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Professional certifications, such as: ITIL Foundations, Certified ScrumMaster (CSM) or CompTIA A+ are a plus. Proficient with Windows/macOS desktop administration, primarily MacOS, and a strong background in IT Service Operations.
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Wespath Benefits and Investments, recognized as a 2017-2021 Chicagos Best and Brightest Companies to Work For and a 2018-2021 National Best and Brightest Companies to Work For, has an opportunity for an IT Service Delivery Manager.
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Parking Management Client is seeking a hands-on IT Service Manager in Atlanta! Thank you for applying to the IT Service Manager position. Certificate in CompTIA Security+, CISA, and/or CCNA, Net Plus, Security Plus.
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Position Summary: The Service Manager is responsible for overseeing and coordinating a range of critical IT services, including SCCM (System Center Configuration Manager or Microsoft Endpoint Configuration Manager), Tools Management, VDI, Exchange (Virtual Desktop Infrastructure), and Security Services.
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Working knowledge/experience of PC imaging tools, diagnosis and remote-control tools, documentation, and ticketing, experience with ServiceNow is a plus. IT Service Delivery Manager.
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2 years+ experience managing ITSM (Information Technology Service Management) platforms, Atlassian tools are a plus. Bachelor's degree in computer science, Computer Engineering, and ITIL certifications are a plus.
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3 years+ experience working directly on a service desk team in a senior capacity providing technical support in Microsoft Windows and Apple macOS environments. Job Summary: The Manager, IT Service Desk leads the North America IT Service Desk team, supporting our 1,300+ staff members.
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ServiceNow Application Developer Certification a plus. Experience working closely with SMEs, project managers, and process owners to capture business requirements, translate them into technical specifications and develop ServiceNow functionality is a plus.
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Job Title: Manager, IT Service Desk. Oversee a team of service desk support specialists responsible for service request, incidents, and employee onboarding/offboarding processes.
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Phoenix, AZ area (Tempe, AZ) and they are in need of a IT Service Manager. CCNA or CCIE-Cisco certifications a real plus. Having worked in an MSP environment is a major plus.
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Relevant certifications (e.g., ITIL, CompTIA, Microsoft) are a plus. Dine Development Corporation (DDC) delivers a robust suite of IT solutions designed to help our clients address the challenges of the digital revolution and embrace the opportunities of digital transformation.
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The ideal candidate will have a strong background in IT service management, excellent leadership skills, and a proven track record of delivering high-quality services to clients.
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The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.