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Serve as the Principal ServiceNow application developer responsible for implementing GRC/IRM solution design using best industry practices. Hands-on experience implementing ServiceNow GRC/IRM and use cases including Policy and Compliance, Vulnerability Management, Audit, Risk and Vendor Risk Management.
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CISSP, CISA, CRISC or other relevant certifications are a plus. 3+ years' experience building governance, risk and compliance processes, models and workflows within the ServiceNow environment. Strong understanding of ServiceNow architecture, scripting, and configurations.
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ServiceNow Certifications a strong plus. Effective communication skills to interact with stakeholders and convey technical concepts. Self-motivated, creative problem-solver who can adapt to evolving customer requirements.
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Results-oriented mindset with a focus on delivering high-quality solutions on time. Able to work effectively in an environment with many competing and high priority demands. Experience working in a global company environment, understanding diverse business needs.
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Position Type : Direct-Hire. Human Resources Service Delivery (HRSD) a plus.
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Position Type : Direct-Hire. Human Resources Service Delivery (HRSD) a plus.
RemoteExpandUpdated 12 days ago - UpvoteDownvoteShare Job
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Position Type : Direct-Hire. Human Resources Service Delivery (HRSD) a plus.
RemoteExpandUpdated 12 days ago - UpvoteDownvoteShare Job
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Position Type : Direct-Hire. Human Resources Service Delivery (HRSD) a plus.
RemoteExpandUpdated 12 days ago - UpvoteDownvoteShare Job
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Position Type : Direct-Hire. Human Resources Service Delivery (HRSD) a plus.
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The Games Partner Engineering team is looking for a Senior Software Engineer to improve the game developer experience. Our US-based team is happy to embrace remote work. We also partner closely with teams within Netflix to help shape their work to best meet the needs of our game studio partners.
$100,000 - $700,000 a yearFull-timeExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
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Utilize IAM (Identity and Access Management) programs to enable federal clients to protect against digital identity risks.
$88,000 - $155,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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You will become part of a team that advises, implements, and manages solutions across five verticals: Strategy, Defense and Response; Identity; Infrastructure; Data; and Application Security.
$88,000 - $155,000 a yearFull-timeRemoteExpandUpdated 2 months ago - UpvoteDownvoteShare Job
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Looking for a PeopleSoft Developer II. If you have an exclusive candidate that meets/exceeds these requirements, please let me know and I’ll get the forms to you for completion. JOB TITLE: PeopleSoft Developer II.
ExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Position Type : Direct-Hire. Human Resources Service Delivery (HRSD) a plus.
RemoteExpandUpdated 12 days ago - UpvoteDownvoteShare Job
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Position Type : Direct-Hire. Human Resources Service Delivery (HRSD) a plus.
RemoteExpandUpdated 12 days ago
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FEATURED BLOG POSTS
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.
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.