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Candidates with a BFA/BA in theatre design and technical theatre and significant professional experience are encouraged to apply; an MFA in theatre design and technical theatre is a plus. The ideal candidate will be a self-starter and will have experience and training in most or all of the following skill areas: scenic construction and painting techniques, theatrical lighting design and implementation (including ETC consoles), props design and construction, sound design and implementation, technical software (such as Vectorworks, Qlab, Lightwright, etc.
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The ideal candidate will have a deep understanding of API technologies, including API gateways, password-less authentication, Adaptive MFA, identity analytics with Elasticsearch or Splunk, and the ability to provide expert advise to developers on OIDC flows.
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Advanced knowledge and experience with Microsoft Windows OS, Microsoft Office applications, Google workplace, Google productivity suite, iOS, Android, MFA, AD, Zoom, Slack. Audacy, Inc. (NYSE: AUD; OTC: AUDA) is a leading multi-platform audio content and entertainment company with the countrys best collection of local music, news and sports brands, a premium podcast creator, major event producer, and digital innovator.
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Strong understanding and working experience on Identity and Access management tools such as AD, AAD, MFA, DUO, PIM, PAM, ADFS, Azure AD Connect. Working knowledge in Microsoft environments, System Center Configuration Manager (SCCM), Active Directory, PowerShell, Intune/MDM, App-V and Software Packaging (MSI) a huge plus.
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Assist project teams with Active Directory integration patterns using AD and Azure AD, Azure MFA, ADFS & Azure Federation and SSO patterns. Extensive hands-on knowledge and experience of identity and access management best practices, procedures, and software solutions such as CyberArk, ForgeRock, Okta, Ping Identity, etc.
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Expertise in OKTA, Access Gateway, Single Sign-On, Adaptive MFA, Universal directory, Advanced Server Access, API Access Management, Secure authentication, access management systems, Identity as a Service (IDaaS), WS-Federation, OAuth, OpenID Connect, Workflows and Life Cycle.
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Experience implementing intercept based SSO technologies (e.g. Okta, Ping, RSA Access Manager, etc.) Synopsys is seeking a Senior Information Security Engineer, to join our team and is responsible for the Identity Access Management and Data classification programs.
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MFA Oil also operates BluSphere Energy, a solar panel installation company, and APM, a wholesale fuel distributor. MFA Petroleum operates Break Time convenience stores in Missouri and a Big O Tires franchise in Missouri, Arkansas, and Kansas.
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5) Relational data modeling, query optimization, and schema designing on Oracle and PostgreSQL; and (6) Authentication algorithms, salting & hashing, and SSO standards (OAuth2, OIDC, SAML, WebAuthn, MFA, etc.
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MFA Petroleum is a subsidiary of MFA Oil Company, a farmer-owned cooperative founded in 1929. MFA Oil supplies fuels, lubricants, and propane to customers in Missouri, Arkansas, Indiana, Iowa, Kansas, Kentucky, Oklahoma, and Tennessee.
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Experience with writing Linux bash scriptsExperience with one or more of the following: Terraform, Cloud Formation, Microsoft BicepExperience managing/implementing server/clients with Multi-Factor Authentication (MFA) Platforms and Federation Services (NetIQ, ADFS, Azure MFA, Keycloak, Red Hat SSO, Duo, SAML, etc.
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The college offers more than 45 majors and grants AAS, BFA, BS, MA, MFA, and MPS degrees, preparing students for professional success and leadership in the global marketplace. Courses are developed and taught by both academics and independent practitioners, and deliver key skill sets in the areas of historical research, writing, public presentations, exhibition planning, collections management, object documentation and analysis, costume and textile mounting, and conservation.
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Develop, implement, and maintain identity and access management solutions and systems like Cyberark, SailPoint, Core Security IGA solutions, SSO and MFA. Develop, implement, and maintain identity and access management solutions and systems like Cyberark, SailPoint, Core Security IGA solutions, SSO and MFA.
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Ideally the candidate would have extensive experience in the support & troubleshooting of security/permission related issues for Active Directory, Server Administration, GPO, MFA, EDR/MDR solutions, and Vulnerability Scanning.
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Education and Experience Requirements Terminal degree (MFA, MDes, PhD) in Graphic Design, Visual Communications, Motion and Animation Design, Interaction Design, or related fields. Department Information The Department of Design offers three undergraduate majors (BSD Industrial Design, BSD Interior Design, and BSD Visual Communication Design), a Design Thinking minor, and two tracks of graduate study (MFA Design Research & Development, MFA Digital Animation & Interactive Media.
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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.
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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.