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Key Words: Direct Support Professional, Caregiver, daily pay, CNA, Pay on Demand. Competitive Pay : Pay on Demand, Full benefits package for employees working 30+ hours/week, including a 401(k) with a 3% company match.
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13.50 hourly with On Demand Pay Options Thrive as a Caregiver Direct Support Professional ( DSP ): Each day, you will be proud of rewarding work helping people grow, learn, and live well.
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We are making rapid progress on our mission of delivering energy storage for a better world, and are growing just as rapidly to meet demand. This is a unique opportunity to leverage and expand your software, manufacturing, and leadership experience to make a direct impact on climate change as part of a fast-growing team.
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Comfort leading a technical team with diverse backgrounds and professional interests, spanning software engineering generalists, MES technicians working shifts on the factory floor, and consultants.
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Comfort using statistical methods for making process development decisions (Statistical Process Control / SPC) using JMP, Minitab or equivalent. Partner closely with Manufacturing Equipment Team to design, build, install, and run processes on first-of-kind manufacturing equipment.
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13.50 Hourly with Pay on Demand options available. DSP - Caregiver is similar to a STNA role, Home Health Aide, Resident Assistant, or Nursing Home Aide. Skills: Caregiver - Direct Support Professional ( DSP ) - STNA - Resident Assistant - Home Health Aide - Assisted Living Group Home Human Services.
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Expertise with statistical methods for making process development decisions (using JMP, Minitab, or equivalent) As a Staff Process Engineer, Powder Metallurgy, you will play a crucial role in ramping first-of-kind production processes on novel powder furnaces and hydraulic presses.
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Read on to discover more about the role of Nurse Aide! Are you trying to figure out how to balance your job and STNA classes at the same time? Whether you have already completed your STNA classes or you're just starting, we have a position for you.
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Current possible duty locations include: Southeast Region: Key West and Marathon, FL CAMB: Fajardo, Mayaguez, Ponce, PR; and Saint Thomas, VI Your opportunity for final selection is increased based on your flexibility to Enter on Duty at priority duty locations.
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Recruitment Incentive (RI): Upon Entrance on Duty (EOD) in Caribbean Air and Marine (CAMB) locations, you may be eligible to receive a Recruitment Incentive, pending budgetary approval and per the terms outlined in agency policy.
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You’ll receive monthly emails with information about webinars, career expos, and future opportunities with AMO and CBP. You will then be provided with links to the Job Opening Announcements (JOAs) on USAJOBS , the federal government’s official employment site, to complete your application.
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As a software engineer on the Trust & Safety team, you can expect to build systems and products that allow our users to better moderate their shows, help our internal team action and mitigate issues, solve complex systems problems to monitor & detect bad behavior from reams of data, and build solutions that scale to our next 20x of growth.
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Sitting for long periods of timeBENEFITSFREE meal during your shift20% discount on any food purchase at Eat’n Park, Hello Bistro, The Porch, and Parkhurst Dining. § Follows up on identified issues until resolution is reached or problem is referred.
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Drive away is a great alternative for experienced, safety minded drivers who are looking for a little more freedom on the road. TruckMovers drivers are independent contractors and have the freedom to operate on their own schedule.
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Demonstrated experience working on earthwork construction, soil stabilization, environmental remediation, landfill closure projects and/or mass excavation. The Superintendent will plan construction work and provide oversight of the daily operations performed on-site for environmental remediation and earthwork construction projects.
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on demand statistical jobs in Weirton, WV
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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.
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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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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).