Also on Glassdoor: It’s performance review time and whether you’re feeling anxious or confident about the process, there is always that chance that you’ll disagree with your manager’s assessment of your work. And this isn’t unique to junior or mid-level employees. Performance reviews are held throughout the hierarchy of an organization, from the C-suite on down, and no matter what position an employee holds, there’s still the chance that he or she could be rated as “underperforming” or “failed to meet expectations.”However, what happens if an employee disagrees with their review? Is there anything that someone could do to remedy an inaccurate or unfair evaluation? Or is an employee’s fate sealed once a manager clicks “submit”?We turned to career and executive coach Kate O’Sullivan to get expert advice on what steps employees can take if they disagree or dispute aspects of their review.Step #1: Set Emotions Aside & Be Objective“Ask yourself these 4 questions to move forward from a disappointing review,” says O’Sullivan.Which aspects of this review are true and are things that I should really work on?How can I get other perspectives to help me understand the feedback I’ve received?Am I on the same page with my boss about my expectations going forward so that this doesn’t happen again?How will I be measured on my success and what is my process for checking in with my boss frequently so that by the next review there is not doubt we’re on the same page about my performance?Step #2: Follow Up on the Review“When you get a negative review — especially if it comes as a surprise — a very natural reaction is to fight against it either by arguing directly or by immediately making plans to leave your job or company,” says O’Sullivan. “However, there are a few steps it is wise to take before making any major decisions.”Instead of conjuring up the reasons behind the review or dissecting every comment and rating, get more insight. “Set up a follow-up meeting with them, explaining that you were surprised by your review and you would like to discuss further. In the meeting, ask for examples of the weaknesses they brought up, and come prepared with your own examples and talking points. Try to keep an open mind in this discussion— shutting down or getting defensive will make it much more difficult to have an open and productive dialogue.”Step #3: Get Advice From OthersIf you disagree with your manager’s interpretation of your work product or performance, it’s important to get advice from varying viewpoints and colleagues. “Don’t just ask people who really like you or think similarly — they are likely to give you an answer that feels good but perhaps not one that helps you recognize your blind spots,” warns O’Sullivan.“Ask some others who were involved on the project or piece of work — what was their assessment of how you handled it? Would they be willing to get involved in the conversation? There is often a middle ground that can be reached by getting additional viewpoints at the table. You might find that in fact you do have some blind spots or things you could have approached differently, and your boss will likely find that they were missing some key information as well.”Step #4: Don’t Rush to ActionFight the urge to retaliate or react to your performance review the same day, or even the same week, as it was given. Allow yourself time to process both the review, your self-assessment, the follow-up conversation and the inputs of others.“The information gather stage could take a few days or a few weeks depending on how easily it is for you to connect with several people,” says O’Sullivan. “The most important point is to give yourself time to calm down emotionally so that you can see your options in the situation rationally, and to get a variety of viewpoints so you can step back and see the bigger picture.”Step #5: If Needed, Speak to HROnce you’ve gone through the above steps, it’s not out of the question to seek a professional opinion. “If [you] think a review is severely incorrect or based on false information, it would be wise to get either your boss’s superior and/or HR involved, depending on who your resources are within your company,” says O’Sullivan. While large companies will undoubtedly have a human resources department, smaller companies may not. Nevertheless, do some digging to see who is the right person at your office. “If you have HR you can go to, they can often be a helpful resource to help you sort through things more objectively, and they can suggest process improvements to ensure that performance reviews are conducted fairly and accurately in the future.”Step #6: Consider Your FutureUse all the information you’ve gathered to feel empowered and to take steps to advocate for yourself. In some instances, that’s evaluating how you communicate with your boss to ensure a better review and more aligned expectations. On the other hand, this could be the time you consider a new opportunity at another company.Step #7: Plan For Your Next ReviewWhether you decide to change companies or are motivated to continue in your current role, performance review time will come again and O’Sullivan advises that you be read. “By the time you get a review that you disagree with, you’re already behind the ball. Your focus should be on preparing for your next review to avoid this kind of miscommunication happening again.”The key to any manager-employee relationship is clear expectations. “Have explicit conversations with your boss about what is expected of you— what do those deliverables look like, how will you be able to measure when success is achieved? Then make sure that this conversation is documented somehow so you can reference it if need be. A simple email recap after a conversation with your boss can do wonders to make sure you understand each other. Then you have to make sure you connect with your boss regularly to check in on your progress. It’s very easy to get caught up in the day-to-day work and let check-ins slide off the calendar. But it’s in your best interest to make sure that these happen regularly. That said, make it as easy for your boss as possible by coming prepared. Print off your expectations email, come with a self-assessment, and have examples at the ready for discussion. By giving your boss information to react to, rather than walking in and asking a general, “How am I doing?” you’re much more likely to get a detailed and targeted response, and you’re shifting the conversation to facts rather than relying on the memory of someone who likely has hundreds of things on their mind.” 10 Big Mistakes New Managers Make & How to Avoid Them
Sales Associate Belle Tire Auburn Hills, MI Sales Insurance Broker The Summers Family Services Remote 23 hours ago 23h 4.2★ 3.1★ Sales Specialist Sumitomo Riko Bluffton, OH N/A 3.8★ N/A 23 hours ago 23h Sales Consultant US Auto Sales Charlotte, NC 23 hours ago 23h Sales jobs often stink. Maybe the service delivered isn’t exactly what you described, or your sales quota is sky high. That’s probably why it takes an average of 41 days to fill technical sales positions yet only 33 days to fill similar jobs in other fields.But some people were born to sell. If you’re that person — the right combination of confident and tenacious — you may be thinking, “What is this guy talking about? I literally just applied for four sales positions.”That’s great. The key, though, is to make sure you’re applying to a company that’s the right sales fit for your personality and skill set. Trust me: You want your job to be the right fit. Employees in stressful work situations report more serious health issues than those at positive companies.A wide range of factors determine whether a job is going to be a good match for you. Don’t just look at the salary and benefits — consider the company culture, whether you can see yourself there long-term, and whether the company’s mission aligns with your own values.Are your potential co-workers more introverted or extroverted (and it can go either way with salespeople)? Are they collaborative and honest? Will they give you the feedback you need? If you find a job that meets all of your requirements, you’ll want to ace the interview to show that you’re the right fit. Here are four ways to help your interviewer see that you and the company are a perfect match:1. Treat the interview like a sales call.Any sales book or training system will tell you that the best sales calls are when the prospect talks more than the salesperson. So why should an interview be any different? Out of hundreds of interviews I have conducted, just one candidate for a sales position started her interview by asking me a question. I hired her almost immediately.When interviewing for a sales role, you need to be able to sell your interviewer on your ability to do the job. Prepare for the interview as well as you would a sales call. Know your stuff. Be prepared to answer questions about competition, pricing, etc.2. Showcase your experience as the right experience.My company (and there are plenty like it) never hires Millennials with no sales experience. There’s a real benefit to hiring someone who has sold another product and now wants to sell mine.Even if you don’t have traditional sales experience, make sure you can package some of your other experience as relevant to sales. In addition, I love when candidates have read (or at least heard of) the same sales books that I have. Some of my favorites that are good reads for both experienced and inexperienced salespeople are “The Challenger Sale” and “Pitch Anything.”6 Jobs With No Experience Needed3. Be ready with great sales success stories, not just goals met.Employees measure success differently, but those metrics reveal a lot. Résumés that mention 360 consecutive quotas met don’t impress me. Who set the quota? What was the product? What were your incentives?I want to hear a good sales success story. So when the time is right, tell a story that shows that you get it. It’s very telling to hear what people consider successful. Do they understand that success isn’t necessarily just a sale, but rather a loyal customer? Hearing how they determine and achieve success not only shares a good sales story, but it also reveals what is important to the candidate.Prepare an anecdote that reveals a deeper level of understanding: Lots of sales this month are good in the short-term, but a good relationship is forever. Those kinds of people understand how to succeed, regardless of whether they’ve done it yet. 40 Interview Questions You Should Be Prepared to Ask & Answer4. Show that you can find leads yourself.It’s one thing to close deals that were referred to you or were generated from SEO or web leads. It’s quite another to close deals that you prospected from scratch: deals you took all the way from stranger to customer. When I am interviewing a sales candidate, I want to hear that you can execute on this — that you are not an account manager (nothing against account managers, of course). If you’re going to be a salesperson, you need to show that you can run a process that takes a prospect from total stranger to customer. This way, even if your leads will be generated from referrals or search, you’ve shown that you can close.Sales is not for everyone. But people with the right talents and experience can thrive in the field. If you think it’s the right job for you, use these tips to nail your next interview. 23 hours ago 23h Sales Professional Ben Bridge Jeweler, Inc. Portland, OR Roofing Sales Matt’s Roofing and Gutters Remote SALES Keller Williams Loves Park, IL 23 hours ago 23h Sales Inspector Clark Pest Control Modesto, CA Available Sales Jobs 23 hours ago 23h N/A 3.7★ 23 hours ago 23h 23 hours ago 23h 3.8★ Jeff Winters is founder and CEO of Sapper Consulting, which replaces cold calling for its clients. It’s cooler than it sounds. Sales Associate Eclipse Marketing (MI) Dearborn, MI See more Sales jobs 3.1★ Sales Representative Airemaster of Las Cruces NM El Paso, TX 23 hours ago 23h 4.2★ 23 hours ago 23h
Also on Glassdoor: When the patience is low and the stress is high, when you want to smile but you also just want to cry, you may let unprofessional words and phrases slip out. We’ve all been there. Work can be challenging. And juggling coworkers and bosses can sometimes seem like climbing up a downward-moving escalator.It’s in these moments, that you must keep your cool. Whether you need a woo-sah moment or need to head to the onsite gym to sweat it out, try your hardest to maintain a calm, collected disposition at work.I recently read “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job” by Lynn Taylor and it opened my eyes to the words and behaviors that are downright dangerous to a career. It inspired me to come up with the 8 things to never say in a meeting.Banish these phrases before it costs you your brand.1. BiglySure, a certain someone is tossing this word around left and right, but don’t drop this during your next staff meeting.“Having good language skills is crucial not only to effective communication and trust – but your career, too,” writes Taylor. “So it’s worthwhile to find original words – and ways – to be authentic and professional with your team and managers.”2. Conversate“As a CEO or senior manager, you wield tremendous influence to seize the opportunities presented here — to create an exuberant workforce and increase profitability,” writes Taylor. Don’t undermine your success or your influence by poor diction. For the record, yes ‘conversate’ is a word, but most people use it incorrectly. When in doubt, stick with ‘converse’ or ‘speak with.’ You’ll avoid any odd looks of confusion.21 Words To Never Include In Your Resume3. Bro, Dude or HomieYou’re no longer in college and this isn’t fraternity row. Instead of addressing your male colleagues as ‘bro’ consider simply using first names. You’ll still be likable and cool, we promise.4. Trust meBusiness is based on mutually beneficial relationships and trust. However, using the phrase ‘trust me’ either in negotiations or when taking on a difficult project can make you sound the opposite of trusted. In fact, those who use this phrase are often not to be trusted to deliver on their promise. “Trust is the cornerstone of any sustainable business relationship, so it’s worthwhile to find original words – and ways – to be authentic and professional with your team and managers,” insists Taylor.5. That’s crazyBeware of snap judgments or potentially offensive remarks like this one. Whether directed at a person or an idea brainstormed in a meeting, ‘that’s crazy’ reeks of discrimination and makes you look extra ‘judgy’. According to Taylor, using phrases like ‘that’s crazy,’ ‘how stupid,’ and ‘that’s dumb,’ can show your true weaknesses. “Emotional intelligence in the workplace seems like a buzz term…but your ability to regulate your own emotions for better interpersonal relations can be the difference of having a great career versus a good one,” she says.“Not having emotional intelligence is sure to slow your professional growth. The workplace is a fabric of people who can only move their projects forward with the support of others. In a macro sense, a team with strong emotional intelligence can mean millions of dollars added to the bottom line.”15 Words and Phrases to Never Include in a Cover Letter6. SynergyWords like ‘synergy’ and ‘wheelhouse’ are completely overused lingo. While they are fine to use occasionally, steer clear of overused words. Dropping these in meetings can make you look as though you are trying too hard and not truly genuine. Stick to your lexicon and ditch the buzzwords.7. IrregardlessWhile many insist that this is not a real word, it is referenced as a nonstandard word in major dictionaries. Nevertheless, the double negative (“ir-” and “-less”) just sounds bad. Stay away from words that are made-up vernacular that may have slipped into common conversation but don’t really belong. Instead, just say ‘regardless,’ ‘in spite of,’ ‘nevertheless,’ or even ‘notwithstanding.’ Rule of thumb: if you’re not sure about the validity of a word, don’t use it.8. That’s not my jobLast but not least, this is a phrase you should never, ever utter at work unless you’d like to be unemployed. Sure, it can be dreadful to be assigned a task that isn’t technically in your ‘wheelhouse,’ however, answering your manager or the team with the response ‘that’s not my job’ is not a smart move.This phrase and its cousins — ‘I’m too busy’ and ‘Can’t someone else do it’ — are surefire ways for your performance review to go a little something like this: “While you’ve excelled at your individual work, I’m really worried that you’re not a team player and that you are unwilling to collaborate on projects for the good of the team and the company. Given this, I’m not sure whether XYZ company is the place for you.”Avoid that conversation entirely by simply making note of the assignment, then having a chat with your manager one-on-one to discuss your workload and the upcoming project.“If you like your job and want to advance, but feel like you’re sometimes your own worst enemy, take a step back,” advises Taylor. “There’s only one thing that can sabotage anyone from achieving greatness – and conversely catapult anyone to the top. Ourselves.”LEARN MORE! Check out Lynn Taylor’s book Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job We Asked 750 Hiring Managers What Makes a Candidate Irresistible, Here’s What They Said
23 hours ago 23h 5.0★ N/A 3.2★ RN, Registered Nurse – LPOHH 3 CICU *Sign on Available CHRISTUS Health Tyler, TX 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Certified Nursing Assistant (Part Time) Genesis Healthcare Agawam, MA Residential Service and Sales Plumber George Brazil Plumbing & Electrical Phoenix, AZ Maybe you’ve just gotten word that there’s a new job opportunity opening up at your company. Maybe you are thinking of shifting industries and want to explore a new career track. Perhaps you’ve been offered a job already, and you’re trying to assess whether the pay matches your skills and experience. Whatever your situation, if you’re looking for a new job, there’s probably one big question on your mind: What’s my salary going to be?“Even when the money on offer is enough to live on, you need to figure out if it’s an amount worthy of your knowledge and skills and whether it’s in line with the local market. Look at the financial package on the whole,” says Rebecca Knight, an author for the Harvard Business Review. You need to know your worth relative to the context of the job, so that you can have an idea of whether the salary offered is fair, and also have a better sense of what leverage you can use in a negotiation. Here’s how!1. Do your online researchFirst, you need to get a sense of what people in your same position would make. This is not only limited to the same type of position – “office manager”, for example – but also your location. Being an office manager in Kansas yields a different average salary than being an office manager in San Francisco does. Also, your years of experience count. Someone who’s been an office manager for 10 years is more likely to land a higher salary than someone who’s just becoming an office manager this year. To get a sense of what the ballpark salary is for the type of position you’re eyeing, a simple search on Glassdoor’s salary search tool will give you a baseline idea. Then drill down by comparing the average compensation with your market worth. How do you find out your market worth, you say? Use Glassdoor’s Know Your Worth, which gives you a personalized estimated market value, what others in your field are being paid, as well as the open jobs available. Once you have a ballpark for your market worth, you’ll be able to compare that with what the average salary for the position you’re vying for is. Plus, many job openings on Glassdoor will reveal a salary estimate which allows you to know how much a role can pay before you apply. #Transparency.Get Paid Fairly! Try Know Your Worth Today2. Do your in-person researchOn top of what the internet can tell you, it’s also important to get as full a picture as possible by talking to people within the and in the industry. There may be specific factors at play that lead to a company offering a certain salary that you weren’t expecting. Reaching out to people through your professional network or over social media can help you get more insight into whether you think the salary a company is offering is fair or not. 3. Decide if you’ll negotiateIf your market worth is higher than the salary you’re being offered (or even if it’s not higher!), this might be a time to consider negotiating. Knowing the general range of salaries for people in your position will give you leverage in your negotiation. But also keep in mind that the market worth you’ve calculated for yourself might not factor in the overall benefits package they’re offering. It also might depend on the size of the company or how long it’s been established for. The bottom line is that you should be able to explain why you deserve a pay increase. Come prepared with the research and the right questions, and be confident.4. Think about what other benefits matter to youAt the end of the day, salary is certainly an important factor in why we choose a job. But it’s one factor among many. There are also many other reasons why we might take a job – personal fulfillment, a great location, ideal work-life balance, opportunities for future advancement, just to name a few. Think about the benefits outside of salary that you’ll get, too, when you’re making your ultimate valuation of a job. There are many forms of variable compensation from cash bonuses and tips to commissions and equity that could influence your base salary. In addition, some companies offer comprehensive benefits, including medical and dental benefits, paid time off, commuter subsidies and more. These are all important considerations in negotiating.QUIZ: Is Now The Right Time To Re-Negotiate Your Salary?5. Ask and let the company revealOne of the biggest mistakes we make as job seekers and employees is not asking direct questions to the hiring manager or HR person. Be confident and ask for the salary range for a position or role. According to a 2016 Glassdoor site survey, the #1 piece of information job seekers want employers to provide as they research where to work is salary/compensation. Recruiters know this and they expect the question.If you’re job hunting, remember one of the most important rules of thumb to salary negotiations: you do not have to tell employers what you are or were earning at your previous company. Let the employer make the first offer, then you can follow it up with a higher number, and further showcase why you not only deserve to be hired but that you deserved to be hired at a better pay rate because of the value you are bringing to their team.Remember, the most important way to figure out your salary in your next job is to be equipped with as much information as possible. Recruiters and hiring managers appreciate and respect informed candidates, plus those with information are better equipped to make better decisions to find a job and company to fit their lives.Browse Open Jobs 3.1★ 23 hours ago 23h 23 hours ago 23h Grounds Technician Edward Rose & Sons Waterford, MI Director of Content Strategy Ozmo Blacksburg, VA 3.6★ 2.8★ 3.4★ Dentist James A. Burden, D.D.S. & Associates Williamsburg, VA Licensed Practical Nurse LPN Towne Nursing Staff New York, NY 23 hours ago 23h 23 hours ago 23h 3.4★ Fiber Build Project Manager Verizon Lewis Center, OH 23 hours ago 23h 3.7★ 23 hours ago 23h 2.6★ Restaurant Manager Red Lobster Saint Louis, MO Dietary Aide EmpRes Healthcare Management Missoula, MT
See more jobs at Masergy Communications 4.3★ 4.8★ Experiential Marketing Manager E. & J. Gallo Winery Modesto, CA See more jobs at Aegis Living 23 hours ago 23h Regional Sales Manager Oshkosh Corporation Portland, OR Solutions Engineer Masergy Communications Southeast Owasco, NY 23 hours ago 23h See more jobs at Sprout Social Web Engineer Sprout Social Chicago, IL Available Jobs at E. & J. Gallo Winery Utility Clerk E. & J. Gallo Winery Modesto, CA Backend Engineer – Customer Support Experience Spotify Stockholm Engineer – Mobility Systems Oshkosh Corporation Oshkosh, WI 4.5★ SMB Account Executive Sprout Social Chicago, IL Full-Time Server Aegis Living United States Housekeeper – Full-time Aegis Living Seattle, WA 4.5★ 4.1★ 23 hours ago 23h 4.4★ 23 hours ago 23h Sr. Manager UC Service Delivery Masergy Communications Plano, TX 4.3★ 23 hours ago 23h 4.1★ 4.2★ 4.1★ 4.5★ Part Time Tasting Room Representative – Columbia Winery E. & J. Gallo Winery Woodinville, WA 4.5★ See more jobs at NASA Jet Propulsion Laboratory 23 hours ago 23h 3. Oshkosh CorporationCompany Rating: 4.0Where Hiring: Oshkosh, WI; Blair, NE; Garner, IA; Appleton, WI; Dodge Center, MN and more What They Do: “Oshkosh Corporation is a leading manufacturer and marketer of access equipment, specialty vehicles and truck bodies for the primary markets of defense, concrete placement, refuse hauling, access equipment and fire & emergency.”What Employees Say: “Who wouldn’t want to work for a company that builds grown up toys. Firetrucks, military vehicles, cement mixers, and much more. There is a culture [that is] flexible for hours, easy to communicate with leadership, and excellent opportunities for growth. Offers Great benefits. Company always wants to be what’s best for people, community, and area.” —Current Executive Assistant Channel Sales Manager (Future Opportunities) Nextiva Chicago, IL 23 hours ago 23h 11. NASA’s Jet Propulsion LaboratoryCompany Rating: 4.1Where Hiring: Pasadena, CAWhat They Do: “[NASA Jet Propulsion Lab] is a place where science, technology and engineering intermix in unique ways: to produce iconic robotic space explorers sent to every corner of the solar system, to peer into and beyond the Milky Way galaxy and to keep a watchful eye on our home planet. Analyzing the data pouring back from these machines’ emissaries, scientists around the world continue to discover how the universe, solar system and life formed and evolved.”What Employees Say: “This is a place where your work, without hyperbole, can change the future of human exploration. There is no place on earth that does what JPL does. People love their work and stay here for a very long time.” —Current Computer Scientist 23 hours ago 23h Ramp Agent-Part-Time Southwest Airlines Company Pittsburgh, PA 23 hours ago 23h Available Jobs at LiveRamp 23 hours ago 23h 4.2★ There are good companies to work for, and then there are great companies to work for. Sometimes, they can be tough to identify — there’s no one recipe for a perfect company — but Glassdoor makes it easier. With company ratings, you get a multi-dimensional look at what real employees across multiple job functions, teams, and often locations, think. With that many different people and personalities to please, though, scoring an excellent rating is certainly no easy feat!However, these 11 companies below seem to have cracked the code. Whether due to their competitive salaries, awesome perks, or just a certain je ne sais quoi about them, they’ve all achieved overall ratings of 4.0 or greater — well above the average score of 3.3. Ready to join a workplace that goes above and beyond? Check out these 11 companies below.1. Sprout SocialCompany Rating: 4.9Where Hiring: Chicago, IL; Washington, DC; New York, NY and moreWhat They Do: “Sprout Social develops and delivers social media engagement, advocacy and analytics solutions for leading agencies and brands. We’re relentless about solving hard problems, building elegant software and ensuring customer and team success.”What Employees Say: “I’d be repeating many of the same things that others have in past reviews, so I want to focus on the company culture from a broad perspective. It is, without a doubt, one of the strongest and most harmonious teams I’ve ever been part of. Sprout has created an environment that brings out the best in each individual, both as an employee and as a person. It starts from the top and the attitude of senior leaders is incredible. It makes it easy to understand how that results in such a positive work culture.” —Current Product Marketing Employee 23 hours ago 23h 9. Southwest AirlinesCompany Rating: 4.1Where Hiring: Baltimore, MD; Warwick, RI; Denver, CO; Dallas, TX; Kenner, LA; Indianapolis, IN and moreWhat They Do: “Southwest is one of the most honored airlines in the world, known for a triple bottom line approach that contributes to the carrier’s performance and productivity, the importance of its People and the communities they serve, and an overall commitment to efficiency and the planet.”What Employees Say: “There is no other job out there like this one! It’s amazing! Having about 18 to 19 days off in a month you are able to have so much freedom and even maybe pick up a different part time job, go back to school, etc. In my opinion this is the best airline to work for. You are a customer to them and not many companies view you as that[…] I received a birthday card from the CEO, a happy one month, and a lot more. Plus you get to travel and meet awesome new people and see the world! And the pay is the best in the industry. I have nothing bad to say about this fantastic company!” —Current Flight Attendant 5. Trek BicycleCompany Rating: 4.0Where Hiring: Waterloo, WI; Saint Louis, MO; Corte Madera, CA; Madison, WI; Highland Park, IL and moreWhat They Do: “Trek Bicycle Corporation is a global leader in bicycle design and manufacturing. From the original hand-built steel touring frames introduced in 1976 to the revolutionary OCLV Carbon first introduced in 1992, Trek’s passion for innovation, quality, and performance leads the industry with next-generation thinking and cutting-edge technology.”What Employees Say: “I actually look forward to going to work every single day at Trek. This is true even on days when I know I’ll have a busy schedule and on days when I know I’ll have to hold high priority, potentially difficult meetings. Trek is full of wonderful people who work hard, play hard, and support each other every single day.” —Current Project Manager Sr. Engineer Oshkosh Corporation Oshkosh, WI Guide Services Coordinator Trek Bicycle Corporation Madison, WI Store Manager Trek Bicycle Larkspur, CA 23 hours ago 23h 23 hours ago 23h 4.5★ 23 hours ago 23h 3.1★ 4.4★ 3.1★ 8. NextivaCompany Rating: 4.2Where Hiring: Scottsdale, AZ; San Francisco, CAWhat They Do: “Nextiva simplifies the way businesses communicate. We acquired our first customer in 2008, and today over 150,000 businesses across the United States use Nextiva. Our team consists of over 700 talented people that embrace Amazing Service.”What Employees Say: “Management and teams will treat you like family and do anything necessary to help you out. A team environment. Awesome benefits and perks. Uncapped commission and the potential to make great, consistent money. Awesome work/life balance.” —Current Senior Account Executive 6. SpotifyCompany Rating: 4.5Where Hiring: Stockholm, Sweden; New York, NY; Toronto, Canada; Boston, MA; Paris, France; Tokyo, Japan and moreWhat They Do: “We’re pioneers. Our industry sector didn’t exist before we arrived. Nowadays, when people think music streaming, they think Spotify. And we’re not done yet, nowhere near. Our mission is to give a million artists a way to live off their creative work, and to entertain and inspire a billion fans.”What Employees Say: “West Coast Perks, Swedish Work Life Balance, Boston Culture. What’s more to ask for?” —Current Employee Available Jobs at Spotify 3.1★ 23 hours ago 23h 4.5★ Director of Engineering – Platform SDKs Spotify Stockholm Editor – Middle East and North Africa Spotify Dubai Available Oshkosh Corporation Jobs at Oshkosh Corporation 4.2★ Supervisor Tech Ops Supply Chain Southwest Airlines Company Dallas, TX 3.6★ Caregiver PM SHIFT Aegis Living Moraga, CA See more jobs at E. & J. Gallo Winery 4. MasergyCompany Rating: 4.6Where Hiring: Plano, TX; San Francisco, CA; New York, NY; Los Angeles, CA; Dallas, TXWhat They Do: “Masergy owns and operates the largest independent Software Defined Platform in the world, delivering hybrid networking, managed security and cloud communication solutions to enterprises around the globe.”What Employees Say: “I didn’t believe the reviews on Glassdoor, at first. Too good to be true, right? Not this one. Masergy is the best company I have worked for in the seventeen years since I entered the workforce. Masergy leadership says they put customers and employees first, and they really mean it.” —Current Tier I NOC Mid-Market Account Executive Sprout Social Seattle, WA 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h SaaS Sales Development Representative Nextiva Scottsdale, AZ 23 hours ago 23h 4.5★ 4.3★ Assembler Trek Bicycle Corporation Waterloo, WI 7. E. & J. Gallo WineryCompany Rating: 4.3Where Hiring: Modesto, CA; Elizabeth, NJ; Healdsburg, CA; Sunnyside, WA; La Grange, NC and moreWhat They Do: “We are recognized as one of the leading global producers of [wines, spirits, and other alcoholic beverages], both in the art of grape growing and wine and spirits making and also in the distribution and marketing of these products in more than 90 countries around the globe.” What Employees Say: “High expectations with flexible schedule. The training is awesome and the people you work with are just as good. Creates a very healthy motivating environment.” —Current Field Marketing Manager 4.3★ Available Jobs at Nextiva 4.8★ Accounts Receivable and Billing Specialist Nextiva Scottsdale, AZ Postdoc research opportunity in unraveling earthquake cycle processes using InSAR and GNSS time-seri NASA Jet Propulsion Laboratory Pasadena, CA Available Jobs at Masergy Communications 23 hours ago 23h Product Security Engineer LiveRamp San Francisco, CA 23 hours ago 23h See more jobs at Spotify 23 hours ago 23h 10. LiveRampCompany Rating: 4.5Where Hiring: San Francisco, CA; London, EnglandWhat They Do: “LiveRamp is the industry leader in identity resolution. We connect and unify data from the world’s largest companies at a person-centric level, allowing advertisers to deliver relevant, tailored experiences to specific audiences across all of their devices.”What Employees Say: “LiveRamp is a high growth company that provides employees opportunities to wear many different hats, tackle interesting projects, work across multiple departments. We still maintain a very high caliber for talent which leads to us hiring more slowly than we would like but overall strong contributors and teams. Flexible working hours, unlimited PTO, remote work options and good medical benefits.” —Current Employee How to Become the Candidate Recruiters Can’t Resist Available Jobs at Southwest Airlines Company 23 hours ago 23h 4.5★ Available Jobs at Aegis Living 23 hours ago 23h 4.8★ 23 hours ago 23h 4.4★ See more jobs at LiveRamp Available Jobs at Sprout Social 4.3★ 23 hours ago 23h See more Oshkosh Corporation jobs at Oshkosh Corporation Available Jobs at Trek Bicycle Lead Program Manager LiveRamp San Francisco, CA 23 hours ago 23h Business Consultant Performance Southwest Airlines Company Dallas, TX 4.5★ 2. Áegis LivingCompany Rating: 4.2Where Hiring: Seattle, WA; San Francisco, CA; Ventura, CA; Kirkland, WA and moreWhat They Do: “Áegis Living is a national leader in assisted living and memory care, providing the finest in senior lifestyle and living options available.”What Employees Say: “I recently completed the one year mark as a General Manager for Aegis, and I couldn’t be happier. This is a company that ‘walks the walk’ of having a strong, distinctive company culture and I am appreciative every day of having the privilege of working with such a supportive team.” —Current General Manager 23 hours ago 23h 23 hours ago 23h Ask a Resume Writer: Where Do I Start? See more jobs at Trek Bicycle 4.3★ Available Jobs at NASA Jet Propulsion Laboratory 3.6★ Electronic Systems Failure Analysis Engineer III NASA Jet Propulsion Laboratory Pasadena, CA See more jobs at Southwest Airlines Company 23 hours ago 23h Digital Media Technician NASA Jet Propulsion Laboratory Pasadena, CA 23 hours ago 23h Inside Account Manager Masergy Communications Plano, TX Also on Glassdoor: 23 hours ago 23h 23 hours ago 23h 3.6★ Threat & Vulnerability Management Lead LiveRamp New York, NY See more jobs at Nextiva 21 Words To Never Include In Your Resume
3.9★ Clinical Data Manager – Prostate Cancer Clinical Trials Consortium (PCCTC) Memorial Sloan-Kettering Cancer Center New York, NY 3.9★ Available Jobs at Memorial Sloan Kettering Cancer Center Time and Attendance Analyst (Workday/Payroll) Memorial Sloan Kettering Cancer Center New York, NY PART-TIME Advanced Practice Provider (Physician Assistant or Nurse Practitioner) – Surgical Oncology Memorial Sloan-Kettering Cancer Center Commack, NY Cisco Unified Comm Engineer Memorial Sloan-Kettering Cancer Center New York, NY 3.9★ 3.9★ Manager, Nursing Support Services Memorial Sloan-Kettering Cancer Center New York, NY 23 hours ago 23h Lab Technologist I – Cell Marker Lab Memorial Sloan-Kettering Cancer Center New York, NY 23 hours ago 23h 23 hours ago 23h 3.9★ 23 hours ago 23h 23 hours ago 23h 3.9★ 3.9★ See more jobs at Memorial Sloan Kettering Cancer Center Research Regulatory Associate – Breast service, Department of Medicine Memorial Sloan-Kettering Cancer Center New York, NY 23 hours ago 23h 23 hours ago 23h 3.9★ 23 hours ago 23h 23 hours ago 23h Computational Biologist I and II Memorial Sloan-Kettering Cancer Center New York, NY If it was up to Dr. Craig Thompson, he’d be unemployed by this time next year. He’s working towards it, in fact.As the President and CEO of Memorial Sloan Kettering Cancer Center, Thompson leads 19,000 individuals who are all hoping to eradicate cancer, thus putting MSK out of business. As they research, treat and manage patients with hundreds of variations of cancer, Memorial Sloan Kettering clings to their mission and pushes themselves to deliver for both patients and employees. Leading the charge is Dr. Thompson.With a 99% CEO approval rating, Dr. Thompson is the highest ranked healthcare leader on the 2017 Highest Rated CEOs list. While he humbly says that his work is in service to others, Dr. Thompson’s employees highly regard the culture of care that he has built. “Powerful mission and ambitious leaders, advanced clinical care, pride in research,” says one clinical research supervisor. A phlebotomist adds: “Great company culture, management is awesome, benefits and perks are great, work is rewarding, coworkers are hard working, knowledgeable and are all there for one purpose [—] saving lives!”Glassdoor’s Amy Elisa Jackson spoke with Dr. Thompson about his role as President/CEO, how he fosters employee engagement in the face of The Big C, and what types of candidates he looks for to join MSK.Glassdoor: Congrats on earning a spot on the Highest Rated CEOs list. You must feel so appreciative to your staff and employees for recognizing your leadership in this way.Craig Thompson: I have had the privilege for the last seven years of leading an extraordinary organization and so I guess what it means to me [is] that I’m really pleased that my fellow employees believe I’m pulling my weight.Glassdoor: How would you define leadership as it pertains to heading MSK?Craig Thompson: Everybody comes here to [take part in] our mission which is to really help patients and their families face a diagnosis of cancer. Everybody comes here with a very ripe motivation. They know what we’re doing. They know why we’re doing it. My real role in leadership is to try to get the best out of everyone by aligning their talents with the organization’s mission and culture. Everybody can find a unique role for their talents within this very large organization that we have.Glassdoor: However, you aren’t just a CEO. You’re also a researcher and a physician. How does that shape and inform your leadership?Craig Thompson: When we started in 1884, 133 years ago, most people didn’t believe cancer was a separable disease. We had been focused as an organization [on] finding out what was at the root, the cause of cancer. Now we know cancer is multiple diseases. We are engaged in very fundamental research in the laboratories here to try and understand 400 different types of cancer and to develop the optimum treatment to develop strategies to both prevent and treat patients. That is our research mission.Our clinical care mission, since 1884, is to really give cancer patients and their families hope. Today two-thirds of cancer patients are doing well. They’re back with their families five years after a diagnosis.Finally, we have an educational mission which is that every year we train about 1,500 doctors and nurses in the best practices of cancer care. They leave us to go throughout the country, throughout the world actually, to engage in taking care of people in the locations where they start their practices. It’s an organization where we have to have the expertise of a physician. We have to have an expertise [in] research and we have to understand 16,000 people come work here to fulfill those three missions, and it has to have the organizational abilities to support all the structures of a large company. We’ve got to have HR. We have got to have retirement benefits. We have got to understand that people come to work. They will work very hard on our mission, but ultimately they hope to earn a salary and to get personal satisfaction in a way that they can be proud of what they have done and still put a roof over their family’s heads and be able to put food on the table.Glassdoor: Aside from the mission, how do you inspire your teams and ensure employee engagement? Cancer isn’t easy to research, treat or cope with. How do you motivate in spite of it all?Craig Thompson: I try to make sure that everyone that comes to work here has what they need to complete their job successfully every day. We have 16,000 employees and they all come to work believing that they run Memorial Sloan Kettering Cancer Center. Every day they can go home knowing that they delivered on the promise that they started the day with — to help patients and their families, to engage in bringing a new therapy…. to teach interns and residents and nursing students what it is to care optimally for cancer patients.What is really great is the ownership that everyone has for the individual part of our mission that they oversee. My job is to help solve the problems when people don’t have what they need to provide optimal care. It’s really making sure that we distribute the resources so that everybody can do [optimally] at their job.Glassdoor: Tell me about a time when you felt truly rewarded by being CEO.Craig Thompson: We just had the retirement of a senior physician last night who has [been here for] 40 years of his career. When he started, young men with testicular cancer always died of their disease. We saw one of his patients from 40 years ago at the dinner last night. He told us about it. We expect 95% of young men with testicular cancer today to be cured. That has happened in his lifetime. It’s been an incredible boost for all of us with his leadership and that part of our organization to have participated in the innovation to do that.My job is to keep us focused on that because there are still cancers that we don’t do tremendously well with. There are still cancers that we haven’t yet gotten ahead of. Brain cancer, for an example, or pancreatic cancer, where we still don’t have the optimal therapies to help every patient.Glassdoor: What do you look for in candidates you hire? What makes someone MSK material?Craig Thompson: What we look for is people that are curious. People that want to understand and improve health through understanding cancer… two real skills that are hard to balance. People that show that high level of common sense but at the same time, they have to be ambitious for what they want to achieve. The status quo in cancer care is not good enough for anybody. If they come in saying, “I just want to be able to do what we do today,” that is not enough. We want them to be pushing the boundaries. We need to get better. Right now we do about half as well as we all hoped in helping patients and their families.One thing that we say repetitively here at the organization that I say maybe too frequently but is a constant reminder for all of us: There is no organization of our size who works every day to put ourselves out of business as faithfully and as frequently as we do. Everyone in the organization will be thrilled if we put ourselves out of business.Glassdoor: I like that! Thrilled to be out of business, indeed. Now for a fun one, what was your first job?Craig Thompson: I grew up in a military family. My dad after World War II was lucky to take an exam and get into the Coast Guard Academy. He was the first in his family to go to college and he became a career Coast Guard officer. We moved around the world and he was more often than not loaned to the Navy. We lived on Navy bases. My first job was on an island in the middle of Pearl Harbor called Ford Island. My front yard was the aircraft carrier docks for the Pacific Fleet. Me and my friends sold coconuts to the new recruits who came for their first time to a tropical island. We would go around and collect the coconuts that [had] fallen off the trees on the island, then bring them in wagons and sell them for a quarter apiece to the sailors. It was a great business.Glassdoor: Ha! What a creative business.Craig Thompson: The lesson I learned from that was interesting. After about a year of doing this, my friends and I realized that the hardest thing about coconuts, if you’ve ever seen a real one, is you’ve got to get the husks off. So we had little hatchets and spent a week before the next aircraft carrier was coming in dehusking all the coconuts. It was double the work, so we could double the price because we were providing value. We were going to charge 50 cents. But when we went to the docks, we didn’t sell a single coconut because every young sailor that came off the ships had seen a dehusked coconut in their supermarket in their hometown. They had never seen one with the husk still on. The value was actually in seeing something that they have never seen before. That is what we’ve been selling them. We just didn’t realize it. Very valuable lesson. Clinical Nurse_ Vascular Access Team Memorial Sloan-Kettering Cancer Center New York, NY Supervisor, EEG Memorial Sloan-Kettering Cancer Center New York, NY 23 hours ago 23h 3.9★ 3.9★
I began my career in production at ABC before moving into sales, and then into corporate communications at CBS Corporation. Shortly after I joined CBS, I also started working as an adjunct communications professor, all before I turned 23.I was fortunate early on in my professional journey to find models of success – people to whom I could relate, and who inspired me with their passion and focus. I looked to them for guidance. Eventually, I identified deliberate behaviors which had helped them flourish in their personal and professional lives, and I crafted a personalized roadmap for a successful life of my own. I spent a lot of time reflecting on and evaluating my goals and tactics – a strategy I share with my graduate students and mentees today. I often speak with them about how they can take actionable steps towards achieving their own goals. Here are the steps I believe are necessary to take your dreams into drive. Ready? Let’s go.1. Create a personal vision and mission statement.Tracking personal progress is, without a doubt, easier when you have a roadmap. That’s why I recommend creating both a vision statement and a mission statement. They serve two distinct functions. A vision statement speaks to your future and answers the question: “If I were to achieve my personal goals, what would my world look like?” This provides an image of your ideal future. A mission statement is your personal “how-to,” outlining the process by which your vision will be achieved. This tangible, detail-oriented resource describes what you do and your overall intention. It keeps you on track with your goal and communicates your direction. With your vision and mission statements top of mind, it’ll be easier to figure out what you need to do to accomplish your goals.3 Steps to Define Your Career Mission Statement2. Hustle!Be a go-getter and innovator. Invent new avenues for yourself, approach tasks creatively, discover new opportunities for growth, and strive to be enterprising. I regularly look for new opportunities to expand my reach and sharpen my skills. I have often done this in my career by volunteering (which you can do inside or outside of your day job). Every promotion I have received has been a result of me volunteering to take on more work and responsibility without asking for additional compensation. When you raise your hand, you put yourself in a position to learn from someone who appreciates your time and optimistic attitude. When you go above and beyond your requirements, that’s when you can add new expertise to your resume and become a leader on key projects. This is when you are seen as invaluable. By discovering new opportunities for development and visibility, you put yourself in a position to score and win.3. Have a team.Ideally, your team should include a mentor, sponsor, and friend. A mentor is necessary to guide your direction based on your personal mission and vision. Your mentor doesn’t have to be in the same industry or field as you, but should be able to encourage and support you. A sponsor, on the other hand, should be someone in your industry who can promote and refer you for positions in your field. By singing your praises, this person will elevate you personally and professionally. Next, choose a true and reliable friend who will be honest, forthcoming, and encouraging. They say your network is like a bank and withdrawals are dependent upon your contribution. Make sure to give your team updates on your growth, but also see how they are doing. Hear something interesting about their company? Do they have personal news – a promotion, celebration, industry update, or a cool current event they are linked to? Offer yourself up for assistance. What goes around comes around. Give and you will receive.4. Show and tell.Organically brand yourself and, without being boastful, let people know what you’re doing and how you’re doing it. When someone asks you, “What do you do?” do you simply tell them your job title? You shouldn’t! Instead, identify your unique strengths and your tagline. For instance, as a communicator and educator, I have “the gift of gab” and am an innovative storyteller. The inimitable descriptions of what I do speak to my day-to-day roles as a communications expert and an adjunct professor. The next time someone asks you about your profession, be sure to expand on your answer in your own unique way.How To Craft An Irresistible Elevator Pitch (& Deliver It Like A Pro)5. Be audacious, enjoy yourself, and have fun.New opportunities will fall into your lap when you are having the time of your life. I have had countless career-changing conversations that have happened over coffee, lunch, or drinks with people in my network. These were not “work” meetings – just moments to touch base and catch up. Even so, the end result enhanced my career. Be adventurous, travel, dance, smile, and do things you will be talking about for generations to come. After all, some of your best ideas will unexpectedly emerge when you give your brain a rest.This article originally appeared on The Well, Jopwell’s digital magazine. The Well is the digital magazine of Jopwell, the career advancement platform for Black, Latino/Hispanic, and Native American professionals and students. Subscribe to receive weekly stories and advice in your inbox.
9. Financial Reporting ManagerLocation: Pleasanton, CAWhat You’ll Do: “Manage the worldwide Financial Reporting Controls process, supporting the cross functional process and sub-process owners (domestic and international) through process changes, completion of quarterly self-assessments and successful year-end external audits (40%). Lead select change management initiatives, such as system implementations, ensuring that sound financial controls are built into process changes and key business initiatives (20%). Provide global support and leadership on internal controls (20%). Manage a Senior Financial Analyst, including coaching and career development activities (10%). Identify and implement effort reduction projects as part of Agile initiatives (10%).” Apply Now 5. Real Estate AnalystLocation: Pleasanton, CAWhat You’ll Do: “Own the monthly rent roll process by reviewing and processing payment submission by 3rd party lease administrator. Review annual landlord reconciliation statements and calculations. Work with landlord to resolve issues. Research and interpret various contractual provisions to ensure the Company understands its rights under lease agreements. Be the main point of contact for rent and operating cost questions, budget preparation, and variance analysis. Partner with accounting as the Real Estate lead for implementing new lease accounting requirements. Responsible for managing and holding accountable 3rd party vendor.” Apply Now 3. Cost Savings Analyst – CCEMLocation: Alpharetta, GAWhat You’ll Do: “Supports the companies cost savings efforts for current fiscal year. Responsible for developing recommendations for budget and ongoing forecasts by Strategic Business Unit (SBU)/ Performance Management Unit (PMU). Works with team to ensure sufficient cost savings projects to meet goals. Effectively communicates gaps and opportunities to key stakeholders.”Apply Now 2. Project ManagerLocation: Richmond, London, England What You’ll Do: “Leads, in small and medium complexity projects, cross-functional teams (i.e., marketing, sales, engineering, R&D product development, marketing research, and others as needed). Delivers ‘RR’s and CG’ projects (time constrained, medium complexity, share gaining) for new products and/or cost savings. Acts as primary liaison between general management leadership teams and project teams. Leads projects from initiation (charter) through technical transfer. Organizes the cross-functional activities to ensure completion of the project/product on schedule on budget and within charter constraints.”Apply Now When people look for new jobs, there are often a few main factors they take into account: salary increases, job title, company culture, and more. But one thing you may not have considered — yet absolutely should — is the quality of senior leadership. According to Glassdoor research, senior leadership is the second top predictor of employee satisfaction, carrying even more weight when it comes to overall happiness than compensation and benefits or work-life balance. Given this, if you’re looking for a job that you’ll truly love, looking at companies on Glassdoor’s Highest Rated CEOs list is a great place to start. Fortunately, it just so happens that the company with the #1 Highest Rated CEO for 2017, Clorox, has plenty of open positions to go around. Want to go to a company where an excellent company culture starts from the very top? Take a look at some of the many positions they have available. 1. Corporate Counsel, LitigationLocation: Oakland, CAWhat You’ll Do: “Reporting to a Vice President – Associate General Counsel, this role is responsible for managing a variety of U.S. civil litigation matters, including product liability, premises liability, commercial disputes, and intellectual property. The role also will handle various types of investigations, including regulatory and other governmental inquiries.”Apply Now 4. Consumer Insights Manager – Brand/ShopperLocation: Oakland, CAWhat You’ll Do: “The Global Insights Manager for the Laundry neighborhood of the Cleaning Studio is responsible for representing the consumer and guiding the organization on the right thing to do for that consumer. The role will include bringing to life consumer insights for the base businesses, completing foundational consumer understanding, being a strategic though partner, and helping to strengthen consumer presence in all business activities at Clorox.”Apply Now 8. Region Sales ManagerLocation: MassachusettsWhat You’ll Do: “Sales execution to assigned Northeast Region Customers for Home Care and Laundry brands. Management of Acosta Sales and Marketing as broker sales agent for all assigned customers. Development of Clorox sales plans based on category AMPS expectations and guidelines. Customer development and Buyer relationship management. Execution of Clorox trade funds systems and management of fund spending.”Apply Now Are these jobs not quite the right fit for you? Don’t sweat it — Clorox has dozens more open positions, which you can find below. Good luck, and happy job hunting!Browse All Open Clorox Company Roles! 7. Scientist II – Global Stewardship Regulatory Compliance Business PartnerLocation: Pleasanton, CAWhat You’ll Do: “The Regulatory Compliance Business Partner is a member of a team responsible for providing regulatory guidance and input in partnership with the Specialty businesses. The individual in this role will ensure an understanding of the business objectives and strategic plans for assigned products and projects and will seek to ensure business needs are met as part of a multi-functional team. The individual will have responsibility for coordinating all aspects of product compliance and safety for assigned projects and coordinate with subject matter experts, as needed.” Apply Now 10. Brand ManagerLocation: Richmond, London, EnglandWhat You’ll Do: “As the Brand Manager, you will develop and execute marketing strategy and demand creation initiatives. Constantly bringing new ideas to the table, you will take ownership of the core categories, including Lip Balm and Lip Colour. Specifically, you will: Lead cross-functional teams to implement both short and long-term brand marketing strategies. Exceed customer expectations by delivering a superior online experience. Accelerate the brand’s growth within Europe. Partner with agencies to design and implement the local communication, advertising, PR and social marketing plans across online and offline consumer touch points. Participate in the financial planning process.” Apply Now 6. National Account Executive – WholesaleLocation: Sydney, AustraliaWhat You’ll Do: “Reporting to the National Wholesale Business Manager, you will enjoy developing sales plans & coordinating marketing strategies for wholesale customers including Metcash, Costco and Aldi. You’ll develop and maintain sales relationships with major customers while evaluating & assisting the team in developing strategies, solutions and opportunities. This is a role that allows you to work in a flexible, autonomous manner, make an impact, and works across the Chux©, Glad©, Handy Andy©, and Gumption© portfolios with either State and/or National customers.”Apply Now
23 hours ago 23h 2.7★ 3.3★ 23 hours ago 23h Therapeutic Behavioral Support Specialist Maryhurst Louisville, KY Hospice Aide – CNA St Croix Hospice Cedar Rapids, IA 23 hours ago 23h 3.3★ 23 hours ago 23h N/A 3.2★ Material Handler Circle Graphics Burbank, CA Physical Therapist/PT Flexible Part to Full Time RehabCare Fall River, MA 23 hours ago 23h 23 hours ago 23h Journeyman Electrician BACKUS ELECTRIC & AUTOMATION LLC Manitowoc, WI 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Part-time Evening Associate Crew Carwash Greenwood, IN 3.4★ 2.9★ N/A 4.8★ Stop dreaming about a better job — go out and get it. Now’s your chance.According to recently released data from the US Bureau of Labor Statistics (BLS), more than 3.2 million people quit their jobs in May 2017, the most Americans to quit in a month since early 2001. It’s also the highest rate of quitting since June 2006.No, this isn’t a sign of an impending economic disaster — it’s actually a great sign of a booming labor market.“You only see people quitting their jobs when there are good opportunities available and there is a healthy labor market,” says Glassdoor’s Chief Economist Dr. Andrew Chamberlain. “This is a job seekers market. You have a lot of bargaining power when there are about 6 million open jobs in the U.S. and low unemployment.”Plus, the number of open jobs for each unemployed person, commonly known as the vacancy rate, is higher than it’s been in a long time.Strike while the iron — or the market — is hot! “If anyone is not completely satisfied with their job, now is the time to make a move to get what you want,” insists Chamberlain.Case in point, the June 2017 jobs report revealed 222,000 new jobs added to payrolls in June — well above most economists’ expectations. The strongest job gains by industry were in health care (+59,100 jobs), leisure and hospitality (+36,000 jobs), professional services (+35,000 jobs), government (+35,000 jobs), and finance (+17,000 jobs). Even the troubled retail sector added jobs for the first time since January, adding 8,100 jobs in June.Glassdoor has millions of open job listings from thousands of companies who want you. There’s nothing keeping you from ditching that dead-end job for one that boasts better benefits, vacation time, career opportunities and pay.Click ‘Send’ on your two-weeks notice and find a job that fits your life!Browse Open Jobs Registered Nurse Mercy Saint Louis, MO 23 hours ago 23h Service Technician General Parts, LLC Milwaukee, WI Server/Busboy/Cashier/Food Prep ombu Korean grill Orem, UT Dishwasher – Atria Blankenbaker Atria Senior Living Louisville, KY 4.4★
23 hours ago 23h 4. Give a time when you went above and beyond the requirements for a project.Before you get caught up in sharing your accomplishments, take a step back. Because in order to convey to an interviewer how you went above and beyond, you need to first define above and beyond. “Candidates often botch this question by failing to give a brief backstory. Before you can showcase how you went beyond the role, you have to first set the parameters of the job,” says Executive Coach Tim Toterhi. Try to describe what the context of the task was, the goals, and what was specifically expected of you.“It is best to pick a project which paid off for the company; perhaps you stayed for two extra hours on several occasions to make sure everything was completed well ahead of schedule and to a high quality, or maybe you volunteered to pick up the work left over by a colleague who resigned,” Pritchard says. “Whatever the example, it should demonstrate a can-do attitude and a willingness to get involved and go the extra mile for your company.5. Tell me about a time when you disagreed with your boss.Again, in this situation, blaming or bad-mouthing someone isn’t the right route to take. It will only make you look deflective or petty. Who knows? You may even be unknowingly disparaging your boss to someone who knows him or her. “Especially if you’re interviewing within your current industry: the world is very small. The person you complain to, might attend church services with, or be married to a relation of your boss,” says success strategist Carlota Zimmerman. Rather, “the emphasis here is how disagreeing with your boss forced you to take initiative and to put the company first, ahead of your frustration and disappointment.” “Ideally, you want to make it clear that you and your boss maintain a civil, respectful, maybe even close relationship. You want to demonstrate your empathy for your boss… and your belief in achieving the company’s mission statement,” Zimmerman adds.6. What are some of your leadership experiences?Don’t get caught up in just listing every leadership role you’ve ever had — think about the ones where you truly made a difference. “Anyone can rattle off the manager positions they’ve held or the volunteer work they performed, but the leadership is measured on impact,” Toterhi says. “People should be changed (for the better) for having interacted with you. And, if you’re lucky, you should be changed as well.” And if those experiences are related to the work you’ll be doing, all the better. In addition, you’ll want to make sure that your experiences as a leader demonstrate proactivity.“Never give examples of a time leadership was thrust upon you; this sounds like you are reluctant to take on responsibility and have to be made to do so,” Pritchard says. “You should demonstrate your ability to build a harmonious team and create a positive working relationship with the people you lead.”And, of course, that teamwork should ideally lead to results. “Someone who is a leader is able to demonstrate the ability to get others to want to get on board with the direction the team is going. Think of an example when you were able to get coworkers or direct reports on board with an idea that had a successful outcome,” advises April Klimkiewicz, career coach and owner of bliss evolution.”17 4.5★ 3.4★ ICU Registered Nurse Del Sol Medical Center El Paso, TX 23 hours ago 23h 23 hours ago 23h N/A 4.8★ 4.7★ 3.5★ 23 hours ago 23h Interior Designer – St. Louis & Dallas Oculus Saint Louis, MO Deli Associate F&M Deli & Restaurant Mount Laurel, NJ 23 hours ago 23h 3.1★ 23 hours ago 23h 23 hours ago 23h Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT Service Advisor Prime Motor Group Saco, ME You’ve aced “Tell me about yourself.” You’re cool as a cucumber when asked, “Why do you want to work here?” And you laugh in the face of “What are your biggest strengths and weaknesses?” You’re way past Interviewing 101, but there’s a tricky subset of questions that you may not have mastered yet: behavioral questions.Behavioral interview questions require you to pull a specific moment from your work history to explain and expand on, and they can be one of the hardest ones to tackle — interview questions are tough enough, but coming up with an example on the spot makes it all the more difficult.To give you a head start, we pulled out a handful of behavioral interview questions from our list of the top 50 most common interview questions. Get ahead of the game by learning how to answer them and preparing anecdotes in advance!1. Tell me about an accomplishment you are most proud of.Resist the urge to talk about that time you won your office softball league playoffs or how you got a 4.0 in your hardest class in college. To really nail this question, you should “share a story that is as close as possible to the job you are interviewing for, and that best showcases your strengths and approach to work,” says Aurora Meneghello, career coach and founder of Repurpose Your Purpose. “Describe an instance where there was a problem, state the impact of that problem, and how you were able to solve it. Share the results beyond your immediate solution. For example, if you created a new onboarding system for new hires, share why the company needed one, what was the impact of not having an onboarding system, how you went about creating one, and how, one year later, there is less churn, employees are more efficient, etc.,” Meneghello says.2. Tell me about a time you made a mistake.One of the oldest tricks in the book is for candidates to respond to this answer by sharing a ‘mistake’ that’s actually a positive attribute, such as “I work too hard’ or “I care too much.” But be warned: recruiters can usually see right through that.At the same time, though, “you should avoid talking about a colossal failure. The mistake most people make is that they either try to dodge the question, or they give an example that is detrimental to them; you are still there to sell yourself and prove yourself as a valuable asset, after all,” says Steve Pritchard, HR Consultant for giffgaff. Instead, “try to think of something that happened a long time ago. More importantly, focus on the lessons you learned and how you carried these lessons forward to ensure you didn’t repeat the mistake,” Pritchard recommends.7 Interview Answers That Make Recruiters Roll Their Eyes3. Tell me how you handled a difficult situation.When answering this question, make sure not to cast blame on others for whatever predicament you ended up in. Even if they had a hand in it, you don’t want to sound like you’re not a team player or don’t take responsibility for yourself. “Keep your focus on what you did, and describe the circumstances in a neutral manner. Stay away from examples of difficult bosses or coworkers: although all of us have experienced something like that, an interviewer has no idea whether you are correct in your assessment, or merely projecting your own faults onto others,” Meneghello cautions.“For example, you could talk about having to build a project with a fraction of the budget your competitors have, and how you were able to use grassroots techniques to overcome that obstacle. For your story to make the biggest impact, make sure to describe vividly why it was so difficult: the bigger the problem you solved, the bigger your impact!” she says. 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N/A Director, Advanced Technology Policy General Motors United States 2.3★ 23 hours ago 23h 3.5★ 23 hours ago 23h 23 hours ago 23h 3.4★ If you’re truly interested in working your way up in your career, one of the best things that you can do is get in management’s good graces. But as with anything, there’s a right way and a wrong way to do it. Raving about a dish that a certain executive brings to the office potluck or forcing outrageous laughter every time they tell a joke probably won’t get you very far, for example. And it’s no wonder, really — if you want leadership to have a positive view of you, you need to highlight your professional skills, not your flattery skills.But how exactly can you do that without coming off as arrogant or seem like you’re sucking up? Try these six tried-and-true strategies.1. Focus on ResultsThe easiest way to make a positive impression on leadership is to simply excel at what you do. But in order to do that, you need to first thoroughly understand what it is that you should be doing.“Discuss with [your boss] what success looks like in your role, then exceed those expectations. Make sure that your boss gives you very specific expectations that are both quantitative and qualitative,” says Natasha Bowman, Chief Consultant at Performance ReNEW and author of the book You Can’t Do That at Work! 100 Legal Mistakes That Managers Make in the Workplace.Once you have those goals figured out, it’s time to execute on them. “Put your head down and focus on the work without worrying about being noticed” at first, recommends Foram Soni Sheth, Co-Founder and Career Coach at Ama la Vida. “Make sure it’s a pattern of you reliably delivering results so that when you speak with leadership, you’re able to demonstrate your value through actions.”How to Master the Art of Bragging Like a Pro2. Share Your AccomplishmentsOnce you’ve racked up some impressive achievements, don’t be shy about highlighting them. Higher-ups won’t always have the bandwidth to proactively check in on you, so occasionally communicating your wins could be the only way for them to see how much of an impact you’re having. “Setting up regular communications to keep your manager in the loop lets you periodically share what you’re working on including recent accomplishments. Most managers like to stay informed, so this benefits both of you,” says Mikaela Kiner, Founder/CEO of UniquelyHR.And don’t worry if it feels a little bit uncomfortable at first.“Once you make a habit of sharing wins along with other information, you won’t feel like you’re screaming ‘Look at me!’ every time something good happens that you want to share,” Kiner says.3. Reach Out to the TopAgain, proactivity is going to be the name of the game when it comes to getting noticed by leadership. If you don’t work with them on a regular basis, it benefits you to find ways to do so.“You may be in a position where you spend a lot of time with your manager, but little or no time with his/her peers and superiors. There’s a risk when it comes time for raises or promotions that people will be on the fence if they don’t have first-hand experience working with you,” Kiner says. “Ask your manager if there are ways to present important updates at a staff or leadership team meeting. Giving senior people visibility to your work goes a long way.”17 Cool Companies Hiring Managers Now4. Go Beyond the Job DescriptionYou may be taking on all of the responsibilities laid out for you in your job description, but to really stand out, you often need to go above and beyond.“Those who meet their job description to the tee are doing good work but not noticeable work… to really stand out, go beyond your job description,” Sheth says. “Take the initiative to do more such as mentoring new employees or putting in the extra time to finish a deadline for your team, not because someone asked you to do it, but because you wanted to. People will quickly take note of you going above and beyond and this will catch the eyes of the leadership team without you having to bring it up.”Not only does this make you look good — it can also unlock new opportunities for you.“By volunteering for projects outside of your scope of work, you are demonstrating to your boss that you are open to growth and development within your organization,” Bowman says.5. Contribute CulturallyIf you’re looking for specific projects to take on at your company, you can’t go wrong with internal efforts. “Leaders most commonly worry about two things in the organization: 1) Revenue & 2) Its people,” Sheth explains. “Find ways for you to contribute internally to the organization such as improving outdated processes which can help the employees save more time or perhaps you start internal networking for employees to get to know each other, or you create a group to solve a business problem.”And to really drive home the value of your efforts, “ask to speak with a leader of the organization to share your thoughts, why it’s important for you to lead this initiative, why it would help the organization and ask [for] their support. This will help you get directly noticed by a leader and they’ll have a direct hand in helping you build your internal initiative,” Sheth suggests.6. Take Charge of Your DevelopmentIt’s great when companies offer classes and training, but it can still be a relatively rare find. So if your company does provide you with one of these programs, make sure to take advantage of it. But even if they don’t, there are plenty of things you can do to help yourself grow professionally.“Develop yourself by furthering your education and completing a certification course in your area of expertise. Stay abreast of current trends and developments in your field and send your boss links or copies of articles that are interesting and could be beneficial to the success [of] your organization,” Bowman suggests. 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Feedback can be either positive or developmental. Being a good partner, teammate, or friend to others in work and life means helping them get the information they need to make better decisions going forward — and knowing the impacts that you have on others leads to better decisions. It is your responsibility to let others know the impacts they are having on you if those impacts matter to you. There is no “they should know.” There is only “you told them…or you didn’t.”But the question is, how should you tell them? Here are some of my recommendations.1. Invest in the RelationshipFeedback works better with people you have been and are building a ‘deeper than casual’ relationship with. Shallow relationships do not tolerate feedback well. If you truly want your feedback, whatever it is, to have a bigger impact, invest in building a relationship with that person before you need to give them the feedback. That way you can rely on the trust that you have with that person.What Is Emotional Intelligence, and Why Everyone Needs It2, Feedback Is Information, Not a CommandTry to see feedback, positive and developmental, as information you have about how someone else has impacted you. It’s not the gospel truth. They don’t have to immediately conform to your feedback. It doesn’t commit or bind them to anything. It is information. Very useful information. Your job is to get that information to them in a timely manner. If someone has a positive impact on you, you owe them positive feedback. If they are having an adverse or possibly negative impact on you, you owe them developmental feedback.3. Avoid Loaded PhrasesWhen engaging others with the feedback you have for them, avoid phrases like ‘healthy criticism’, ‘constructive criticism’, ‘advice’, etc. All those terms are so loaded that using them might automatically shut down the feedback process.Say “If you have time, I have some feedback for you” rather than “I have some constructive or healthy criticism for you”. The minute you say ‘…criticism’, no matter what words are in front of it, the other person is likely to get defensive in preparation for being blasted.4. Don’t Assume IntentAnother trap to avoid is thinking you know their intentions. “You tried to make me look stupid in front of the team!” You don’t actually know if that was, in fact, their intention. What you DO know is they said or did something that impacted you and you’d like them to be more aware of those kinds of behaviors and impacts going forward. It might just be a blind spot or developmental area for them that they still need to work on. There is no way you can know their intention if they haven’t specifically and clearly stated that was their intention. Thinking you know intentions and then wanting to hold them accountable for that will only implode the entire feedback process.5. Focus on Behavior, Not CharacterAs a general rule, all feedback should be specific, behavioral, truthful, authentic, vulnerable, and transparent. All feedback should be delivered with compassion, caring and understanding. It’s not about making the others person a ‘bad’ person. It’s about behaviors, impact, why that matters, and what you want going forward. Stay neutral when it comes to thinking you know the underlying reasons they engaged in those behaviors. Avoid judgments or projections that speak to their character or try to label them a particular way. “I can tell you don’t really care about this project, do you?” How can you possibly know what another cares about, unless they tell you?When you are about to give someone feedback, breathe, slow down inside and shift to a more conscious and mindful way of being with them. Remember the relationship you have with them and your vision of that relationship and how you want it to be going forward. Come from your heart as well as your head. Stay focused on the behaviors (what they said/didn’t say, what they did/didn’t do), the impact those particular behaviors had on you, why that impact matters enough to you to bring it up, and the feelings you’re having about that impact. If the conversations start to drift to any other subjects, bring it back to behaviors, impacts, feelings and going forward. Drift equals danger here.The One Science-Backed Way to Improve Your Career, Health, & Happiness6. Lead With FeelingsStart your feedback with the feelings you’re having. As you move further into a positive feedback ‘loop’ with them, be sure to emphasize why that positive impact mattered so much to you so they are motivated to continue those behaviors.Example: “Jim, you open to some feedback? I feel happy, excited and valued right now. You were the only person to call me at home when I was out sick. And text and chat with me. That meant a lot to me. I was feeling alone, scared, isolated. Your phone calls every couple of days perked me up. It made me feel like I mattered to you and that my absence matters to you. It feels wonderful to know that you see me as a valuable partner on the team, valuable enough to check in on me. Thank you so much.” Positive feedback can feel quite vulnerable for both of you. That’s a good thing.7. Think Future-ForwardAs you move further into a developmental feedback loop, be sure to speak to “here’s what works better for me going forward” if you’re asking them to do something different in a similar circumstance in the future. Take the approach of an investigative journalist with the job of truly understanding what motivated them to do what they did that created that impact on you. Don’t get invested in what you believed happened. You can’t really know what motivated them until you make it safe enough for them to truthfully tell you. Once you talk about your feelings around the entire incident, then you can begin to build forward by talking about the impact, what that impact did to you, why it matters and then most importantly letting them know how they can do it differently next time in a way that doesn’t impact you as it did this time. Again, speak to behaviors and impacts, not intentions and character. Keep breathing into your compassion, understanding, curiosity, and generosity. Listen Big. List to what’s behind their words, between their words, under their words over their words. Listen to their eyes, face, voice, tone, facial expressions. Listen to understand, not be right. Stay neutral and remember your vision of how you’d like the relationship to be.Example: “Jim, you open to some feedback? I feel disillusioned, sad, and a bit angry. When I agreed to work on this project team with you, I ask if I would get the chance to x, y and z so I could learn those from you. You specifically said yes and I agreed to join your team. It’s been 7 months now and I’ve not worked on anything except what I was initially assigned by you. I’ve asked about x, y and z and you said several times we’ll get to that when things are less hectic. I’m not sure what your intention was but I feel used, a bit deceived and sad. I really wanted to learn from you and I’m sad I’ve not had that chance. Going forward, what would work better for me is if you know you really don’t have time to mentor and guide me or anyone else, say that clearly when you invite them onto your team. Don’t overpromise and underdeliver. That creates ambiguity and confusion. At least it did for me. I’m asking you to always be truthful and clear with me and I commit to doing the same with you.”8. Allow a Response, and EngageWith positive and developmental feedback the other person may have a response to you about all or part of your feedback for them. They may ask for clarification, examples, etc. Allow the feedback loop to go back and forth between the two of you as long as it takes to adequately express the truth of the feedback you have for them and to check, with certainty, their understanding of your feedback. That could be two minutes, could be 20. You’ll know.Giving positive or developmental feedback is not difficult, but it can be a bit uncomfortable. Simple, not easy. Keep your goals for the feedback in mind: Your goal with positive feedback is to express gratitude for and reinforce behaviors that have a positive and uplifting impact on you — behaviors you want them to continue. Your goal with developmental feedback is to raise awareness around potential blind spots and developmental areas that have adverse impacts on you and ask clearly for something that works better for you going forward in that relationship. For both positive and developmental feedback, your goal is to preserve the relationships in work and life that matter to you by being grateful for them and/or helping to course correct them with compassion and understanding.The science says over time (periods of 45 days or longer) in a healthy relationship, team, family, etc., you should have 3-5 examples of positive feedback for that person for each episode of developmental feedback. In other words, most of the time your feedback for them comes from a place of true gratitude to them for who they are in your life and how they impact you. That’s what builds healthy relationships.How are you doing with that ratio? How would your children, spouses/partners, siblings, best friends, and workmates say you are doing with that ratio? Keep this in mind, and you’ll be on your way to stronger relationships.Jim Mitchell, Glassdoor Leadership Consultant and Executive Coach, is a native Arizonan and recognized personal and corporate leadership development specialist and leadership consultant. He facilitates vulnerability-based leadership, emotional intelligence-based leadership, deep personal leadership, advanced communication skills, conflict resolution, personal vision, mission and purpose, culture change and performance acceleration and improvement workshops for a variety of individuals and clients around the globe.
23 hours ago 23h RN, Registered Nurse – OP Chemotherapy CHRISTUS Health Houston, TX 2.8★ 3.5★ 4.5★ 23 hours ago 23h Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT Registered Nurse (RN) – Charge Nurse – $7,000 Sign On Bonus EmpRes Healthcare Management Gardnerville, NV Service Advisor Prime Motor Group Saco, ME 23 hours ago 23h 3.1★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 4.7★ Interior Designer – St. Louis & Dallas Oculus Saint Louis, MO Pack Up Fast! 10 Cities Where Pay is On The Rise When you start a new job, the first 30-to-90 days are often the most important as they set the tone for both your work product and in-office relationships. Moreover, it gives both the hiring manager and your co-workers the opportunity to determine whether or not they want to continue working with you.If you are preparing to start a new gig, avoid making small mistakes that could lead to big consequences. We spoke with Amanda Augustine, career advice expert for TopResume. If you’re looking to jump ship, do these 6 outrageous things. However, avoid these 6 missteps if you want to keep your job and be successful. Here’s how to lose a job in 10 days.1. Assuming the job is a done dealWhat is the number one mistake new hires make as soon as they get hired? Augustine says the biggest blunder is assuming that the job is a done deal.“Yes, the ink may have dried on your contract, but don’t relax just yet,” advises Augustine. “Consider those first few months in your new job to be an extension of the interview process. During those first 90 days, your manager will be evaluating you to make sure you’re the right fit for the role. And, frankly, you should still be assessing your new gig and determining if you made the right career move.”2. Tweeting without cautionWhile there is nothing wrong with making an announcement on social media about your new job, especially to your friends and family, it’s best to wait until you’ve actually settled into the role and have started producing positive results before you start broadcasting the news online. Moreover, Augustine says you should exercise discretion and on-brand social media usage.“Always be mindful of what you post about your colleagues and employers, past and present.,” advises Augustine. “No one wants to hire someone who will rant about their former boss online.”View Related Content3. Poor, lackadaisical behavior When you start your new job, don’t forget that you’re still proving yourself. The first 30-to-90 days in your new position are extremely important and how you perform will allow the team to determine whether or not they made the right hire.“Remember that you’re still auditioning for your new role — and, act accordingly.,” says Augustine. “Arrive at the office on time and with enthusiasm. Get to know your new colleagues and buddy up with someone who can show you the ropes, and answer the questions that your manager shouldn’t be asked.”As soon as your first day, you should strive for quick wins and demonstrate the qualities that made you a desirable candidate and ultimately is the reason you were hired. In other words, make sure you have your goals set and hit the ground running.4. Being a know-it-allAnother huge no-no made by new hires is assuming that they know everything on day one. If you brush people off when they are trying to show you the ropes, you’re going to leave a sour taste in your coworkers’ mouths.“Regardless of your level of experience, there’s an expected learning curve when you’re ramping up in a new role,” says Augustine. “Don’t be afraid to ask for clarity on an assignment or set up meetings to interview your colleagues. During those first few months, it’s important to be a sponge and soak up as much information as you can that will help you do your job to the best of your ability.”How to Self-Onboard to Maximize Success5. Using personal accounts at workInitially, keep 150-percent focused on the job. “Don’t get caught answering emails on your personal account, surfing your personal social media channels (unless that’s part of your role), or taking personal calls at the office,” suggest Augustine. “While every company has their own culture and corporate policy around the use of personal devices, it’s best to focus on the work and save your personal emails and Facebook updates for your break.”6. Trying to transfer too soonInstead of plotting and vocalizing your career trajectory on day 3, give yourself time to learn the inner-workings of the company and to stand out as a valuable employee. “You may have joined the company’s customer support center with the ultimate goal of moving into the corporate marketing department, but it’s important to focus on the role you were hired for before you start vying for a job transfer,” says Augustine. “Prove that you’re a competent, valuable member of your new team before you set your sights on a different position within the company.” 23 hours ago 23h Administartive Assistant Sentry Mechanical Pittsburgh, PA 23 hours ago 23h LCPC – Licensed Clinical Professional Counselor Above and Beyond Family Recovery Center Chicago, IL Browse Open Jobs Pest Control Technician United Pest Solutions Seattle, WA 5.0★ 2.5★ N/A Director, Advanced Technology Policy General Motors United States 23 hours ago 23h 3.4★ 3.1★ 23 hours ago 23h Certified Nursing Assistant CNA Towne Nursing Staff Hollis, NY
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Like you, we want that. But why are you so eager to learn about our past compensation? How is what we earned at another company doing a different job relevant to our candidacy now? When we started doing that job, we had less experience than we do now. Not just relevant professional experience, but we were also younger professionals when we nailed down the particulars of that deal. We’ve grown. If you become our employer, you will reap the benefits of our professional evolution. We expect to be compensated for our skills plus the professional prowess and maturity we’ve cultivated. The professional world, too, has evolved since we’ve been off the market. Conversations that now dominate the landscape were less prevalent in years past. The salary history that you request may reflect a disparity: the female candidates among us may have been earning 76 cents, 60 cents or 55 cents for every dollar our white male colleagues make. Undoubtedly, you don’t want our relationship to begin by perpetuating this injustice. Let’s start a fresh salary conversation, based on the skills and experience we have now and what the current market looks like. We want to be able to count on you to pay us what we’re worth rather than angling to score a deal on us. Can we please talk about that? Put some of your skin in the game It would help if you would share your range for this position. This way, all the disclosures don’t have to come from our side. Many employers request salary histories and expectations, often upfront. While we want to be compliant, we clearly recognize that you’re asking us to tip our hands. You say you need this info to confirm that we’re in range, but if you share your range in the job post, we would all be on the same page from the start. HR guru and Forbes contributor Liz Ryan reflects: “Most job ads don’t include a salary range because employers want to keep the salary range private. It gives them a negotiating advantage when they do. . . It is unprofessional and immoral to ask job-seekers to supply their salary details and/or salary history but to keep your approved salary range confidential.” Please don’t start our relationship by angling to get the upper hand so that you can score our talent and loyalty at bargain prices. No future perk, prize or wellness program that you dream up can undo what that says about the questionable culture you’re trying to entice us into. Let’s talk market value Josh Doody, author of Fearless Salary Negotiation describes efforts to get us to disclose our salary histories: “It’s a salary negotiation tactic disguised as a gatekeeper-type interview question.” Liz Ryan warns us: “You lose most of your negotiating leverage when you give up your old salary, but sitting in the hot seat as a job seeker, you feel that you have no choice but to do that.” Can we start from a better place than this? Glassdoor provides the Know your Worth personalized salary estimator which generates our refreshed value in the current market. The tool calculates “specific work-related attributes and factors relating to each person: current job title, base salary, employer, work location, industry, typical job transitions, years of relevant experience, and the current state of the local job market.”This way, if our pay was below market value at our last job, we have the information we need to amend that in future salaries we negotiate for ourselves. Requesting our salary histories is becoming illegalNew York City, New Orleans and Philadelphia and the state of Massachusetts are among the first localities limiting potential employers’ access to this information about candidates, but many more are slated to follow suit. You don’t want to be the employer that makes a potentially illegal move. You want to be trailblazer that says, “we stopped doing that years ago because we were concerned that it was unfair to our employees.” A successful professional culture champions its citizens, and in so doing it earns their loyalty. Isn’t that the kind of employer you want to be? Sincerely,Job Seekers and Candidates EverywhereBrowse Open Jobs Chili’s – Cook Star Concessions Dallas, TX 4.3★ Line Cooks Red Robin Hurst, TX 23 hours ago 23h
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Wilkes-Barre, PA Just because someone has a nontraditional background doesn’t mean they can’t excel in the working world — in fact, it’s often a tremendous asset. That’s the philosophy behind Year Up, a nonprofit dedicated to helping close the opportunity divide and “providing urban young adults with the skills, experience, and support that will empower them to reach their potential through professional careers and higher education.” Through their free, one-year training and internship placement program, Year Up has helped tons of opportunity youth gain the tools that they need to build their career.This year, Glassdoor became a Year Up corporate partner and is now lucky enough to have two students from the program interning right here at our Mill Valley headquarters for six months. Glassdoor’s Emily Moore recently caught up with one of them, Desktop Support Analyst Intern Alex Navarro, to learn a bit more about why he chose Year Up, how he came to Glassdoor, and how he’s enjoying the experience so far.Glassdoor: How did you get started with Year Up?Alex Navarro: I was in and out of college, really didn’t have a path, and decided to do Year Up because of all the success stories I’d heard of. A few of my friends actually went through the program and now they have careers. Someone that I know personally works for Year Up now, so I thought it would be a great opportunity for myself to join and now I’m seven months in and about two months with Glassdoor.Glassdoor: What’s the Year Up training program like?Alex Navarro: It’s three phases of seven weeks over about five months. The first seven weeks you really just get used to the culture and how they want you to go about your day-to-day in the location. First, they make you dress up in professional attire, so every day I came in wearing dress shoes, slacks, and a button-up. Also, when you’re in class, they make you not touch your phones at all. They have a strict rule about that because they want you to be learning and be very attentive and understand the material you get. You learn the basics of how to do emails, start conversations and some technical skills like using Microsoft Office and Outlook. Then, depending on what kind of role you want, skills like PC building, public speaking, etc. The next two phases, you actually go into your job track. My track was IT. Those next two months, I really learned a lot about the IT service, so how to troubleshoot tickets, active directory and the different operating systems like Windows and Mac.What Interns Love About Working at GlassdoorGlassdoor: How did you get assigned to Glassdoor?Alex Navarro: Someone on my team at Glassdoor, Pallavi, actually worked with Year Up during her previous job at Airbnb, so she already had a connection there. Glassdoor’s a first-year partner, so myself and Maurice [O’Sullivan] are the first interns from Year Up. They choose your location, so the criteria and what they were looking for within the IT team matched our skills, and that’s how we joined Glassdoor.Glassdoor: What does a day in the life here at Glassdoor look like for you? Alex Navarro: Every morning I do my morning checks, which are visiting the conference rooms to make sure the tablets are working, the Polycom system’s working, and the TVs are on. I do all of Building A and then depending on Maurice’s schedule, Building B, so about 31 conference rooms within an hour. I get here about 6:30 or 7:00 AM and have to be done by 8:30 AM, since most of the meetings go on from about 8:00 to 8:30 AM. Then, I’m at the service desk from about 8:30 AM to lunch. Normally people come up with issues like they forgot their laptop at home, or they need an adapter or something kind of device, and that’s where my team’s very helpful. I can’t give enough appreciation to Brandon and Randy for these last few weeks of really training me and helping me troubleshoot issues that I’ve never seen before. The rest of the day, from about 1:00 to 4:30 PM, I’m running around trying to solve other tickets or do a minor setup. Every new hire gets a laptop and a desk, and that’s my responsibility right now — to set up their desk and make sure their laptop’s up to date so that their first day in, they have everything they need.Glassdoor: What’s been your favorite part about working at Glassdoor so far?Alex Navarro: I think the first week. Everyone was really welcoming — I’ve never felt so much camaraderie. I have to thank my manager, Tim. He introduced us to a lot of people the first few days and I think that was one of the best experiences I’ve had. From then on, I think just learning, and picking up everything I’ve been taught.Glassdoor: What are some of the things you’ve learned while you’ve been here?Alex Navarro: I learned a lot at the last Speaker Series with Rich Barton. Learning about his experience and what kind of companies he’s worked for and been a part of was interesting. Year Up has something like that called Friday Guest Speaker — someone would come in, tell their story, and show the steps of how they got there. That was inspirational because you could see someone working so hard at a big company but wanting to expand and do their own thing.Glassdoor: What’s your ultimate career goal?Alex Navarro: At the moment, I just want to know as much as I can and get all the information I can. With Year Up, they stress that your learning doesn’t stop after your five months at the program. Then going into your internship, it’s really been about how you capitalize on that. My goal these next few weeks — I have a four-week plan — is to understand other employees’ stories, and try to network. It’s a small company, but you get to know so many people if you just extend that hand out, and that’s what I’m going to do so that I have the necessary tools for after my internship.Glassdoor: What are your plans for when your internship at Glassdoor is finished?Alex Navarro: Last year, in my learning community, the success rate of people getting converted to full-time hires after internships was about 55 percent, so that’s a big number. But if people don’t get converted from their site, Year Up starts this transition within four months for you to start looking at other opportunities outside of your current situation.Glassdoor: After working here for a couple of months, what do you think makes Glassdoor different than other companies?Alex Navarro: Even though it’s a well-known company, it feels small, so every individual that works here is important. You have your title, but you have different skill sets that make your job unique, and everyone’s versatile in their own way. That’s a great stepping stone to different career paths. You have ownership of what you do and how you do it.Glassdoor: One thing I really like about Glassdoor is how treating employees well is really in their DNA, given the space that we occupy.Alex Navarro: It’s crazy how you see all these executives and VPs come down and shake your hand and even talk to you. Even though they have an office, they don’t look down on you — we’re one big community.Glassdoor: Are there any fun facts about yourself you want to share? Alex Navarro: I was born and raised in San Francisco. I hear a lot of people within the company are from the Bay Area and I think that’s amazing. I’m really into sports. Right now it’s football season so I’m really into fantasy football. I have three leagues going on, and I’m excited about the NBA as well. I also love comics — I’m a big Flash fan and I can’t wait for the DC movies to start hitting theaters. In my spare time, I try to go out and enjoy different parts of the Bay Area — I like exploring my city. Before I started driving, I used to bus around the whole city so I know the public transportation system like the back of my hand.Glassdoor: What are some of the hidden gems that you’ve found in the Bay Area? Alex Navarro: I’m not too sure a lot of people know what McLaren Park is — that view right there is to die for. You can just see everything from there. You can see the Bay Bridge, Salesforce Tower, the Golden Gate bridge, all the businesses downtown. Every day when I was in high school, looking out there, I just dreamed of working at one of those companies, and now I am.Glassdoor: I imagine that’s a pretty good feeling! Alex Navarro: It is! It’s crazy how you can go from the south side of San Francisco and then work your way up. That’s how Year Up makes you feel. When you put on those dress clothes and you’re taking BART from the south side of the city to downtown every day, it gives you a different perspective.LEARN MORE: To explore Year Up further, visit YearUp.org and check out the amazing opportunity youth and programs available. N/A N/A 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h N/A N/A School SLP Glassdoor 3.9 General Healthcare Resources, Inc. Somerset, NJ 23 hours ago 23h See more jobs at Glassdoor 3.9 General Healthcare Resources, Inc.
Cost of living is determined by the ratio of median annual base salary to median metro home value. (Median annual base salary per metro based on at least 2,500 salary reports shared by local employees on Glassdoor over the past year [8/16/16-8/15/17]). Median home value is according to the Zillow Home Value Index for All Homes, as of June 2017).Job satisfaction ratings per metro is based on at least 1,500 company reviews shared by local employees on Glassdoor over the past year (8/16/16-8/15/17; Ratings based on a 5-point scale: 1.0=very dissatisfied, 3.0=OK, 5.0=very satisfied). Surprised that you don’t find tech and finance hubs like San Francisco or New York on here? That’s no coincidence.“Big, metropolitan cities may be more famous than others, including being home to some amazing companies to work for, but this recognition is also what contributes to them being among the most expensive places to live,” says Glassdoor Chief Economist Dr. Andrew Chamberlain. “People may be overlooking midsize cities like Pittsburgh or St. Louis if they are looking to relocate or find new opportunities. What this jobs report shows is that many midsize cities stand out for offering a great mix of a thriving job market with plenty of opportunity, paired with home affordability and being regions where employees are more satisfied in their jobs too.”Ready to make your next big move? Check out jobs in the cities above or check out our full list of Best Cities for Jobs in 2017! “Where should I move for work?” It’s a question that comes to mind for almost everyone at some point, from recent graduates looking for their first real job to seasoned professionals who’ve grown restless at their current position. It’s tempting to make this decision based on a gut feeling alone — maybe you’ve always dreamed of being surrounded by the hustle and bustle of New York City, or the glitz and glamour of Los Angeles — but a decision as big as moving shouldn’t be made on a whim. Besides personality fit, it’s critical to think about things like cost of living, job availability and quality of life. Don’t feel like doing exhaustive research into all of the major metros in the U.S. to find this information? We don’t blame you. Glassdoor’s made it easier for you by releasing our Best Cities for Jobs in 2017 report, which ranks the top U.S. cities according to their Glassdoor City Score, a figure determined by weighing three factors equally: how easy it is to get a job, how affordable it is to live there and how satisfied employees are working there.* Here are the five cities that came out on top:1. Pittsburgh, PAGlassdoor City Score (out of 5): 4.4Job Openings: 95,399Median Base Salary: $44,000Job Satisfaction Rating: 3.2Median Home Value: $137,400The Steel City hits the sweet spot between a reasonable cost of living (it was the third most affordable among the top 50 metros we studied based on median salary compared to median home value), tons of open jobs and generally satisfied employees. Traditionally known as an industrial hub, Pittsburgh has seen a revitalization in recent years, with booming healthcare, education and tourism sectors. Get your fill of culture at one of the city’s many art museums, or your sports fix from a Steelers or Penguins game.See Open Jobs 5. St. Louis, MOGlassdoor City Score: 4.4Job Openings: 104,725Median Base Salary: $45,600Job Satisfaction Rating: 3.4Median Home Value: $148,600The second Missouri city to crack our top-five list, St. Louis is home to a number of major corporations like Nestlé Purina, Panera and Anheuser-Busch. St. Louis’s picturesque Gateway Arch draws in a great deal of tourism throughout the year, as does its unique food scene with local dishes such as St. Louis-style pizza, ribs and toasted ravioli.See Open Jobs 2. Indianapolis, INGlassdoor City Score: 4.4Job Openings: 80,561Median Base Salary: $43,000Job Satisfaction Rating: 3.3Median Home Value: $138,100Known as the Crossroads of America, Indianapolis is located within a single-day drive of 70 percent of the nation’s business centers and port cities. While the majority of the city’s economy is driven by finance, insurance and manufacturing, it’s also seen a tech boom over the years, with companies like Salesforce setting up shop there. Check out the legendary Indy 500 race or the Indianapolis Children’s Museum!See Open Jobs *Methodology: Glassdoor’s Best Cities for Jobs report identifies U.S. metros with the highest overall Glassdoor City Score, based on a comparison of the 50 most populated U.S. metros. Each region’s Glassdoor City Score, based on a 5-point scale (5.0=best city for a job, 1.0=worst city for a job), is determined by weighing three factors equally: hiring opportunity, cost of living and job satisfaction.Hiring opportunity is determined by the ratio of active job openings to population. (Job openings per metro represent active job listings on Glassdoor as of 8/15/17. Population data is according to the United States Census Bureau). 4. Raleigh-Durham, NCGlassdoor City Score: 4.4Job Openings: 65,810 Median Base Salary: $50,000Job Satisfaction Rating: 3.4Median Home Value: $228,200Smack dab in the middle of the Research triangle — the area between North Carolina State University, Duke University and the University of North Carolina at Chapel Hill — Raleigh-Durham is home to many jobs in academia, tech and healthcare. Given the close proximity to three major universities, Raleigh-Durham is a college sports fan’s dream, with the Duke University Blue Devils and UNC Tar Heels historically among the best college basketball programs in the country. But while college sports here may be intensely competitive, the job hunt isn’t — Raleigh-Durham is ranked the second-best city for hiring opportunity, based on the ratio of current job openings to population.See Open Jobs 3. Kansas City, MOGlassdoor City Score: 4.4Job Openings: 90,649Median Base Salary: $45,000Job Satisfaction Rating: 3.3Median Home Value: $159,400The largest city in the Show Me State, Kansas City is a hub for great barbecue, live music and, of course, plenty of open jobs. The federal government is one of the largest employers in KC, with a significant presence from the IRS, Social Security Administration and US Postal Office. Hot tip: Kansas City is also vying hard to become home to Amazon’s newly-announced second headquarters.See Open Jobs
GoogleUnusual Perk: Death benefits. No one wants to think about this benefit, but it’s valuable if you ever need it: Google gives the surviving spouse or partner of a deceased employee 50 percent of his or her salary for the following 10 years after his or her death. Overall Benefits Rating: 4.6What Employees Say: “The perks are amazing. Yes, free breakfast, lunch, and dinner every weekday. Amazing holiday parties—at Waldorf Astoria, NY Public Library, MoMA, etc.—overnight ski trips to Vermont; overnight nature trips to the Poconos in the summer. I don’t see this going away unless the company starts hurting financially.” —Current Employee Available Jobs at Facebook Available Jobs at Goldman Sachs Services LLC Available Jobs at Google Senior Account Manager Portugal Salesforce Madrid Bain & Co. Unusual Perk: Global soccer tournaments. If you want to play soccer, you can at Bain & Co., where more than 1,000 employees (on average) participate in its global soccer tournaments each year. Last year’s tournament was in Brussels, while this year’s is in L.A. Overall Benefits Rating: 4.7What Employees Say: “Bain has the best culture of any organization I’ve ever been a part of. I come to work every day feeling excited about interacting with my colleagues. The work is fast paced and engaging and we deliver real value to our clients. Pay is excellent. Travel has been less than I expected when I applied.” —Current Employee Software Engineer, PhD University Graduate, Machine Learning Google Mountain View, CA Available Jobs at Spotify Executive Recruiter, Leadership Staffing Google Mountain View, CA 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 4.0★ 23 hours ago 23h Application Developer – Digital Upskilling – Senior Associate PwC San Jose, CA 4.3★ PwCUnusual Perk: Student-loan debt reimbursement. People with student loan debt know those bills can be crushing. But for PwC employees, the load is a little lighter. PWC’s Student Loan Paydown (SLP) will pay $1,200 a year towards an associate’s or senior associate’s loans. “Over time, this may help reduce student loan principal and interest obligation by as much as $10,000, and shorten your loan payoff period by up to three years.”Overall Benefits Rating: 4.0What Employees Say: “The career opportunities, young and vibrant culture, internal support, and international presence is among the top pros of working for PwC.” —Current Employee 23 hours ago 23h 3.8★ Software Engineer, PhD Intern/Co-op (Machine Learning) Facebook Tel Aviv-Yafo Engineering Manager, Data Access Platform Netflix, Inc. Los Gatos, CA When it comes down to whether to apply for or accept a job, the benefits offered are pretty darn important. (In fact, Glassdoor users have said they want benefits or perks more than they want a raise.) But how do you know what a company’s putting on the table before the interview? You use Glassdoor—and this handy guide of 13 companies offering cool perks. Our personal fave? Airbnb’s travel credit, which employees can use to book this Malibu Airstream getaway. ReebokUnusual Perk: Free fitness classes. Reebok is an athletic wear company, after all. Employees here can snag free classes at its on-site gym and Crossfit Box any time of day. Overall Benefits Rating: 4.1What Employees Say: “ Company culture is incredible. You are able to work around people with similar passions each and everyday.” —Former Employee [Freelance] Experiences Ambassador – Seoul Airbnb Seoul Custodial (Clean-Up) Associate In-N-Out Burger Scottsdale, AZ 23 hours ago 23h [Freelance] Experiences Ambassador – Oslo Airbnb Oslo Available Jobs at In-N-Out Burger 4.3★ 3.9★ 23 hours ago 23h 4.3★ See more jobs at Bain & Company, Inc 23 hours ago 23h 4.3★ Account Executive, Enterprise Sales Salesforce Tokyo SpotifyUnusual Perk: Egg freezing. More and more people are delaying pregnancy, and Spotify has caught on. The company covers the cost of egg freezing and fertility assistance to workers. Overall Benefits Rating: 4.4What Employees Say: “ Passionate and inspiring people, great benefits, endless opportunities to take on additional projects or get involved in an area you’re interested in.” —Current Employee 4.4★ User Researcher – Core Experience Spotify Stockholm 3.8★ 23 hours ago 23h Assistant Manager – Digital Media American Express Sydney 23 hours ago 23h 4.3★ 3.9★ FacebookUnusual Perk: Free intern housing. We all know interns are (usually) hurting for money, so that’s one reason why this perk is so appealing. All of Facebook’s interns have the chance to receive free housing—plus shuttles to and from work so they don’t have to pay for gas. Overall Benefits Rating: 4.7What Employees Say: “Incredible benefits. Excellent compensation that rewards strong performance. Lots of autonomy. Tons of room for growth. Very transparent from the top down. Strong leadership. Intelligent and caring colleagues. The most fair and well thought out review process you will find everywhere. Exciting work.” —Current Employee 4.4★ See more jobs at Spotify 3.9★ 23 hours ago 23h Senior UI Engineer, Experimentation Platform Netflix, Inc. Los Gatos, CA 3.8★ Meat Department Maintenance Technician (Day Shift) In-N-Out Burger Baldwin Park, CA Senior Staff Enterprise Security Architect Spotify Stockholm 23 hours ago 23h 23 hours ago 23h Available Jobs at PwC In-N-Out Burger Unusual Perk: Free burgers. There’s no reason to pay for lunch if you work at In-n-Out Burger. Its employees can enjoy a free burger, fries, and unlimited drinks during a shift. Overall Benefits Rating: 4.7What Employees Say: “You get a free burger with fries every time you work. Also, there is unlimited access to the drinks, except for the shakes.” —Current Employee 3.9★ Available Jobs at REI Store Associate In-N-Out Burger Grapevine, TX See more jobs at Netflix, Inc. 4.4★ 23 hours ago 23h Vice President Goldman Sachs Services LLC Salt Lake City, UT AirbnbUnusual Perk: Travel stipend. When you work at Airbnb, you’re bound to get some house envy. But luckily, employees here can check out the properties they post with a $2,000 stipend so that they can travel and stay in the Airbnb listing of their choice each year. Overall Benefits Rating: 4.6What Employees Say: “My team is like my family. The company is generous, mission driven, and works hard to make employees heard. Great location, motivated and sincere people. Each time I strike up a conversation with someone new, I feel like I’ve made a friend. I can be myself, quirks and all, and am embraced.” —Current Employee 23 hours ago 23h 23 hours ago 23h 3.9★ [Freelance] Experiences Ambassador – Tenerife Airbnb Santa Cruz de Tenerife 4.0★ See more jobs at REI Unavailable Bain & Company New York, NY Available Jobs at Netflix, Inc. 23 hours ago 23h Available Jobs at Salesforce Security Domain Architect REI Bellevue, WA 23 hours ago 23h Corporate Travel Counselor American Express Global Business Travel Warsaw Available Jobs at See more jobs at 23 hours ago 23h Program Manager, APAC Planning & Processes Facebook Singapore Available Jobs at Bain & Company, Inc Available Jobs at American Express 3.1★ 4.7★ 23 hours ago 23h Optical Test Engineer Lead, Platforms Infrastructure Engineering Google Sunnyvale, CA Available Jobs at Airbnb 23 hours ago 23h Security Risk Architect – Emerging Technology PwC Tampa, FL 3.6★ American ExpressUnusual Perk: Five-months of paid leave for new mothers. In the U.S., company’s aren’t required to offer paid-leave for new mothers. But American Express offers them five months off at their full pay, making this perk pretty darn unusual but outstanding. Overall Benefits Rating: 4.0What Employees Say: “I love the positive minded environment that the company strives to keep for their employees. The company offers great incentives such a Healthy Living, work life balance, on-site nurse, and more.” —Current Employee 4.4★ 4.7★ 3.9★ 23 hours ago 23h Team Leader Commercial Credit France H/F American Express Paris ServiceNow – Senior Associate PwC San Antonio, TX 23 hours ago 23h 3.8★ 3.6★ Senior User Researcher – Platform & Partner Experiences Spotify Stockholm 23 hours ago 23h Manager IT Service Operations REI Bellevue, WA 23 hours ago 23h NetflixUnusual Perk: Unlimited vacation time. Yep, you read that right. Netflix allows employees to choose how many days they take off each year, whether that’s two weeks or two months. Overall Benefits Rating: 4.3What Employees Say: “Excellent culture, freedom to learn and to work on exciting projects. Great compensation package. The company treats their employees well and shows their appreciation for the hard work that makes Netflix great.” —Current Employee Master Bicycle Technician/Mechanic REI Tustin, CA 23 hours ago 23h See more jobs at Salesforce Marketing Cloud Solution Engineer Salesforce Tokyo Top 20 Employee Benefits & Perks for 2017 3.8★ SalesforceUnusual Perk: Paid time off for volunteering. When you do good, Salesforce rewards you. The company offers its employees six paid days off each year to do volunteer work. Plus, the company gives its employees $1,000 each year to donate the cause of their choice. Overall Benefits Rating: 4.6What Employees Say: “ Management on all levels care about employee success. Great benefits. Cool offices. Solid training program. Products that actually work.” —Current Employee 23 hours ago 23h 3.6★ See more jobs at American Express 4.4★ 23 hours ago 23h See more jobs at Airbnb Recruiting Sourcer Facebook Seoul 23 hours ago 23h 3.9★ See more jobs at Goldman Sachs Services LLC 23 hours ago 23h Senior Specialist, Automation Bain & Company, Inc Dallas, TX See more jobs at PwC 23 hours ago 23h See more jobs at In-N-Out Burger See more jobs at Facebook 4.7★ Business Development Manager, CX Domain Bain & Company Dallas, TX 4.4★ 4.3★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Goldman SachsUnusual Perk: Gender reassignment surgery. For employees who desire gender reassignment survey, Goldman Sachs will pay for it for them. The company has offered this perk since 2008. Overall Benefits Rating: 4.2What Employees Say: “Many leadership and career opportunities. GS had a team-oriented culture, which I found very productive and supportive. It enabled me to grow in my field as well as a leader. Benefits were very, [including] unlimited sick leave, long vacations, [and] great health plans.” —Former Employee 3.9★ 3.9★ Associate Goldman Sachs Services LLC Jersey City, NJ See more jobs at Google Associate #RSK Goldman Sachs Salt Lake City, UT Senior Data Engineer, Marketing and External Data Systems Netflix, Inc. Los Gatos, CA 3.8★ 23 hours ago 23h REIUnusual Perk: “Yay” days. “Yay” days, as REI calls them, are two paid days off each year in which employees can get outside, off the clock, and enjoy an activity of their choice. Overall Benefits Rating: 4.1What Employees Say: “Great Co-Op ethics. Fun and inspiring. The very best HR program I have ever worked under: salary reviews, reporting issues and resolving problems. Health care option for PT employees extremely rare in this marketplace, and most appreciated.” —Former Employee
4.2★ 4.1★ Browse Open Jobs As you are about to attend a team meeting at work, your manager asks you to walk with her into an empty room. You are puzzled because this is out of the ordinary. She places a pink slip on the table, and your heart starts to beat faster, and faster. These six words come rolling out in what seems like slow-motion: “We have to let you go.” Sure, your inclination is to grab your personal effects, then run out the door with as few coworkers seeing you as possible. However, there is some important information you need before you head for the elevators. Most people that lose their job are unaware of the benefits, and helpful information to ask during a job loss that will get them prepared to get back into the workforce. This experience can be stressful and disappointing especially if this is your first job or you had long-term goals to stay with a company. You are not alone. Here are a few questions we recommend you ask if your professional world has been turned upside down.Question #1: Do you have outplacement services?Some employers offer outplacement services to laid-off employees to help them with job searching, resume writing, career coaching, and overall transitioning. The employer pays for it to help you find new job opportunities. Not only will it save you time searching for a new job, but it can help to improve your confidence while navigating this challenging situation.If outplacement services are unavailable, get creative by binge-watching your way into a new job with interview tutorials on YouTube. Instead of letting this situation keep you down, rise above it and get ready for upcoming interviews.As you meet new people through your previous employer’s outplacement service program, hand out your business cards to recruiters, potential employers, and professionals when networking. It will set you apart from people in your field and leave an impression that you are ready to get back to work.8 Networking Strategies You Haven’t Thought of YetQuestion #2: Is ongoing health insurance available for a time?The premium on your health insurance is one way to receive financial help. Ask if there is a continuing coverage that is available after you leave the company. If the service is unavailable, ask if you can open a private health insurance policy. It might cover Medicaid and the Children’s Health Insurance Program (CHIP). Question #3: What is the reason for my termination?One of the most mature decisions you can make before you leave is to find out the reason why you were fired or laid off. In most states, an explanation from your manager is not required by law, but it doesn’t hurt to ask.The reason why it is important to inquire is if they had to let you go for poor work performance, you can reflect and figure out if there is a way that you can prevent the repeated behavior in the future. If it is because the company is experiencing financial loss, at least you can rest assured it had nothing to do with you.The ability to gain closure is a part of personal and career development. The last thing you want to do is leave without an explanation or possibly live with the nagging feeling that you were the problem.What to Do When Your Boss Is Mad at YouQuestion #4: Would you be willing to provide me with a professional reference?If this was your first job, a layoff or termination feels like an even bigger blow to the professional ego. However, it’s important to evaluate whether you can ask your manager for a professional reference in spite of the pink slip. It is wise to ask your manager for a letter of reference or if he/she can act as a reference when a new company is interested in hiring you. Another idea is to contact someone on your team that you had a good working relationship with to be a work reference. Your previous colleague can vouch for your potential, effective communication skills and enthusiasm to get the job done on time.Question #5: Does the company offer unemployment insurance? If so, do I qualify?The United States Department of Labor states that people who are laid off can apply for Unemployment Insurance (UI) if you become unemployed through no fault of your own, and meet certain other eligibility requirements. This insurance may provide for food, rent, and other necessities. Don’t feel ashamed. Remember that everyone needs help sometimes. Even the most successful CEOs and industry titans have experienced a job loss or rejection before finding success. It is easy to become discouraged and take the entire blame for a job loss. However, it is important to remind yourself that you can get through this tough time when you have all the information and remain empowered no matter what. 23 hours ago 23h Restaurant Team Member The Saxton Group Weatherford, TX 23 hours ago 23h Physician – General Surgery SCL Health Miles City, MT R.N/L.P.N. Westminster Village Bloomington IL Bloomington, IL 2.7★ Kitchen – Line Cook / Bake / Fry / Grill / Prep Cook Hopdoddy Burger Bar Euless, TX Field Inspector/Field Technician ProTeX The PT Xperts Phoenix, AZ 23 hours ago 23h Deli Counter Cook / Sandwich Maker Rebecca’s Cafe Waltham, MA Optometrist (Fill-In) – Gwinnett, GA LasikPlus Gwinnett Mall Corners Post Office, GA 3.4★ 3.8★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Registered Dental Assistant Golden State Dentistry Walnut Creek, CA Hair Stylist – Licensed – COLUMBIA, MO-1401 Forum Blvd. Ste. 102, 65203 Sport Clips Columbia, MO 23 hours ago 23h 4.2★ 23 hours ago 23h 3.6★ N/A 23 hours ago 23h 3.4★ Physical Therapist – Hospital-based – Inpatient Acute Care RehabCare Roanoke Rapids, NC Makeda Waterman is a professional writer with an Education in Journalism, Mass Communications, and Public Relations. She writes for the Huffington Post Canada and Elite Daily on millennial topics with the goal of helping people improve the quality of their lives and career.13 Companies That Are Hiring Fast! 2.4★
16 Hot Companies Hiring Now How to Be A Positive Influence on Company CultureExercise boundariesWhen you’ve identified an appropriate event to skip out on, plan out your excuse in advance. Frankly, you don’t always have to tell people why you can’t make it, but you do need a handy phrase you can trot out to avoid an uncomfortable silence when you opt out of work events. As Alison Green writes on her popular blog Ask a Manager, it’s really not their business why you can’t make it, you simply can’t make it. And if your “previously scheduled engagement” happens to be meeting your spouse on the couch to watch “Stranger Things”, so be it.11 Companies Hiring Just in Time for the Holiday Season With Awesome Perks Practice early exit strategiesSometimes the problem isn’t frequency so much as longevity (I’m looking at you, holiday party on a weekend). Instead of completely skipping the event, consider just leaving early. Here are a few lines that will help you exit gracefully: Thank you so much for hosting! I wish I could stay, but I’ve got another engagement to head off to.This has been such a great time. I hate to leave early but I promised my [spouse/significant other] I’d be home by 4 PM. Network by following upJust because you didn’t attend doesn’t mean you can’t participate in the fun after part of the party. Use the event as an excuse to follow up with people individually, such as someone from a different department you usually look forward to seeing. This can spur a deeper connection and conversation despite the fact that you didn’t go to the event – and isn’t that the ultimate purpose of company culture events, anyway?It’s important to contribute to your company culture (after all, if you’re taking our advice, you should love where you work most days!). But it’s also important to establish and protect your work-life balance. Whenever you find it slipping a little too far toward work events, use these tips to opt out of work events or at least limit your time commitment. Thanks to a huge push in how employers recruit and retain talented employees, company culture events are on the rise in every workplace. And while some of those events and perks are impressive, we’ve all witnessed a professional development or team-building event that was more eye-roll worthy than Instagram-worthy.Stuck with an overeager company culture party planner? Here’s how to opt out of less-than-fun professional development events without being labeled “not a team player”.Opt out of work events carefullyFirst, the bad news: it’s not possible or professional to cut yourself off from all culture events. Part of being a team player and getting in important bonding time is being available and in attendance for major events, if only every quarter or so. However, that’s no reason you have to block off your calendar to spend time with work people during your personal time. You just have to use your knowledge of your company culture to weigh the necessary frequency of your attendance to these events and fly under the attendance radar. Here are a few examples: If your company does one big, annoying blow-out every year for a seasonal holiday, it will probably be a big deal if you opt out.If your company does one event every quarter, you probably need to attend one or two of them each year.If your company does one event every month, you can probably attend once every two or three months.If your company does one event every week (think weekly happy hour) you might be stuck tagging along once or twice a month.
Now that your research is started, get ready to ace that interview in 2018! SalesforceSalesforce has been a regular on Glassdoor’s Best Places to Work List for the for the past several years, grabbing a spot in the top 20 in 2017. This year also represents the fifth year straight that Salesforce CEO, Marc Benioff, has been in the top 25 for Highest Rated CEOs. Salesforce also earned the number four spot for Glassdoor’s Best Places to Interview in 2017. Salesforce is a customer success platform that fosters connections between businesses and their customers. The Salesforce culture is rooted in “Ohana,” the Hawaiian word for family, and the Salesforce family is growing fast, seeking to fill more than 3,600 positions in the US and across the globe. If you’re interested in scoring a role at Salesforce, check out its Pathfinder Program, a training initiative to equip the workforce of the future. Glassdoor Interview tips: While the culture at Salesforce is professional and fast-paced, the Ohana vibe is pervasive. Glassdoor respondents report having a positive experience with interviewers, even when an offer was not extended. Interviews for many positions span both technical demonstrations and behavior questions. Salesforce is also a values-driven culture, so candidates may be asked to field questions related to their own values and philanthropic experience. Sample Interview Questions Shared by Glassdoor Respondents: Describe a project or major roll-out you’ve done.What are some marketing campaigns you’ve seen that you admired? What is something that you have learned outside of work that you can/do apply to your professional life? Tell me about past technical projects that will help you succeed in this position. Where does philanthropy fit into your life?What makes you happy at work?Learn More About Salesforce FacebookFacebook enjoys its seventh consecutive year in the top 20 on Glassdoor’s Top Places to Work List. Facebook CEO Mark Zuckerberg has been among the top ten on Glassdoor’s Highest Rated CEOs list for the fifth year straight. If you’re interested in pursuing a role at Facebook, follow Facebook Careers, which offers video, stories, pictures, news and other insights into what’s going on at the company and what it’s like to work there. The staff and leadership emphasize that Facebook is a professional culture that values problem-solving and adherence to personal values over rote rule following. So staff have the freedom to be themselves, develop themselves and to do the innovative work that sets Facebook apart as a global leader.Facebook currently has more than 1,200 job openings in cities around the US and across the globe. Glassdoor Interview tips: Glassdoor respondents indicate that the technical aspects of the interview require a solid understanding of Facebook products, so be prepared to discuss Facebook’s offering and how they function. Additionally, traditional technical demonstrations are also required. Many respondents note that the technical portion of the interview is demanding and required careful preparation and attention to detail. Sample Interview Questions Shared by Glassdoor Respondents: How would you measure the health of Mentions, Facebook’s app for celebrities? How can FB determine if it’s worth it to keep using it?If 70% of Facebook users on iOS use Instagram, but only 35% of Facebook users on Android use Instagram, how would you investigate the discrepancy? Facebook sees that likes are up 10% year over year, why could this be?What’s your favorite Facebook feature?What would your former boss say about you?Learn More About Facebook So you’ve made it your mission to score a game-changing job with one of Glassdoor’s 2017 Employees’ Choice honorees. Nice! Great move to aim high and target employers that have a reputation for creating stellar professional cultures. So how do you get your foot in the door to pursue a role with one of these in-demand employers? After you refresh your candidacy package and solidify your personal brand, you distinguish yourself as an informed candidate. And when it comes to conducting that research, Glassdoor’s got you covered. Learn about the leadership, workplace culture, salary and the interview processes at some of the coolest companies by reviewing Glassdoor’s data and reviews to see what past interviewees, current, and former staff have reported. This way you get the inside scoop so that you can access whether or not you might find fit there. Here’s the lowdown on some of Glassdoor 2017 Best Places to Work award winners to set your wheels in motion: Bain & CompanyBain & Company is on a nine-year hot streak on Glassdoor’s Employees’ Choice List, routinely ranking in the top five; 2017 represents the third year the company nabbed the number one spot. CEO Bob Bechek is highly regarded by Bain & Company staff. He earned the number seven spot on Glassdoor’s Highest Rated CEOs in 2017, and he ranked first in 2016. Bain & Company was also recognized on Glassdoor’s Best Places to Interview list, coming in at number twelve in 2017. Bain & Company is a leading international business consulting firm. It’s a global company that currently lists more than 50 job openings in offices around the US. The company is committed to recruiting stellar pros, and to that end, has provided ample information about the interview process on Bain & Company’s website. It outlines the various stages of the interview process, and what candidates might need to prepare for each stage. Bain & Company’s website advises potential candidates: “Rest assured that we’re not looking to interrogate you but rather cultivate an environment that promotes a series of productive and intellectually stimulating discussions.” Use the company website along with Glassdoor data to aid you in your interview prep. Bain & Company presents staff with challenges, for which it prepares them by surrounding them with a supportive and intellectually nourishing environment. This empowers employees to deliver on today’s demands and to strengthen their skills for their future endeavors. Glassdoor Interview tips: Glassdoor respondents commented on the warmth and professionalism of the interviewers. Even respondents who did not get offers tended to rate their interview experience highly. Glassdoor respondents mentioned that each round has a behavioral interview component and a case study component. Glassdoor respondents who didn’t do well in the interview process tended to be those who admitted coming unprepared, so use the wealth of resources offered on the company’s website. Sample Interview Questions Shared by Glassdoor Respondents: Would you rather do something perfectly and hand it in late, or do something on time that isn’t quite perfect?What do you consider to be your greatest failure so far? Why are you interested in becoming a consultant? Why Bain? Tell me about a leadership experience you’ve had. Learn More About Bain GoogleGoogle made Glassdoor’s Best Places to Work List for the ninth straight year in 2017, which also represented the tech giant’s sixth consecutive year among the top ten. Google CEO Sundar Pichai has been among the Highest Rated CEOs since he assumed leadership of the tech giant in 2015. In 2017, he nabbed the #17 spot. Google has a long-standing reputation as an excellent employer with its lush benefits and human-centered approach to recruiting, engaging and retaining stellar staff. With thousands of open jobs in cities around the US and across the globe, it’s a great time to be a Googler. If that’s your aim there’s plenty you can do to prepare for the various stages of Google’s interview process. Google’s website offers robust information about Google’s hiring process. Augment that framework with the rich details shared by Glassdoor respondents, and you’ll have plenty of specifics to help you prepare. Glassdoor Interview tips: Glassdoor respondents share ample and specific feedback about the technical component of the interview. They consistently advise that candidates should overprepare for the technical phase of the interview. Many respondents said that their nerves slowed them down more than they expected they would. In addition, all candidates should prepare for “behavioral, hypothetical, or case-based questions that cover your role-related knowledge.” Sample Interview Questions Shared by Glassdoor Respondents: You are planning an all-hands meeting to highlight the successes of teams. How will you go through in planning this all-hands meeting? Walk me through a project you were in charge of from beginning to end. What is your opinion on whether or not individuals should be required to use their official name when opening a Gmail or Google + account? Talk me through the steps that would need to be taken when planning the opening party for a new Google Campus in Bangalore, India. How would you handle a request from your boss that clearly violated company policy?Learn More About Google