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What can you expect:Serve as an advisor in Marsh's Transactional Risk brokerage team. Four + years of transactional, renewable energy finance or M&A tax experience at a major law firm or Big Four.
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3+ years of automotive dealership experience (sales associate/representative, service advisor, parts counter, controller, marketing associate) Dealership management experience is a plus (sales manager, internet sales manager, business development manager, F&I manager, marketing manager, marketing director, parts manager, service manager, fixed operations manager.
$55,000 - $75,000 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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With over 40 years of success in office equipment and technology sales/service, our growth and reputation have afforded us great relationships with top manufacturers such as KONICA, RICOH, CANON, SHARP, LEXMARK, HP, XEROX, KYOCERA, RISO, KODAK, FP-MAIL, PITNEY BOWES and many more.
$20 - $36 an hourFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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A CFP, CFA, ChFC, PFS, CIC certificationCurrently advising a $25m+ book of business as the primary advisorSignificant experience as an advisor or in client-facing financial services rolesSignificant experience in delivering financial advice directly to consumersExceptional investment acumen and knowledge of broader planning topicsSignificant experience using financial services technology is preferred but not requiredStrong organizational, leadership, and written communication skills.
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This position leads the business development activities for select clients in the Pacific Northwest region, oversees overall client service, representing CDM Smith in professional organizations, and support sales efforts across the greater West Region.
$144,643 - $260,354 a yearFull-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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The Customer Service Platform is a set of multi-channel, one-stop intelligent product solutions that help business/customers improve service experience, reduce service costs, improve agent operation efficiency, and realize online resource management, risk management and experience management.
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ServiceNow/BMC Helix/Jira Service Management (implementations, transformations, etc.) Knowledge of Service Management and Operations processes in ServiceNow (Change Management, Incident Management, Problem Management, Request Management & Knowledge Management.
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Must have 5+ years of prior HVAC service manager experience. HVAC Service Manager. HVAC Service Technician. The Service Manager is responsible for maintenance and service side of the HVAC business.
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Assigns activities of cabin service agents and ensures completion of tasks. Supervise cabin service agents. Checking, handling, assembling, removing, and installing passenger service cabin furnishings and supplies according to list specifications and cleaning must be highly detailed and specific to ensure all areas are completely free of dirt, debris, marks, fingerprints, etc.
Full-timeExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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We are recruiting a full-time physician assistant at the faculty rank of Teaching Associate to join our hand and upper extremity service. Additionally, the University’s Faculty Code recognizes faculty efforts in research, teaching and/or service that address diversity and equal opportunity as important contributions to a faculty member’s academic profile and responsibilities.
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Demonstrated excellence in customer service and/or patient care skills. Virginia Mason Franciscan Health brings together two award winning health systems in Washington state - CHI Franciscan and Virginia Mason.
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Rover Operations Managers operate in a fast-paced, agile startup and are responsible for ensuring pet parents and pet caregivers receive world class customer service by coaching and scaling a multi-leveled customer experience team.
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Our service lines include assisted living/skilled nursing/rehabilitation, home health, home infusion/pharmacy services, home medical equipment, hospice and palliative care, Program of All-Inclusive Care for the Elderly (PACE), personal home services/private duty care and supportive housing.
Full-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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As a Wildlife Service Technician, you will be part of a team of professionals who provides world-class wildlife management services for both residential and commercial properties. No Experience Required Customer Service, General Labor, or Construction Experience is a plus.
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The Service Supply Chain team is looking for a tech lead for its Center of Excellence team, who manages last mile delivery of assets to data halls (servers and networking), spares planning, assets decommission, end-to-end process & efficiency improvement initiatives.
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Title: service advisor Company: Rover in Seattle, WA
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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 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.