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Expert solution delivery architect – Network leverages knowledge of infrastructure technologies, including Cloud computing, storage area networks, virtualization, server hardware, mainframe, operating systems, networking, business applications, and security infrastructure to help document, shape, and direct the technology roadmap for Ensono and for our clients.
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Leading the team through the life cycle of a D365 implementation providing key inputs during design, migrating data from external systems; conducting and supporting solution testing; building test cases; assisting with functional, system and user acceptance testing and conducting and supporting user and administrator training.
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Solution Architecture: Design and architect NLP solutions, ensuring scalability, reliability, and performance. We're dedicated to developing cutting-edge NLP solutions that empower businesses and improve user experiences.
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7+ years of experience in NLP engineering, with a proven track record of developing and deploying NLP solutions. Research and Innovation: Stay informed about the latest advancements in NLP research and technology, exploring innovative approaches and techniques to enhance NLP solutions.
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Solution Design: Define and deliver customer-focused ML and AI solutions that seamlessly integrate with Confluent Cloud data processing, enabling the extraction of valuable insights from streaming data.
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PMI Agile Certified Practitioner DevOps foundations Certified Cloud Security Professional (CCSP) AWS Solutions Architect Professional. AWS Solutions Architect Associates certification required.
$135,000 - $216,000RemoteExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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The Solution Architect is responsible for the design of technology solutions in support of core business functions by evaluating end user needs, business goals, budgets and existing applications to define system requirements and technical standards.
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The Senior Architect will be responsible for providing knowledge and expertise to Business Units and other Senior Architecture Directors, Solution Groups Leads, technical leaders in identifying opportunities for technology solutions the supports Intels Strategy and operational goals.
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Collaboration: Collaborate with cross-functional teams, including data scientists, software engineers, and product managers, to deliver end-to-end NLP solutions that meet customer requirements.
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As the Solution Architects (SA) Manager for Prisma Cloud, you will lead an SA organization that’s composed of industry-leading technical experts who are instrumental in helping our customers architect, scope and realize their cloud security transformation.
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The UKG Solution Architect operates as a leader and change agent within the IT organization. Title : UKG/Kronos Solutions Architect. Estes Express is currently utilizing Kronos iSeries timekeeping solution with 4500 clocks.
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Proven hands-on experience as an Oracle Supply Chain Solution Architect, with a focus on implementing Sourcing, Procurement, Inventory Management, Receiving, and associated modules. Lead the hands-on design and implementation of Oracle Cloud solutions, particularly focusing on Sourcing, Procurement, Inventory Management, Receiving, and associated modules.
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We are seeking a highly qualified and strategic CIS Pre-Sales Senior Solutions Architect. Architect end-to-end ServiceNow, Cloud and Automation/AI solutions, ensuring scalability, performance, and alignment with client requirements.
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Experience with deep learning architectures for NLP tasks, such as recurrent neural networks (RNNs), convolutional neural networks (CNNs), and transformer models. Position Overview: As the Lead Natural Language Processing (NLP) Engineer, you'll be responsible for leading our NLP engineering efforts and driving innovation in NLP technologies.
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Company Overview: Welcome to the forefront of Natural Language Processing (NLP) innovation! Data Preparation: Collect, preprocess, and annotate textual data for training NLP models, ensuring data quality and relevance.
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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?!
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.