeking a Classified Communications Service Technician to support the FEMA Response Directorate.
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The Front Desk Supervisor provides leadership and guidance to Front Desk staff during the assigned shift to ensure that consistent quality service is provided. A Front Desk Supervisor serving Hilton Brands is always working on behalf of our Guests and working with other Team Members.
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We need an experienced IT Specialist (Help Desk) at the Marine Corps Public Health Center (NMCPHC) and the Naval Dosimetry Center (NDC). The NDC serves as the Navy’s ionizing radiation dosimetry center of excellence for radiation protection programs for the Navy and Marine Corps.
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Hands on experience in use of languages, such as HTML, CSS, and front-end Javascript frameworks like React, Angular, or Vue.js. As a Front-End Developer on the team, developers perform important functions in helping federal clients with specific initiatives related to the configuration, integration, operations, and maintenance of a COTs data governance tool as well as other initiatives requiring integration and user interfaces.
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The Service Desk Technician Level 2 provides technical support for customers who experience computer and software issues in the areas of standard Windows desktop applications as well as applications developed by the OCFO and its vendors.
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We are actively seeking a motivated Front-end Developer to enhance our dynamic team. Strong understanding of front-end technologies, including HTML5, CSS3, JS, responsive UIs. Our team supports Live Sports, CNN, Cartoon Network, Adult Swim and more.
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Title: front desk Company: Ihg Cn in Mclean, VA
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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?
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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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