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Establish, implement, and document the technology integration or migration strategies. Responsible for the architectural design, development, and deployment of datacenter servers. Bachelor degree in Information Technology, Computer Science, Computer Engineering, foreign equivalent or related field.
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Migration support - High level experienced dealing with MDM Migrations without the use of any third party migration tools. Specifically related to MAC migration as well as Mobile devices.
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Enterprise consulting, professional services, multi-platform migration and transformation experience a plus. Knowledge of discovery, assessment and migration tools would be valuable. Collaborate with product marketing to drive product positioning, messaging, and sales enablement.
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Familiarity with Microsoft Team Channel WorkspacesSharePoint Online Migration Contractor:As a SharePoint Migration Contractor you will join a team of SharePoint experts responsible for ensuring the successful migration of SharePoint Online (SPO) sites from one tenant to another, while supporting users and site solutions.
$38 - $43 an hourExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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In this role you will be part of a small team on a Citrix migration to Nutanix. Job#: 2005735 Job Description: Our great client has an immediate opening for a Remote Citrix Engineer. This is hands on keyboard work migrating off of old Citrix hardware and moving these virtual appliances to the Nutanix platform.
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Expert knowledge and experience of SAP S/4 HANA architecture including core functionalities and migration. S/4 Implementation experience in Manufacturing organization strongly desired Proven experience structuring frameworks/approaches to complex problem-solving experience in LEAN processes is strongly preferred Experience working successfully in large, complex, fast-paced organizations Computer / Technical Skills In-depth Understanding and working experience of project management software including MS Project and Smartsheet.
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Experience in Data Migration from RDBMS to Snowflake cloud data warehouse. Understanding of enterprise data management concepts (Data Governance, Data Engineering, Data Science, Data Lake, Data Warehouse, Data Sharing, Data Applications.
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Proficient in container technology Exceptional troubleshooting skills Understanding of Linux Look for someone who has worked on migration projects taking apps from datacenter to cloud. Job Summary: Technical experience writing modules in Terraform (at least 3 years) Building pipelines in GitLab (at least 1 years) AWS (at least 3 years) Must be proficient in Python, Bash and Ansible.
$65 - $70 an hourExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Provides full stack design and development of Spring Boot components and the migration of legacy components to target architecture. Experience with any of the Kubernetes based platforms (OpenShift (OCP), EKS/ECS, Pivotal Cloud Foundry.
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Experience with D365 implementation and migration. The IT Program Manager will report to the Director of PMO and IT Communications. Experience with D365 implementation and migration. SHI has an exciting opportunity as an IT Program Manager supporting the IT department.
$95,000 - $150,000 a yearFull-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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As part of this task order, Leidos will manage the commercial cloud migration and disestablishment of legacy systems, fully automate the continuous development & continuous integration environment, fourth estate consolidation, professionalize services – ITIL/DevSecOps based processes, improve the customer experience 1st call resolution, and achieve development of a service catalog for Defense Working Capital Fund (DWCF) Model.
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This position works with the agile delivery team taking the lead in Biometrics initiatives, modernization, migration to the cloud, gathering, refining, documenting business needs and requirements.
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You have knowledge of S/4 HANA Brownfield/ Smart Brownfield migration approaches. We’ve got over 70 SAP awards—more than any other partner—and we’re the leading business partner for SAP SuccessFactors, SAP Ariba, SAP Hybris, SAP FieldGlass, SAP Concur, and more.
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Job Responsibilities: Provide hands-on technical leadership to the agile project team tasked with migrating MOVEit jobs to SFG.Design and implement codified and repeatable migration patterns for different complexity Jobs from MOVEit to SFG.Design and build the migration factory with codified scripts and common plugins for accelerating/automating migration of jobs.
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Lead legacy transformation projects that migrate legacy applications to more modern platforms, such as cloud-based solutions, using automated migration tools or refactoring techniques. Proficient in automated migration tools or refactoring techniques to transform legacy applications.
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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?!
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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.