Jobs hiring asap

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Email: [email protected]
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My work cannot hire anybody, and they keep lowering the standards. Pretty easy work starting mid 20's an hour and going up to 40+ an hour with no applicants.
However, others say they cannot even find an entry level job, or any kind of callback or anything, really.
Has anybody noticed that?

I'm 18 and studying and broke. So i can't afford to move out but i hate living with my family. I want my personal space. I don't wanna be interpreted everytime. I can't wait to have a job and move out asap

Hi everyone! I am a prospective dispatch student (gearing up for academy now) and am doing a sit along with my local PD’s communications center soon. I understand that I’ll be with one person for a 2 hour period and plan to ask questions. I have a few about the system/consoles they use and generic job duties/stuff, but what are good things to know? How particular should I get? Can I ask about this specific center and it’s inner workings or should that be saved for when I’m closer to being hired?
Please let me know if this is inappropriate for this subreddit! But I’d love to hear what you all wish someone had told you before starting your career as a dispatcher. TIA!

I have tried many different jobs since I was 18 but now I'm 34 and it's just getting old. I haven't excelled and have been stuck. A lot is expected from me now since I am older. I have never been fired and many jobs have complimented me on being punctual and having a lot of work ethic.
My first job ever was a golf course job I did for four seasons since I was young, not much was expected of me, and it was great.
I was a stocker at a grocery store and again no complaints I was young and not a lot was expected from me.
I then did a home health aide job for a year out of college and liked it but stressful and didn't pay well.
Then it starts to go downhill. I start working as a nursing assistant and I was bullied for about 2 years before breaking down at work when my mother passed away and couldn't take being tortured anymore.
I got a job at amazon and overall it was ok but soul-crushing.
Finished a coding BootCamp and landed a job and my consulting company was terrible. Boss always told me how he wanted to punch stupid people in the face and nod toward me. I don't know why they hired me if they knew I only had 11 weeks of coding experience but I quit the best chance at a good-paying career.
Went back to Amazon soul crushed again.
Did a lot of different work but pretty much manual labor.
​
I just got another warehouse job and again it's just terrible. I'm already a week in and managers are scolding and sneering at me when I say good morning to them. I hate it here. I don't know what I'm asking for here but I don't know how to keep going for another 30 years with no hope of a good job. With managers bullying me with just dead-end job after dead-end job.

Contracts Staffing services are an essential part of any business that hires temporary or contract workers to support their operations. These contracts provide the framework for the employment agreement between the company and the worker, outlining job duties, compensation, and other important details. While staffing contracts are a necessary component of many businesses, they can also present risks if not properly managed.
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I was recently fired from a job which was incredibly toxic, job description was nothing to the reality and the lack of training raised several flags. I wanted to leave from day 1 but it was a foot in the door of the right role and industry I wanted to try and it has backfired on me. Myself and all other 8 recent hires were fired before reaching 6 month mark.
I’m super conscious of how bad the economy is right now and I do not want to go back into a position of taking the wrong job. I am worried my resume will begin to look like a job hopper if I take an upcoming offer that I am not excited about
Job 1 - May 17 - April 18 Job 2 - April 18- May 20 Travel break May 20 - May 21 Job 3 - May 21 - July 22 Job 4 - July 22 - March 23
As I’m relatively early in my career I’m nervous to make the wrong move. If an offer arises should I take it while I continue to search? Hoped something else arises and I could maybe exclude the temp position off my resume going forward? Or is it best to stay on unemployment until an offer I’m genuinely excited about comes through?

I had a 30 min phone screen and then a one hour video panel with 4-5 staff/supervisors for an analyst job at a hospital. I followed up after the video panel re-expressing thanking everyone for their time and reiterating my interest for the role. I was then immediately invited for a 4 hour on site interview.
The hiring manager threw out a date in the middle of the week the following week but seeing as this wasn't enough time to request a half day off of work, I proposed the week after and we agreed. My interview was officially scheduled to be Wednesday morning and I stated that I would reach out early that week to coordinate specifics like exactly what time we would meet and exactly where in the hospital I should arrive.
When I emailed the hiring manager Tuesday morning, I didn't hear back. By Tuesday night I already knew I was being ghosted so I wasn't planning on going to the interview, how could I just show up with no clue who I was supposed to meet with, what time, and where?
I still haven't heard a thing from them. I know common rhetoric is for job seekers to follow up via email or phone call if they get ghosted, but I feel like those are instances in which they're following up in an ambiguous situation (no next steps were confirmed or scheduled, just reaching out because it's been silent for awhile).
In a situation like mine where my time was completely disrespected, a scheduled event was blatantly blown off, I'm not sure if I should follow up, and how I should word my follow up considering I would have to address what they've done (it feels like the awkward elephant in the room at this point). I have no qualms about burning bridges with this institution as I'm certain I don't want to work for a place that treats its prospective candidates like this. Ghosting after saying "we'll follow up in a few weeks" is one thing, but ghosting after making the candidate request time off work to come on site for half a day is another. I'm torn between sending a scathing but professional email or just genuinely benignly following up (which feels pathetic honestly, I feel like I need to address how disrespectful this was).
​
Any advice?

I'm an Indian 23 f and I graduated like 9 months back, I was extremely lazy right after graduation and it took me months to make a somewhat okay portfolio to apply. And now I'm so behind, so so behind, everyone else have jobs and I haven't been able to secure anything. I've been job hunting for 2 months now and I'm just dad because the time between my graduation and unemployment is increasing. And being Indian my parents are very eager to marry me off asap. They're waiting for me to get a job so they can start advertising me as a prospective bride. Some astrologer told them I'd be married by the time I'm 25 and I don't want to by 25. But honestly I'm just so worried that if I'm not getting jobs they'll marry me off to some guy and that my life will just end there. Although my parents are not that kind of people my parents look into education and jobs very seriously and there's no forced marrying aspect, they make sure I like the guy as they did with my siblings, so it's not gonna be any guy off the street, but I'm just worried that I won't be good enough to even get anyone either. I'm just so paranoid about being a loser and I feel like my nightmare is becoming a reality and all that keeps manifesting in the form if dreams and I've woken up on multiple occasions at night weeping because of my dreams. I'm unemployed and undesired.

I will be eternally grateful to this hacker for her inventiveness and dedication to efficiency and dependability. Despite the fact that I had been a victim of several fake hackers on this platform, I trusted my instincts and hired her. To my surprise, she came through and completed the task in record time. She provided excellent service and was well-organized, trustworthy, and genuine. She is very inexpensive and cost effective.
Get in touch with her using the information provided below.
Email: :[email protected]
Any social networking platform you can think of, including
Instagram, Facebook, Twitter, Tinder, SnapChat, TikTok, WhatsApp, Discord, and other social media platforms. She offers a variety of services, some of which include: social media hacks (WhatsApp, Snapchat, Twitter, Instagram, Facebook, Facebook Messenger, Viber, etc.), incoming call restrictions, GPS location tracking, school grade upgrades, intercepting and retrieving instant messages, credit score upgrades, WhatsApp spying, USSD control commands, Facebook/Messenger spying, Skype spying, hacking into databases of all kinds, internet usage monitoring, calendar monitoring, video game hacking and cracking, and RPG hacking. She also offered me the chance to get a full refund if I found anything wrong with the work, but because she performed an excellent job, I didn't need that option

So I started working for a new company a few months ago leaving my 13-year supervisory role. Recently, there has been some major chaos between my workers going on. I asked for some advice since I'm pulled in 8 different directions every single day and honestly do the work of 3 full time positions. He proceeded to tell me I wasn't a supervisor at my old job and still am not in my current role at the company but am easily trainable. I was hired to supervise 12 employees and now feel like giving up since I can't keep up with all the drama and his micromanagement style. He treats other management staff like garbage and rules over them with an iron fist. I feel like I've been low blowed and should start seeking a new job?

This is my first character sheet so go easy on me
​

• Name: Perceval Moore
• Gender: Male
• Race: Human
• Age: 23 years
• Height: 6 ft. (1.8 m)
• Weight: 190 lbs. (86 kg)
• Class: Fighter

​

• Appearance

- Perceval is disheveled and has beige, splotchy skin. His yellow, dreary eyes shine through his greasy black hair. The dandruff receptacles he calls shoulders droop below his clavicle. His gaunt frame is accented with an audacious stride, which comes from the same place his extra weight does: an occasionally dysfunctional prosthetic leg. It’s a dull brass color with cogs at the knee and springs below the false kneecap, which appear shined due to the fact that it rubs up against his flowing black cloak with each step. He carries a crudely patched burlap sack, off of which hangs a flask and a measure of rope.

• Reference images (none of these are exact but they give ya the idea)
• https://game.capcom.com/cfn/sfv/charactenash/costume?lang=en
• https://www.deviantart.com/t-rexjones/art/Frankenstein-s-Creation-286829832
• https://gorillaz.fandom.com/wiki/Murdoc
• List of reference images in order: Nash from Street Fighter V, Illustration of Frankenstein's Monster by T-Rex Jones from Deviantart and Murdoc Nichals from Gorillaz, designed by Jamie Hewlett and Damon Albarn.

​

• Abilities/quirks

- Skepticism: Perceval isn’t one to fall for grifts. Snake oil salesmen don’t impress him and his psyche is bound tightly. Masters of mentalism and psychics have trouble prying into his mind.
- False leg: Born without a right leg, Perceval was equipped with a prosthetic leg made of cogs, springs and whatever was lying around the shop. His movement speed and mobility are generally uninhibited but worsen when his leg isn’t properly oiled and wound. (Sometimes sprockets dislocate for seemingly no reason) This also means he is less vulnerable to tripping attempts made on his right leg, due to the heftiness of his artificial appendage.
- Bad blood: Moore’s former appendage was infected with some nasty magic. Because of a lingering curse, he has an increased vulnerability to necrotic damage. (+2) He has nerve pain that flares up whenever necromantic magic is nearby, which serves as an early warning of danger or a tool for detecting dealers in the dark arts.
- Equipment: Rusty longsword, pot-lid shield and a hand-axe. Backpack includes a crowbar, 3 torches, a tinderbox, 5 days worth of rations, a medium water-skin, a flask and a bear trap. Carries 50 feet of rope strapped to the bag.
​

• Backstory

- Hilda Moore, a servant in the court of Lord Alabaster, was infected with a wicked blight that led to her death during childbirth. Her lone offspring Perceval, (named after her last living relative, a lord in a far away land), suffered the same terrible disease that afflicted his mother. This led to the medically necessary amputation of his hands at the forearm, and right leg at the middle-thigh. Before handing the child over to a local parish, a professor in Alabaster’s court named Dr. Solomon Fabian caught wind of the sorrowful situation and whisked the child away to his observatory in Hedgeborn. Raised in a gilded tower, hidden in a lush valley, the boy grew to be curious, though he was tragically ill equipped for exploration.
Professor Fabian began conducting experimental treatments and procedures on the boy beginning at the age of 7. It wasn’t until age 10 that the boy's adopted hands stayed attached. When the boy was 13, Fabian resorted to a deal containing unfavorable terms in order to afford his greatest experiment the gift of stride. In exchange for a leg preserved with magic, Fabian agreed to construct a ward for the Criminal titan Botwell Hogspore. After the exchange was made, the professor struggled to cut ties with the greedy baron who insisted on mutual benefit via immoral means.
The new limb granted Perceval freedom of movement, but something in his spirit changed. His disposition became bitter and tyrannical. His skin withered and his eyes seared a frightful yellow. Seeing how the magic changed the boy, the professor replaced the leg with a metallic remnant of an old hobby. Dissolving the pact with Hogspore meant certain doom, but Fabian’s conscience could bear it no longer. On his 14th birthday, Perceval watched his only real family die before his eyes a second time. Hogspore spared the boy, but banished him from Hedgeborn for all of his cursed days. After drifting from odd job to odd job, Perceval finds himself itching for vengeance.
​

• Flaws and dislikes

- Perceval is a binge drinker, and on days he can’t trek very far he’s barely functional. He has a very all or nothing attitude about travel and alcohol.
- He isn’t loyal to any deity or religion, which is ironic considering he could really use some magical help and healing. He resents Paladins especially.
- He’s got no connections and the little family that he has resent him.
- He’s physically frightening. He scares children.
- He’s got a few disabilities. They wouldn’t be much of an issue but he doesn’t have access to the proper medication. This means he has chronic pain in his hands and he gets eye twitching due to the necromantic juju in his blood. Not to mention the bum leg.

• Strengths

- Perceval learned the rules of swordsmanship before he had proper hands. His adopted father was a great admirer of the art of fencing and a connoisseur of the blade. In combination with his experience as hired steel, he handles edged weapons almost as well as whisky.
- He can outdrink even the toughest of sailors.
- Mr. Moore knows what he looks like, and uses his startling appearance to his advantage whenever possible. His height, his dark second-hand hands and his piercing, weepy eyes grant him an intimidation bonus.
​

• Allies

- Jax and Ibek the leg breakers. They work for Mr. Mojo, a shell trader and Whisp-weed dealer in his close-enough-to-home town of Fishborn. Jax is a cunning dark elf who always knows a guy. He’s done favors for Perceval, and Perceval has done favors for him. They’ve worked, eaten, and fought alongside each other. Jax is the closest thing Perceval has to a best friend. He rooms with Ibek, a gentle half-giant who snaps arms for a living and crotchets in his free time.
- Fritz Gumms the marshal, one of the few staples of law enforcement in the far-west city of Jewelcrest. He gave Perceval a warm meal and a dry cell to sleep in after he caught him stealing from the mayor's office. He’s Percy’s emergency contact.
- Piper (and Marion) the witchy shop keepers. On the outskirts of Hedgborn is a little slum called Sludgeborn, where the servants who don’t reside in the houses of their masters live. Along these strips of housing are carts and booths set up selling everything you could want and plenty you don’t need. In the fabric business is the stitch-witch Piper. She has described herself at various times as both “super fucking chill” and “goth but only for the music and the fashion and the culture and the self loathing.” Her sock puppet Marion keeps her company while she sells camel skins and microfiber underpants.
​

• Acquaintances

- Llewelyn Scruffs the bounty hunter. He’s a harengon outlaw that drifted into Jewelcrest around the same time Perceval got arrested. Scruffs bailed him out, but only because there was a much bigger bounty on his head in the next town over. While traveling, they were attacked by raiders. Perceval saved the outlaw’s life, but Scruffs was badly wounded. He agreed to take the cowboy into town, but on the condition that he didn’t turn him in. Llewelyn held up his end of the bargain, but resented Perceval for making him walk the last mile on his own.
- Robin Huperts the tavern keeper. She grew up in an adopted family just like Perceval. During his early adult years, she took pity on him and let him crash in her supply closet. She kicked him out after she caught him stealing beer, but she reads the letters he occasionally sends her way.
- Precious Romwitsy the traveling actress. The Redmoon theater drifts from town to town, finding audiences in everyone from nobility to paramilitary groups to farmers who can barely afford a ticket. The crown jewel of the traveling theater is Precious Romwitsy- a true thespian at heart. She shares Perceval’s periodic problems with alcohol. They’ve swapped plenty of stories, and forgotten just as many at the bottom of a bottle. He repulses her, but her vanity is melted by his witty countenance.
- List of canonical encounters with this OC: None yet!
If you made it this far... idk that's kinda crazy. Thanks tho :)

I had a more detailed story to share but accidentally deleted my original post. I'll give the short story instead.
03/23/23 Got fired by coworker. new hire was third day on job and was yelled at for not learning fast enough and telling that I didn't like the way I was being trained, was dropped off at a random gas station after they were done yelling at me and was made to turn in my work badge though they had no authority over me to do this.
Late January- Early February
Job before that was also door to door different company worked there a for whole month and they refuse to pay me. If you are actively looking for employment not apply to anything listed as Outside Sales, every company is essentially the same with being the epitome of elitism at its finest.I plan to sue both of these companies. Starting the process tomorrow morning wish me luck.
Context: I am Former Abuse Victim, I have several mental disorders and a psychical disability. The altercation that happened yesterday caused flashbacks and went into a nonverbal state as defense mechanism, I will be attempt to pursue a lawsuit only against the coworker and not the company unless they refuse to pay me like my previous job who I will sue them as a whole.
Let this be a reminder and a warning that no matter what hold someone/someplace tries to put on you it's always better to walk away from them.

I am currently in charge of managing a team of maintenance technicians and I'm seeking some advice on how to evaluate their performance during the hiring process and quarterly reviews. As a manager, it's crucial to have a clear understanding of the criteria used to evaluate technicians and the methods used to measure their progress. For instance, during the hiring process, I would like to know what kind of skill set and experience is required to qualify for the job, and how to conduct an effective interview to assess their abilities. Additionally, during quarterly reviews, I need to be able to evaluate their progress and set goals for the upcoming quarter. This includes identifying areas of improvement, reviewing completed tasks and projects, and setting new targets for the upcoming quarter. Overall, I want to ensure that the team is performing at a high level and that each technician is reaching their full potential. Therefore, any tips or advice on how to evaluate maintenance technicians effectively would be greatly appreciated.

I am currently in charge of managing a team of maintenance technicians and I'm seeking some advice on how to evaluate their performance during the hiring process and quarterly reviews. As a manager, it's crucial to have a clear understanding of the criteria used to evaluate technicians and the methods used to measure their progress. For instance, during the hiring process, I would like to know what kind of skill set and experience is required to qualify for the job, and how to conduct an effective interview to assess their abilities. Additionally, during quarterly reviews, I need to be able to evaluate their progress and set goals for the upcoming quarter. This includes identifying areas of improvement, reviewing completed tasks and projects, and setting new targets for the upcoming quarter. Overall, I want to ensure that the team is performing at a high level and that each technician is reaching their full potential. Therefore, any tips or advice on how to evaluate maintenance technicians effectively would be greatly appreciated.

I am currently in charge of managing a team of maintenance technicians and I'm seeking some advice on how to evaluate their performance during the hiring process and quarterly reviews. As a manager, it's crucial to have a clear understanding of the criteria used to evaluate technicians and the methods used to measure their progress. For instance, during the hiring process, I would like to know what kind of skill set and experience is required to qualify for the job, and how to conduct an effective interview to assess their abilities. Additionally, during quarterly reviews, I need to be able to evaluate their progress and set goals for the upcoming quarter. This includes identifying areas of improvement, reviewing completed tasks and projects, and setting new targets for the upcoming quarter. Overall, I want to ensure that the team is performing at a high level and that each technician is reaching their full potential. Therefore, any tips or advice on how to evaluate maintenance technicians effectively would be greatly appreciated.