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Dependent on length of service, hours worked and any applicable collective bargaining agreement, benefits include medical, dental, vision, disability and life insurance, sick pay (accrued based on hours worked), PTO/Vacation pay (accrued based on hours worked), paid holidays (between 7-9 days annually), bereavement pay, and retirement benefits (pension and/or 401(k) eligibility.
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In this case, you would not have to pay out-of-pocket for clinical supervision or moonlighting in a private practice. Doctorate-level degree (e.g., Ph. D. or Psy. D.) from an accredited institution in clinical psychology, neuropsychology, developmental psychology, or other closely related fields.
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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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We offer competitive compensation and comprehensive benefit package including medical malpractice coverage and tail policy, generous Paid Time Off (PTO) and holidays, CME time and dollars, medical, dental and vision benefits, company paid life insurance, and relocation incentive.
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While our experts guide our clients to sustainable healing, our job is to support our valued staff members, and we do that through offering industry-competitive salaries, career growth and skills expansion, student loan repayment and tuition reimbursement, and a company commitment to diversity, equity, and inclusion, among other advantages.
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We offer a competitive compensation package, excellent benefits and a 4-day work week. We also offer full reproductive services including embryo transfer, stallion collection and semen handling/freezing.
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Quick Pay - voluntary benefit offered to KBS employees who are paid hourly via direct deposit. Quick Pay provides a way for employees to access a portion of their pay prior to the upcoming scheduled pay day.
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A fully trained Border Patrol Agent may be eligible for up to an additional 25% of base pay per the BPA Pay Reform Act of 2014. Being a Border Patrol Agent makes you a valuable member of the Federal Law Enforcement Officer (LEO) profession.
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In return, FedEx helps Team Members move forward with generous hourly and salaried pay structures, benefits including insurance and 401(k), Flexible part-time, full-time and seasonal shifts available 24/7 and opportunities for quick advancement.
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Wage Range: $42.19 - $77.81 per hour plus additional per diem rateAdditional pay for BSN / MSNEvergreenHealth is seeking an experienced Trauma, SANE RN to join the Emergency Trauma Services team.
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Pay will be based on experience and IICRC certifications. Specific Responsibilities: Establish and maintain a schedule to ensure all services are delivered in a timely mannerRespond to water jobs and initiate water mitigation according to IICRC standards and Rainbow International's processWillingness to work as a team.
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Details: Position Type: Full time, 37.5 hours Caseload: High School Pay range: $55 - 61/hr Responsibilities: Conduct comprehensive psychological assessments to evaluate students' cognitive abilities, academic skills, social-emotional functioning, and developmental levels.
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Benefits include vacation, sick leave, holiday pay, medical, retirement with match, bonus system in place, in-house dental. Staff makeup is 1 DDS & Periodontist (once a month) 1.5 RDH, 2 RDA & 2FO. The longest tenured employee is 2 years.
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Elements of our Total Rewards package include competitive base pay and variable compensation opportunities. Monarch Landscaping, WA is an On Demand Daily Pay employer. Pay Range: $21.00 - $25.00 Monarch Landscaping, WA is an EEO and E-Verify participating employer.
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Competitive pay with daily pay options available. All Ways Caring HomeCare services include personal care and homemaking programs, professional nursing, geriatric care management, Alzheimer’s/dementia care, respite care and other programs.
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competitive pay jobs Title: cdl truck driver in Monroe, WA
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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.