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Per week, with option to increase or convert to full-time Condominiums On-Site Property Management DESCRIPTION The On-Site Manager’s function is organized along conventional lines of authority as first in a line of responsibility at the community and reports directly to the Community Manager.
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Zachary Piper Solutions is seeking a Help Desk Analyst to join a government consulting company located in Arlington, VA for a 100% on-site opportunity. Technical support experience with hardware, network systems, mobile devices, and software applications Knowledge of the majority or most of the following systems: BMC Remedy, ServiceNow, Active Directory, SharePoint, Windows 10, Cisco Routers/Switches, Palo Alto, Intune, Purebred, Adobe, etc.
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Sign-on bonus available for full-time only and all positions are on-site. Provides brief mental health and co-occurring therapy that includes general individual counseling, family therapy, various forms of therapy based on patients need, trauma-based therapy, addiction related therapy, and other types of facility-based group therapy as needed.
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As a Senior Site Reliability Engineer at Circle, you will design, build, and maintain Circle’s infrastructure estate to meet the growing worldwide customer base on public cloud providers across multiple regions.
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Build strategy to migrate Legacy applications by conversion to multiple Microservices and hosting on AWS Cloud platform. 3-5 years of experience in a Site Reliability Engineering role. Actively participate and help guide customers on using Cloud-native design and architecture patterns.
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Support our off-site mobile notary signing agent team by entering data into our database system from your home office. You will need to be able to follow detailed instructions and be hands on assignments independently.
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Segue Technologies Inc seeks a Secret cleared Application Support Specialist/Systems Administrator to work on-site at the Pentagon, Arlington, VA. Telework is available after approval on a part time basis.
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Job Description: Title: Data Engineer Location: On-Site in Arlington, VACitizenship/Clearance Requirement: US Citizen with an active TS/SCI Clearance requiredJob Description: Our client is seeking experienced Data Engineers to join their Advana team.
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Architect and implement a cloud-agnostic IaC framework using tools like Terraform, Ansible, Pulumi, or similar, ensuring seamless integration across AWS, Azure, GCP, and our private cloud within our on-premises data centers.
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Our seamless in-office and 24/7 virtual care services, on-site labs, and programs for preventive care, chronic care management, common illnesses and mental health concerns have been delighting people for the past fifteen years.
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Work Environment:This position will be primarily on-site at the Pentagon Reservation, where the Senior RCDD will work within secure facilities and must comply with all security protocols.
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Lead the Operational Risk Management (ORM) team in reviewing, interpreting, and developing a project safety plan based on project, client/owner, Program Manager, and General Contractor (GC) specifications, design drawings, regulations, and existing safety system - Conduct / assist with incident / investigation reporting.
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Schedule : 20 hours weekly on-site (Monday-Friday), additional 4 hours on Sunday mornings as required. Certified for Religious Education leadership in the Roman Catholic Church/Military Archdiocese.
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The Rational Approach: Integrated Campaigns We create custom campaigns that are integrated with communication, policy, or business goals an organization may have and we measure our campaigns on their ability to deliver outcomes and results.
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Our work depends on a HPC Systems Site Lead joining our team to support the National Oceanic and Atmospheric Administration (NOAA), Weather and Climate Operational Supercomputer System (WCOSS.
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on site jobs Title: delivery Company: Papa in Mclean, VA
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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.
Virtual Reality Job Interviews
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.
How to Increase Job Ad Exposure
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.