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Join our team as a Kafka Integration Specialist and play a crucial role in connecting the dots to streamline our operations. As a Kafka Integration Specialist, you'll have the opportunity to work on cutting-edge projects, solving complex problems that drive our business forward.
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The ideal candidate has experience navigating complex technology and data projects, has solid experience with large scale change management efforts, is a strategic, big picture thinker who can connect the dots across a broad landscape and is a dynamic, inclusive leader.
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It enables us to leverage different ideas and perspectives, and bring more creativity and innovation to help solve our client most complex challenges. Deloitte’s U.S. Talent Workforce Strategy & Solutions (WSS) team collaborates across the Deloitte businesses to shape our future workforce strategy - including the design, development, and implementation of ‘future of work’ strategies, development of end-to-end workforce solutions, and firmwide workforce planning initiatives.
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The roleThis role sits within the WSS - Workforce Planning Center of Excellence and will oversee the firm’s Skills-Based Organization (SBO) strategy and enabling technologies. Blending capabilities across project management, HR technology, stakeholder engagement and change management this role will lead the strategy and serve as an integration point across Business and Talent priorities to drive adoption and to centralize technology investments.
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Job Description The Global Partner Sales Team is looking for a Systems Integrator Partner Manager and ISV Partner Manager to drive complex large partnership strategy and program implementation.
ExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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Experience with HCSS Heavy Bid Estimating Software preferred; Knowledge of State DOTs preferred. Exposed to and challenged with a range of conventional and alternative contracting pursuits on multiple projects ranging from simple highway rehabilitation projects to some of the largest most complex mega-projects in the region.
$90,000 - $120,000 a yearFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Creators find inspiration in unlikely places, look at the world in their own unique way, are confident and have an uncanny ability to connect dots that others just don’t see. Innovators- You can dive into a complex problem and come out the other end with the simple solution no one else saw coming.
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Familiarity with structural analysis and design of conventional and complex bridges is essential and experience in preparing MDOT, ODOT, other DOTs, and Local Agency bridge design packages is required.
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Adidas offers robust and progressive medical, including HSA (Health Savings Account) with employer funding or FSA (Flexible Spending Account) options, dental, vision, prescription drug coverage, adoption, with surrogate and fertility support, short and long-term disability, and basic life and AD&D insurance, which can be supplemented with employee-paid coverage.
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Familiarity with structural analysis and design of conventional and complex bridges is essential and experience in preparing MDOT, ODOT, or other DOTs, and Local Agency bridge design packages is also required.
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As a skilled communicator with a strong understanding of scientific communications, media relations, and the ability to successfully navigate a complex, highly matrixed organization, the Associate Director will also be responsible for providing strategic counsel to Lilly business partners.
Full-timeExpandApply NowActive JobUpdated 30 days ago - UpvoteDownvoteShare Job
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To bring this mission to life we foster a culture centered on creativity, confidence, and collaboration, and while we will never rest on our laurels, we are humbled that this has allowed us to be recognized as one of the “world’s most attractive employers.
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Typical responsibilities include: Technical Lead roles in design and management of conventional and complex bridges for our growing organization. We’ve been solving complex engineering challenges for nearly a century.
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SymphonyAI is looking for a Director, Human Resources Business Partner to join our team and lead solving complex organizational challenges through people-related efforts. Connect dots across the organization to create positive experiences for our leaders and employees at scale.
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We enable our partners success by connecting the dots across process, technology, data, and people dimensions. Accomplished in clearly communicating complex ideas in written and verbal form coupled with keen emotional intelligence and polished etiquette to deliver insights, manage conflicts with diplomacy, and influence outcomes.
ExpandApply NowActive JobUpdated 12 days ago
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FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
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.