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Data center facilities components (UPS, PDUs, single and 3 Phase Power) Data center IT components and interconnections (servers, Blades/Blade Chassis, network switches, RACK PDUs, etc.) A solid Linux user/admin capability and prior Linux System Administrator role are a plus.
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Information Technology Support Supervisor, Information Technology Network Admin, Information Technology Systems supervisor, Facilities Supervisor. Provide strategic expertise and management in the following areas: IT network hardware acquisition and upgrades, acquisition and adoption of new software, database development and reporting.
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Certified Ethical Hacker (CEH), Windows/Linux Admin, Azure Sentinel or Other Cloud SIEM, CISSP, Security+, Network+, Cisco Certified Network Professional (CCNP), Cisco Certified Security Professional (CCSP.
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Provides continual advanced training to other (Network, System Admin,) Engineers. + Develop run books and reference architecture for technology support organization and technology standards to create a sustainable network engineering design.
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Experience managing Palo Alto Networks VM-Series firewalls, AWS Network Firewall, AWS Network ACLs, AWS security groups, Azure Firewall, Azure network security groups, and related network resources.
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Experience and/or familiarity with the following network protection devices: Firewalls, intrusion detection and prevention systems (IDS/IPS), log analysis, malware analysis, network traffic flow and packet analysis.
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Network Security Engineer. Performing sys admin in Windows including performing basic troubleshooting, installation or configuration, security upgrades & monitoring system. Experience with Tenable products, including Tenable Security Center and Nessus.
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The primary responsibility of the Project Manager Database Admin is to leverage Client IT tools that include Smart Sheet, google Sheet, AppSheet and other off the shelf technologies to support RIS, Clinical Value Design & Validation and Healthcare Technology Evaluation Network (H10) in the creation of Operational Efficiency tools to enable teams to access HCP experts, request engagement time at a Client partner site, etc.
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PCI DSS, finance, or a similar secured network environment. Proven experience in a HR Assistant/HR Admin or similar role (Essential) Junior Infrastructure analyst (Network) 2-4 years.
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Salesforce , Admin , Developer , Sales cloud , service cloud. LaSalle Network is currently partnering with a client to identify a Salesforce Architect to join their team. LaSalle Network is the premier staffing and recruiting firm, earning over 100 culture,revenue and industry-based awards from major publications and having its company experts regularlycontribute insights on retention strategies, hiring trends and hiring challenges, and more to nationalnews outlets.
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St. Vincent’s Medical Center is part of Hartford HealthCare, a system that includes 7 acute care hospitals, a comprehensive Behavioral Health Network, Home Care services, Senior Services, and an extensive Medical Group network.
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Fluency with common network admin and monitoring tools such as rancid, OpenNMS, Nagios, SolarWinds, Wireshark, Nmap, Nessus, NetFlow, sflow etc. expertise with Palo Alto network firewall, Prisma Cloud, and Cisco ASA.
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Network operations (we use a third party if things get challenging but basic networking knowledge - understanding different layers - switches, hardware. Role: Systems Admin - Ticketing (general troubleshooting, experience working a service desk before.
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Provide technical leadership for an engineering team implementing differing technologies to include; Azure and/or AWS Cloud, firewalls, web application firewalls, VPNs, DNS, Data Loss Prevention, IDS/IPS, and proxies, to name a few.
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It's leadership Ethernet, Switch, IPU, Photonics, Network and Edge portfolio is comprised of leadership products critically important to our customers. We deliver the software-defined distributed edge platform to drive sustainable growth and scale for our customers across Network, Edge and Hybrid AI applications, solutions and services.
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FEATURED BLOG POSTS
Recruiting in a Recession: Hard Truths That Talent Acquisition Experts Must Accept
The summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
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We’ve all heard how important it is to set professional and personal goals. Developing and establishing goals keeps us motivated and moving forward in life. But not all goals are created equal. If you’re chasing goals that are too lofty, you’ll end up disappointed when you cannot reach them. Setting goals that are achievable and measurable is the key to success.
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Collaborative Recruiting: The Key to a Better Talent Acquisition Strategy
Talent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!
4 Talent Acquisition Trends Going Into 2023
For better or worse, a side effect of the COVID-19 pandemic was a marked shift in talent acquisition practices worldwide. With the struggle to retain talent that began in 2020, companies have had to rethink recruitment strategies. The result has been new talent acquisition trends that are well on their way to becoming commonplace. These are the practices that are going to become even more widespread going into 2023.