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Understanding of Active Directory backup and recovery strategies, including system state backups and authoritative restores. Strong understanding of Active Directory architecture, components, and services, including domain controllers, DNS, and Active Directory Sites and Services.
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Ability to assist with at network support and security of Hotel network, Active Directory maintenance, Server Infrastructure maintenance, Network Infrastructure maintenance - wired & wireless, Network protection and failover tools implementation (Firewall, web security, multi-homing devices, etc.
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The IT Support Specialist 1 will work in a team environment providing IT support for the Executive Chamber. Windows Server OS experience: server virtualization, Windows Active Directory, backup administration and maintenance, computer imaging and deployment.
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Help Desk ticketing systems; E-mail systems and spam filters; Peripheral intrusion detection systems, Microsoft Active Directory and Exchange Servers; Virtual Server designs; Cisco Call Managers and IP phone technology; Structured Cabling concepts; IT infrastructure Best Practices; Network monitoring software; Enterprise network concepts and equipment.
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STONE Resource Group is partnering with a leading company in the manufacturing industry seeking an IT Support Specialist in Bulls Gap, TN. This is a 6-month contract with potential for extension, requiring onsite presence 5 days per week.
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Server administration via Active Directory, File & Print services, DNS, DHCP. Active Directory knowledge a plus. The objective of the IT Technician will be to respond to support requests in a timely manner, be the initial reference point for all IT support related tickets, and to ensure the satisfaction of the end user, among other technical duties.
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Experience using some or most of the following systems:BMC Remedy, ServiceNow, Active Directory, SharePoint, Windows 10, Cisco Routers/Switches, Palo Alto, Intune, Purebred, Adobe, etc. Perform Active Directory user account administration and password resets.
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Familiarity with Active Directory replication, trusts, and domain migration processes. You will manage and maintainall aspects of Active Directory and Messaging operations with a primary focus on the services within the designated Hub. MAIN RESPONSIBILITIES Related to Active Directory and Messagingservices and infrastructure: Managing, monitoring, and maintenance of day-to-day activities to align with expected service levels.
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Knowledge of Active Directory security concepts, including authentication mechanisms, access controls, and secure administration practices. Proficiency in user and group management within Active Directory, including user account creation, group policy assignment, and security permissions.
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2 years of experience in operations and maintenance of Azure Active Directory security (events, incidents, login events, MFA). Process Evaluations: in coordination with the IT risk management process, evaluate the effectiveness of services by identifying and analyzing metrics and benchmarks in the interest of the Security Administration Team, as directed by the Department.
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Backend processes (Verify backups, making folders, active directory maintenance) support for account administration and auditing for user accounts in active directory, Exchange, AS400, and various other applications.
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1 - 3 years of experience with Microsoft Office Suite products including Outlook, HP Server, Laptop and Desktop hardware, ServiceNOW, Active Directory, Windows XP-10, Windows Server 2012, remote control technologies such as Microsoft Remote Desktop, HP VMS, Terminal Emulation programs, SCO Unix, Aruba wired and wireless networks and Avaya PBX/IP Telephony.
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IT Support Specialist- Salary up to 58k depending on experience, health (eligible 1st of the month after 30 days), PTO, 401k and more. Qualifications: 2-year degree in computer science, information technology and/or related working experience Prior working experience with ticketing systemsExperience with Office 365, Exchange, Active Directory and/or Windows Servers are a huge plus.
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If you are passionate about maintaining the health and performance of IT systems, have a knack for troubleshooting, and thrive in a fast-paced environment, we invite you to apply for the position of IT Monitoring Specialist at GDIT. Join our team and help us ensure seamless IT operations around the clock.
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This role will be part of the IT Operations team and report to theIT Infrastructure Operations Manager in the designated Hub. The overall team is dedicated to support IT infrastructure operations which includes network, compute, cloud, and workplace systems and services.
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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.