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We are hiring. Miguel Gil says it all in the video. If you're interested in working for TIME's #1 ranked most sustainable company and making impact, please come and talk to us. Many advisors can talk about launching RFPs and creating strategy - here at Schneider Electric Sustainability Business we can demonstrate real results (and keep out for some more exciting announcements soon!) - just take a look at the comments on Miguel's post for some examples. We would love to meet you and explain more about what we do and how we can help you make impact in your career.

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I want to share my personal experience with US Acute Care Solutions (USACS) to provide insight for physicians and physician groups considering joining the organization. I joined USACS in 2021 when my former group, VEP, merged with them. At the time, we were encouraged to become physician-owners, enticed by the promise of company stock growth and eventual redemption. Unfortunately, my experience after separating from USACS this August has been deeply disappointing. Despite separating months ago, the company has not redeemed my shares. The process has been plagued by repeated delays, a lack of transparency, and no clear timeline for resolution. This has left me feeling frustrated and betrayed, especially after trusting the company and serving as a frontline provider. I share this as a word of caution for any physician or physician group contemplating a partnership with USACS. Ownership and equity are significant commitments, and it’s essential to fully understand the company’s practices regarding stock redemption before making a decision. If you’ve faced similar challenges or have insights to share, I encourage you to join the conversation in the comments. Please consider reposting or sharing this message with colleagues—I hope no physician gets taken advantage of as I have. #USACS #physiciancareer #emergencymedicine

Safeguard - a global EOR leader - are hiring for remote roles. Listen to Tia explain why ‘remote’ works for them. This is what every company should do. Not working remote..that’s a more complex question. We’re talking about being honest. We love they are being upfront about how their teams work. So potential team members know what they’re signing up to for before applying. Well done Safeguard Global

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It is frustrating to see the flood of "ghost jobs" that are filling up the job boards and career websites! It is an increasingly popular strategy that is for internal benefits only. Industry experts have said that companies have started doing this for reasons such as giving the illusion that the company is growing in order to affect its appearance of growth to stakeholders or simply stocking their talent pool with no real intention of hiring now. Applying to such is time consuming, but does get your foot in the door sometimes. One of the staffing agencies I work with noted some ways to tell if the job is a ghost job: 1.) Check the listing date. Jobs that have been posted for a long time may be ghost jobs. 2.) Is the description vague? Listings that lack detailed job descriptions and responsibilities may simply be ghost jobs for future hire. 3.) Verify the job listing with the company's actual website, and if possible, applying directly to them may prove more successful. If it doesn't populate on their site, it is likely a ghost job. I'm sure everyone is very familiar with these practices already, but I wanted to share these tips since I literally just researched this! I will share this article when I find it!

What Does It Mean if Your Burn Rate Is Negative or Zero? Cash Burn Rate = Cash balance in prior period – Cash balance in current period If your burn rate is zero, it indicates that you are earning and spending an equal amount of money. But once a Company is earning more than it is spending, the burn rate becomes meaningless. As a metric, it’s only helpful for startups that still have higher expenses than revenue. For more on this 👇 https://lnkd.in/eQJCn2d4 https://lnkd.in/eacesgE3

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