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All unsolicited resumes will be considered the property of Guidehouse and Guidehouse will not be obligated to pay a placement fee. Guidehouse supports the Talent Front Office for an exciting mission organization within the Intelligence Community.
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Led by ESP faculty PEREC has an excellent infrastructure of research labs, teaching labs, support rooms and offices with a team of nine faculty researchers from three College of Science (COS) departments: five from ESP, two from Chemistry and Biochemistry, and two from Atmospheric, Oceanic, and Earth Sciences.
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We operate through five global businesses: Infrastructure; Nuclear, Security & Environmental; Energy; Mining & Metals; and Manufacturing & Technology. Other Team Natrium partners include GE Hitachi Nuclear Energy, PacifiCorp, and Duke Energy, along with support from a number of national laboratories and universities.
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Exact pay package may vary based on several factors, including, but not limited to, guaranteed hours, travel distance, demand, experience, etc. Estimated pay package based on bill rate at time job was posted.
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Shifts end as late as 10pm Age Requirement: Must be 18 years or older Location: McLean, VA Address: 1835 Capital One Drive South Pay: $15.50 - $16 / hour Job Posting: 08/15/2024 Job Posting End: 08/29/2024 Job ID: R0219436 EARN A BONUS UP TO $500 Hiring immediately we are a food market where you make the difference At Wegmans, we’re on a mission to help people live healthier, better lives through exceptional food.
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This position requires at least five (5) years of experience with various UPS systems, batteries, test equipment, andassociated electrical apparatuses like switchgears, panels, breakers, disconnects, ATSs, and generators.
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IT Scrum Master Location: REMOTE Pay Rate: Open to Both C2C and W2 options Position Type: Multiyear Contract Summary The Scrum Master works closely with the Product Owner, team and others needed for team to deliver initiative’s capabilities by removing impediments, facilitating all standard agile ceremonies, and fostering an environment for high performance.
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The Company has scaled its operations in seven states, including Pennsylvania, Virginia, Massachusetts, Illinois, California, Nevada, and Ohio, and has been named one of the top five cannabis companies to work for by Cannabis Business Times.
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Due to the classified nature of our work, your willingness is required to subject yourself to agovernmental security clearance process and thus have an EU, NATO or FIVE EYES countrymember nationality.
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Role responsibilities+ Provide furry, feathered, and scaled pets with the best possible care, especially preventive care+ Build close relationships with pets and the humans who love them+ Work closely with teammates and cultivate a positive, dynamic work culture+ Impact the future of veterinary medicine with your own expertise and ways of practicing medicine+ Exemplify the Mars Five Principles Quality, Responsibility, Mutuality, Efficiency, and FreedomWhat we offerNow the good stuff.
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At least 5 years of experience in public policy, government affairs at the state level working for an elected official, government agency, trade association, government affairs firm or any combination of the five.
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More than one year of C-UAS and/or Force Protection Operations-Intelligence analytic experience (tactical and/or operational levels) with DoD, US and/or interagency partners in the past five years (Department of Defense, Department of Homeland Security or Federal law enforcement agencies preferred but not required.
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This position is responsible for driving aggressive corporate growth goals that will increase small business revenue by 200% year over year and transition SRE into full and open competition starting now and having 75 % of bids be full and open within five years.
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Five (5) years’ related field experience directing vertical construction projects in the superintendent, QC or SSHO role. Five (5) years’ related field experience directing vertical construction projects in the superintendent, QC or SSHO role.
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Experience with financial processes such as accounting to financial reporting, order to cash and procure to pay. We are open to hiring candidates to work out of one of the following locations:Arlington, VA, USA | Seattle, WA, USABASIC QUALIFICATIONS· 5+ years of experience in IT risk management, information security risk management, IT audit/internal audit, governance/risk/compliance, SOX · BS degree in Engineering, Information Systems, or equivalent CISA, CISM, CRISC, or CISSP certification equivalentPREFERRED QUALIFICATIONS.
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five burger pay jobs in Vienna, VA
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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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
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.