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NET Framework, Mule ESB, Pega, Postgres, Oracle, MongoDB, Documentum, SharePoint, O365, Apigee is highly desirable. NET Framework, Mule ESB, Pega, Postgres, Oracle, MongoDB, Documentum, SharePoint, O365, Apigee is highly desirable.
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Proficiency in SQL and experience with database management systems (e.g., MySQL, PostgreSQL, MongoDB, Redshift, Snowflake). Demonstrated multi-year experience with AWS tech stack (Glue, S3, Athena, Redshift), Salesforce, Informatica, Snowflake, Tableau and MuleSoft.
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Experience with Salesforce, AWS Redshift, Snowflake, Informatica, Tableau, MuleSoft. Proven work experience as a Data Analyst, Data Engineer, Database Developer, Data Architect, Business Analyst or similar role.
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Database and data processing pipeline experience (we work with MySQL, MongoDB, DynamoDB, S3, RabbitMQ and Snowflake, and tools like Hightouch, Airflow, and Tableau) We are looking for an engineer with prior advertising/sales/marketing software experience (Hubspot/Salesforce) to help integrate those tools with our core applications (Java/Python) and datastores (Snowflake/MongoDb.
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Proven work experience as a Data Analyst, Data Engineer, Database Developer, and Data Architect, Business Analyst or similar role. Utilize statistical methods and predictive modeling techniques to identify opportunities for process improvement and optimization.
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Experience with some of the following technologies and concepts is not required but would be a plus: Microsoft Operating systems, PostgreSQL (AWS Aurora), MongoDB (Atlas), Linux Operating systems, Active Directory, SSIS, OLTP data environments, Data Archiving, Snowflake, Wait Statistics, Solarwinds DPA/DPM, Policy Based Management, PowerShell, MySQL, DB2, Agile Methodologies, Amazon cloud database technologies, VMWare, Cloud Automation.
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Data Platforms: Teradata, MongoDB, Oracle, SQL Server, ADLS, Snowflake, Cassandra. Good understanding of data privacy and data engineering solutions built using Azure products and services: (Azure Data Lake Storage, Azure Cosmos DB, Azure Data Factory, Azure Functions, Event Hub/Service bus, Azure Stream Analytics, Azure Databricks, PySpark, logic apps etc.
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Proven leadership experience, Startup experience, Experience managing near shore teams and at least 5+ onshore direct reports, Node. JS, React, TypeScript, MongoDB, Redis, Pulumi, AWS, BSCS or related degree AWS Leadership Node.js MongoDB TypeScript JS Redis React.
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Databases: Azure SQL, Databricks, MongoDB, Microsoft Azure Cloud: Azure Data Factory, APIM, Function Apps, Logic Apps, Key Vault, Azure App Insights, Azure SQL, Azure DevOps. 3+ years of experience in data engineering with expertise specifically in Azure Data Factory, Databricks, PySpark, Python and related services.
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We offer a casual environment, the flexibility to set your own schedule, a fully stocked fridge and pantry, free Citi Bike membership, secure bike rack, gym subsidy, paid parental leave, and an education assistance program.
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Relational and Non-Relational Databases such as MongoDB, Cassandra, CosmosDB. Our well-known banners include Albertsons, Safeway, Vons, Jewel-Osco, Shaw's, Acme, Tom Thumb, Randalls, United Supermarkets, Pavilions, Star Market, Haggen, Carrs, Kings Food Markets, and Balducci's Food Lovers Market.
ExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Required 5 Years)Proficiency in SQL and experience with database management systems (e.g., MySQL, PostgreSQL, MongoDB, Redshift, Snowflake). Desired 2 Years)Experience with Salesforce, AWS Redshift, Snowflake, Informatica, Tableau, MuleSoft.
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Proficiency in a wide range of government-specified technologies, including front-end frameworks (JavaScript, Angular), markup and styling languages (HTML, CSS), data interchange formats (XML, JSON), and back-end technologies (Oracle, PostgreSQL, MongoDB, Redis, Elasticsearch, Solr, SQL, Node.js with TypeScript.
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Database Management: Familiarity with various databases, both SQL (e.g., MySQL, PostgreSQL, SQL Server) and NoSQL (e.g., MongoDB, Cassandra, CosmosDB) Front-End Technologies: Expertise in HTML, CSS, JavaScript/TypeScript and frameworks like React, Angular, or Vue.js.
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Our client is seeking a skilled Enterprise Data Analyst (Healthcare Domain) to join their dynamic team. That candidate would have experience in early childhood / early education / health and human services business domain and familiarity of working with the public institutions, like municipal, state or federal government.
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mongodb job
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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.
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.