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Microsoft PowerShell and/or VB.net, solid understanding of core infrastructure technologies such as DNS. Expertise in related areas such as Microsoft Windows, Microsoft Server, Microsoft Exchange, Citrix Product suite, VMware Virtualization, Red Hat Enterprise Linux, LDAP, "Optimal IDM" VIS product and other related tools are a plus.
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Be familiar with Kubernetes architecture and container technology such as Docker/Containerd/Kata/Podman, and have rich experience in Machine Learning system practice and development. Responsible for the optimal orchestration of various computing resources (GPU, CPU, other heterogeneous hardware), realizing the rational use of stable resources, tidal resources, mixed resources, and multi-cloud resources.
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Designing soil specifications for landscape architecture projects and overseeing soil restoration efforts at project sites. Knowledge of soil chemistry processes, soil drainage, compaction, and conditions optimal for plant growth.
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Technical Leadership: Leverage your deep expertise in data technologies such as Kafka, Spark, Redis, Flink, Trino/Presto, and Hadoop to lead the architecture and development of our data systems, ensuring optimal performance, reliability, and scalability.
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Proven track record of 8+ years in progressively responsible roles within data engineering, architecture, or related roles, with at least 3 years in a leadership capacity. Extensive experience with Kafka, Spark, Redis, Flink, Trino/Presto, Hadoop in complex on-premise and hybrid data environments.
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Collaborate with Master Data Manager to implement robust data architecture and governance frameworks to ensure data quality, security, and compliance. The position reports to the CIO and will help define the optimal internal roles and vendor partnerships to grow the capability.
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Manage and develop the architecture for a broader scope platform and deliver the architectural design for products. Work with DevOps and development teams and suppliers to ensure optimal product delivery according to the product strategy and the overall value for money objectives linked to overall Information Technology strategy.
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Our team possesses deep expertise in leading analytic, business intelligence, CRM and system integration technologies, Big Data, AI/ML which we apply in a pragmatic fashion to create and deliver optimal architecture and implementation solutions.
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We add value for our customers by applying a holistic system-level approach combined with creative circuit design, proprietary silicon process technology and materials engineering, to provide optimal product solutions.
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Deep understanding of a marketplace or dual-sided patient/provider network business model, ensuring efficient and optimal user experience for both the supply and demand side of the platform. Service-based architecture design and development (micro-services architecture a plus) and integration with existing systems/applications (legacy and API) and third party systems.
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Your responsibility will be to orchestrate the RFI, RFQ, RFP process with finesse, ensuring optimal supplier selection; to negotiate effectively to strike the right balance between cost and quality; to establish, manager and monitor contracts with suppliers; drive into multiple data sources and leverage market intelligence to craft innovative category strategies that give our Maison a competitive edge.
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Collaborate effectively with team members to integrate models into the overall autonomous driving system architecture. As a Staff Research Engineer specializing in Behavior Prediction, you will play a vital role in developing ML models that accurately predict the behavior of surrounding agents and plan optimal trajectories for our autonomous vehicles.
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Develop an optimal system by understanding and designing a system’s software architecture and subsystems. Skills must include: (1) LTE-NR interworking & co-existence, and 5G Numerologies; (2) 5G and 4G air interface and EN-DC network architecture and call processing technologies with a specifically focused on Radio Access Network; (3) 3GPP systems and standards: RAN and Core networks; (4) simulation environments including MATLAB; (5) Programming languages Java or C; (6) object-oriented programming including design concepts; and (7) KPI analysis tools.
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Ensure that automation and process control standards and best practices are used and renewed as per the MAP vision and mission (Architecture, Networking, DCS, PLC, and Instrumentation). The focus of the successful candidate will be to ensure that Automation and Process Control is exploited to the extent that the technology allows and plant production, economic results, and operational goals are optimal and remain optimal over time.
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We are a practice of people who are passionate about engineering, architecture, surveying, planning, landscape architecture, and more. The ideal candidate will demonstrate structural engineering expertise, a high degree of attention to detail, and a willingness to explore and find optimal solutions to unique and often challenging design problems.
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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.
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.