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The Senior Manager Agile Coach – Team and Train leads conducting training and coaching efforts within CVS Health Digital’s Agile Transformation Office (ATO), primarily focused on trains (team of teams) and team agility.
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Agile, Aws, Cloud, Project management, Architecture, Python, DevOps, Linux, Terraform, Windows, Automation, Azure, Kubernetes, Communication and leadership skills, Java, Client relationship management, Professional services.
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Senior level experience with Java, Spring Boot, AWS, RDBMS, event-based architecture, design patterns, agile frameworks, and cloud environments. Senior level experience with Java, Spring Boot, AWS, RDBMS, event-based architecture, design patterns, agile frameworks, and cloud environmentsBuilding software solutions, collaborating with teams on projects, interacting with clients Apply Back End Engineer (Java, Spring Boot, AWS.
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Certified SAFe Release Train Engineer (RTE) or equivalent Agile certification. Job Description - Agile -Release Train Engineer (RTE) 6+ of years of experience in IT as an RTE/ Scrum Master / Agile Coach.
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Follow Teams Azure Devops Agile/Scrum/Sprints to work as an Agile Team to collaborate, set priorities of business stakeholders, for accountability and to perform at full capacity. Architect, develop, and deploy Business Intelligence / Visualization platforms using modern analytics stacks such as Microsoft Power BI and Power Platforms (PowerApps etc.
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This role will focus on supporting the Middle Office team within the Investment Operations Department and partnering to support the Agile work prioritized for the Information Technology team supporting Investment Operations.
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Minimum of 5 years’ experience with automated delivery pipelines, agile delivery, and test-driven development and real-time data processing (e.g., Kafka, Spark Streaming). Leading and managing a set of engineering-driven initiatives from ideation through delivery to production of high impact digital transformation and platform modernization initiatives utilizing data engineering and AI/ML technologies, while optimizing Agile practices and methodologies to enhance speed, flexibility, and delivery efficiencyImplement robust data ingestion, processing, and distribution pipelines to ensure timely and accurate data availability across the organization.
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Technical Knowledge: Experience with automation testing frameworks like Tricentis Tosca (Desirable), Serenity BDD with Java, Rest Assured, or Karate with Java. Proficiency in Agile Testing methodologies, including experience with testing in agile teams.
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Clearance: Top Secret w/ FS Polygraph (last poly must be within the past 7 years) Lead Penetration Tester A Lead Penetration Tester is needed to join a high performing agile team using the Scaled Agile Framework (SAFe) methodology.
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They are delivering agile and innovative customer-driven solutions to NNSA at the Savannah River Site, Aiken, SC. They are delivering agile and innovative customer-driven solutions to NNSA at the Savannah River Site, Aiken, SC.
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Utilizzerai tecnologie come Vue.js, Webpack e Node.js e lavorerai secondo metodologie Agile, come Scrum e Kanban. Esperienza con metodologie Agile, come Scrum e Kanban. Utilizzerai tecnologie come Vue.js, Webpack e Node.js e lavorerai secondo metodologie Agile, come Scrum e Kanban.
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We are looking for a Release Train Engineer (RTE) to step into a high visibility role, helping members of small sprint teams become more agile. Multiple Agile Scrum or Scrum Master certifications, such as CSM, PSM, etc.
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Experience in working with Lean, Agile and Design Thinking methodologies. Job Responsibilities Support Chief Investment Officer to architect strategic areas of focus through effective annual business planning.
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Experience and training in Project Management, Agile, Lean, Six Sigma, Shingo, Prosci Change Management, or Theory of Constraints. Certifications in Agile, Lean, Six Sigma, Shingo, Prosci Change Management, or Theory of Constraints.
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Experience with Version One, GIT/JIRA, Oracle DBMS, Postgres DBMS, PL/SQL, Selenium, JavaScript, EJB, Microservices leveraging Docker & Kubernetes, REST Demonstrated knowledge of Program development processes, Agile practices, and GIMS architecture.
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agile job
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A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
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.