seeking participants for focus group and market research studies. work part-time from home and earn up to $750 per week. register to see if you are eligible. data entry experience not required. remote work from home data entry clerk – part time market research panelists our company is seeking individuals to participate in national & local paid focus groups, clinical trials, and market research assignments. with most of our paid focus group studies, you have the option to participate remotely online or in-person. this is a great way to earn additional income from the comfort of your home. compensation: $75-$150 (per 1 hour session) $300-$750 (multi-session studies) job requirements: show up at least 10 mins before discussion start time. participate by completing written and oral instructions. complete written survey provided for each panel. must actually use products and/or services, if provided. then be ready to discuss prior to meeting date. qualifications: must have either a smartphone with working camera or desktop/laptop with webcam must have access to high speed internet connection desire to fully participate in one or several of the above topics ability to read, understand, and follow oral and written instructions. data entry clerk experience is not necessary. job benefits: flexibility to take part in discussions online or in-person. no commute needed should you choose to work from home remotely. no minimum hours. you can do this part-time or full-time enjoy free samples from our sponsors and partners in exchange for your honest feedback of their products. you get to review and use new products or services before they are released to the public. you must apply on our website and complete a set of questionnaire to see if you qualify. this position is perfect for anyone looking for temporary, part-time or full-time work. the hours are flexible and no previous experience is required. if you are a data entry clerk or someone just looking for a flexible part time remote work from home job, this is a great way to supplement your income.

Talent Acquisition Specialist

Gamer’s Choice is a team of passionate gamers, creators, and innovators based in Queens, New York. What began as a small local shop has grown into one of the leading destinations for Trading Card Game players and collectors around the world. We’re driven by a shared love for gaming and community, offering both an engaging online experience and a vibrant in-store atmosphere. Our mission is to be the ultimate home for fans to connect, compete, and celebrate the games they love. While Yu-Gi-Oh! has always been our foundation, we’re expanding into exciting new titles like Pokémon, One Piece, Riftbound, and Disney Lorcana. Our Long Island City store serves as the heart of our community, hosting tournaments, events, and gatherings that bring players together both in person and online.

Job Description:

The Talent Acquisition Specialist position with Gamer’s Choice is an important role in managing the full-cycle recruitment for all open Gamer’s Choice positions. This position will be responsible for drafting job descriptions, posting positions on our ATS, screening candidates, and reporting on key performance metrics for the talent acquisition department.

Key Responsibilities

• Manage the full-cycle recruitment process for all open positions with Gamer’s Choice
• Draft and submit new job descriptions for positions, keeping all current job descriptions organized in the Shared Drive
• Reviewing applications, scheduling interviews, and conducting virtual interviews with candidates who meet the qualifications of the role
• Acting as the liaison between the hiring manager and the applicants, scheduling interviews, and providing feedback
• Keeping track of all applicants in the ATS system, ensuring they are kept informed of the process and next steps
• Drafted and sent offer letters based on the established templates, and tracking signatures to begin new employee onboarding
• Tracking progress on goals and sending data to the Head of Human Resources based on the assigned KPIs

Qualifications

• 1 -3 years of experience managing a full-cycle recruitment process (intake, sourcing, screening, interviewing, offers)
• Experience working with and managing requisitions in an applicant tracking system (preferably, Rippling)
• Strong candidate screening and interviewing skills
• Strong sourcing ability, utilizing LinkedIn/Indeed recruiter, and Boolean search.
• The ability to stay organized while managing multiple requisitions and hundreds of applicants, ensuring that each applicant has a positive applicant experience
• Superb customer service ability, ensuring candidates have a positive interview experience
• Excellent written and verbal communication skills
• Ability to work onsite in our Long Island City office location

Benefits:

• Health Insurance
• Dental & Vision Coverage
• Paid time off
• 401k
• Employee Discounts
• Gym Membership Reimbursements

Talent Sourcer

About Northslope

The generational companies of the next century will run on mission-specific AI software that compounds their competitive advantage, not commoditized SaaS. We purpose-build production AI applications that enable our customers to operate at the speed, scale, and margins of an enterprise software company, in any industry.

We’re building something fundamentally different: software that’s as adaptable as the businesses it serves, created by engineers who understand both code and customer

The Role

You’ll focus on the top of our recruiting funnel, building pipelines of exceptional Forward Deployed Engineers — customer-facing software engineers who solve complex business problems across industries. These aren’t your typical backend developers. Our FDEs combine strong technical skills with the ability to understand customer needs, architect solutions on the fly, and deploy AI applications that transform how businesses operate.

This year, our recruiting team will hire approximately ~100 Forward Deployed Engineers as we scale. As a sourcer, you’ll be responsible for identifying and engaging talent before they even know they’re looking, creating the pipeline that fuels our growth.

Your responsibilities will include:

• Proactively sourcing and identifying high-potential engineering candidates who have the right combination of technical ability and customer-facing skills
• Developing creative sourcing strategies that go beyond LinkedIn — finding engineers in non-traditional places, communities, and networks
• Conducting initial outreach and screening conversations to assess candidate fit and interest
• Building and nurturing talent pools for current and future hiring needs
• Partnering closely with recruiters and hiring managers to understand role requirements and refine candidate profiles
• Tracking and analyzing sourcing metrics to understand what channels and approaches are most effective
• Testing new sourcing tools, platforms, and techniques to stay ahead of the competition

You’ll work in hybrid model with the autonomy to structure your time in whatever way makes you most effective.

What We’re Looking For

We need someone who can find engineers who don’t fit traditional molds — because we’re not looking for traditional engineers. The ideal candidate brings:

• 2+ years of technical sourcing or recruiting experience, with a strong preference for candidates who’ve worked in fast-growing startups
• Proven ability to source for technical roles through creative and non-traditional channels
• Strong understanding of technical roles and the ability to have credible conversations with engineers about their work
• Experience building pipelines in competitive talent markets where the best candidates aren’t actively looking
• Excellent written and verbal communication skills — your outreach messages get responses, not ignored
• Data-driven approach to sourcing with experience tracking metrics like response rates, conversion rates, and pipeline quality
• Comfort with ambiguity and technology-agnostic sourcing —y ou’re not fazed when candidates don’t fit neat boxes
• Natural curiosity and hustle — you’re always exploring new ways to find talent and aren’t afraid to try unconventional approaches

Nice to Have

• Experience sourcing for customer-facing technical roles like consulting engineers, forward deployed engineers, solutions architects, or technical account managers
• Background at a company that builds custom software or takes a consulting approach to product development
• Familiarity with Ashby (our ATS), LinkedIn Recruiter, and other sourcing tools
• Experience sourcing across different experience levels, from new grads to senior engineers

What We Offer

• Competitive base salary + equity in the form of stock options
• Comprehensive benefits package including health insurance
• Flexible hybrid work environment
• The opportunity to build sourcing strategies and processes from the ground up as we scale
• Clear path to grow into a recruiting role or specialize further in sourcing depending on your interests
• A small, tight-knit team where your pipeline directly impacts our ability to execute on our mission
• Occasional travel (less than 10% of your time) for company offsites where you’ll connect with teams across our New York and London hubs

---

Associate Creative Director

About Red Door Collaborative

Red Door Collaborative is a creative agency serving enterprise tech organizations and SMBs with visual design, content, and motion work. We’re a small, human-centered team — highly collaborative, quietly intense, and genuinely good at what we do. We’re also evolving: AI is reshaping our industry, and we’re leaning into it as a tool that enhances our work rather than replaces the people doing it.

We’re rooted in SoCal and the PNW, but we’re a fully remote team of creatives. We work Pacific hours and meet in person rarely — this is a real remote role, not a “remote for now” situation. This role requires someone who can lead with presence and clarity in a remote environment — giving creative direction, developing your team, and building client confidence without the benefit of being in the same room.

About the Role

We’re hiring an Associate Creative Director to lead creative quality and direction across our team — a group of 12 full-time designers, content creators, motion artists, and PMs, plus a rotating group of individual collaborators that can expand the team to 20–30 people depending on project load.

Here’s what you should know upfront: while this role reports to our Creative Director/Managing Partner, in practice you’ll be the day-to-day creative leader for the team. Our CD sets vision and stays involved at a strategic level, but you’ll be the one in the room with creatives and clients, shaping the work, elevating the output, and ensuring we’re meeting our bar. That means real authority, real autonomy, and real accountability.

This isn’t a “player-coach” role weighted toward playing. You’ll occasionally get hands-on with creative work, but the bulk of your time will be spent reviewing and directing others’ work, partnering with clients through discovery and feedback cycles, and leading a team of discipline leads and PMs who themselves manage creatives. If you’re looking for a role where you’re primarily making things yourself, this isn’t it. If you’re looking to lead a creative team and shape what great work looks like — keep reading.

You’ll report to our Creative Director/Managing Partner. Your direct reports will include our Creative Project Manager(s) and Discipline Leads across Video, Content, and Motion.

What You’ll Do

• Creative direction and quality control: Review and direct work across visual design, motion, and content. You’re not checking boxes — you’re evaluating whether the work meets the client’s intent, serves the strategy, and clears our quality bar. You’ll need a sharp eye, especially for visual and motion work, and the judgment to know when something’s good enough versus when it needs another pass.
• Client partnership: Support clients through discovery, creative development, and feedback cycles. Translate their goals into creative direction the team can act on. Manage expectations. Ensure our clients aren’t just satisfied — they’re genuinely confident in what we’re delivering.
• Team leadership: Lead and develop a team of discipline leads and PMs who themselves lead others. This means setting clear expectations, giving direct and constructive feedback, and building a culture where people do their best work. You’ll have 4–5 direct reports, and the health of the broader creative team will be shaped significantly by how you show up.
• Strategic input: Partner with the CD on creative strategy, capabilities development, and how we evolve as a team. You’ll have a real voice in where we’re headed — and the autonomy to shape how we get there.
• Process partnership: Work closely with our Creative PM(s) to ensure creative quality and project operations stay aligned. They own timelines and resource allocation; you own creative direction and standards. The partnership between these roles is essential.

Who You Are

• You’ve spent meaningful time as an individual creative — designer, art director, motion artist, something — and you’ve also spent time leading or directing creative work (art direction, creative project management, or a previous ACD role). You understand the work because you’ve done it, and you understand leadership because you’ve practiced it.
• You have agency experience — not adjacent to agency work, but embedded in it. You know the pace, the pressure, and the particular chaos of client services.
• You have a portfolio that shows your eye and judgment — whether that’s creative work you made, projects you directed, or campaigns you led. We need to see how you think, not just what you’ve shipped.
• You’ve worked with enterprise clients and understand the complexity that comes with large organizations — stakeholder dynamics, approval chains, shifting priorities, and long timelines.
• You’ve led people before — this isn’t a first-time management role. You’ve had direct reports, given hard feedback, and learned what it takes to develop a team.
• You’re strong in visual design and motion specifically. Our content discipline is well-led and less likely to need heavy direction from you — but you’ll be the primary creative voice on visual and motion work.
• You have an open, growth-oriented mindset about AI. We’re actively exploring how AI can expand what our team is capable of. We need someone who’s curious about that, not anxious about it.
• You thrive with autonomy. You’ll have a lot of it here — and that’s a feature, not a bug. If you want room to lead and the trust to do it well, this might be exactly what you’re looking for.

Before You Apply

Consider the following before applying:

• If your experience is mostly outside of agency environments — in-house, freelance, or adjacent to creative work but not embedded in it…
• If you’re looking for a role where you’re primarily hands-on with creative production rather than leading and directing others…
• If you prefer working closely with a highly involved Creative Director rather than operating with significant autonomy…
• If you haven’t led people before and are looking for your first management role…
• If you see AI as a threat to creative work rather than a tool worth exploring…