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Bachelor's degree in Computer Science, Computer Engineering, Technology, Information Systems (CIS/MIS), Engineering or related technical discipline, or equivalent experience/training. Creation of Test Cases and Test Plans in Azure DevOps.
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1 year of Technology experience in Technical Support or Networking OR a degree in MIS, CIS, Wireless Engineering, etc. We seek to add to our IT organization by adding a Network Admin / Apprentice to the team.
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Bachelor’s degree in MIS, CIS, Computer Science, Engineering, or equivalent work experience. As an Entry-Level DevOps Site Reliability Engineer, you will join a team responsible for continuous improvement and support of customer facing products.
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8+ years' experience in the Information Technology field (or 4 years with 4-year related college degree, MIS, CIS, etc). IIS, Splunk, BMC, Ivanti, SolarWinds, ArcGIS, Backup Exec, HBSS.
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Bachelor's degree required in MIS/CIS, computer science, or related role 3-5 years quality assurance or business analyst experience in a software development environment. Experience in franchise industry, health med spa type franchises is highly desirable.
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BA/BS degree or higher in Business Management, Computer Information Systems (CIS), Management Information Systems (MIS), Operations and Information Management (OIM) or other equivalent combination of education and experience.
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Experience with NetApp, Quantum, and/or Nimble storage products and cloud storage such as AWS EBS, EFS, S3, S3 IA, Glacier. Configure and manage MS SQL and PostgreSQL databases and apply and/or assess database STIGs or SRG.
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These suites of applications include and are not limited to – custom in-house developed franchise solutions, Great plains, SSRS and Power BI dashboards, SharePoint, MS Office, MS Project Online, etc. Experience in the franchise industry, health med spa-type franchises is highly desirable.
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Bachelor’s degree in Management Information Systems (MIS), Computer Information Systems (CIS), or another technical-related field. Bachelor’s degree in Management Information Systems (MIS), Computer Information Systems (CIS), or another technical-related field.
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Master's Degree in Computer Science, Computer Engineering, Technology, Information Systems (CIS/MIS), Engineering or related technical discipline, or equivalent experience/training. Other Dev Ops Toolchain: Selenium, Nexus Repository, Hygieia, SonarQube, Fortify on Demand, Slack, GitHub, Jenkins, ElasticSearch, Logstaash, Kibana, New Relic.
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Bachelor degree in a technical field (e.g. Computer Science, CIS, MIS, Engineering) Working directly with clients and the KeyData team in a multi-disciplined team structure, designing and implementing digital identity solutions across a variety of vendor products: SailPoint, CyberArk, Okta, ForgeRock, Ping Identity, Microsoft Azure, BeyondTrust and Saviynt.
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Java EE Technologies, Spring Framework, Micro services Architecture, Service Oriented Architecture (SOA), JDBC, JNDI, JTA/JTS, JMS. Other: Linux/Unix shell Scripting, JavaScript, MQ/Rabbit MQ, Tivoli Scheduler, SQL Developer, IDE.
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Bachelor's degree in computer science, MIS, CIS, or the equivalent combination of education, training, or work experience. Active Directory, Azure, and Intune, and Exchange Online provisioning - device authentication, maintaining users, groups, and distribution lists.
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Demonstrated proficiency with Database technologies (MySQL, PostgreSQL) and programming/scripting (JavaScript, React, HTML, CSS) For positions in California (outside of the Bay Area), we offer a base pay of $142,700 - $249,800, plus equity (when applicable), variable/incentive compensation and benefits.
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Hands on experience with Microsoft Azure, Azure Active Directory(AAD), AAD Connect, ADFS and Office 365. General knowledge of OData REST API, Microsoft Graph REST API and JSON batching and workflow automation using tools like Microfocus Directory Resource Administration(DRA.
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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.