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Strong experience with the following software packages. Experience in a food processing plant is a plus. The position will require experience with the latest versions of the Allen Bradley family of PLC's, VFD's and HMI's/OIT's to be used in conjunction with a strong understanding of electrical controls systems, mechanical drives, pneumatics, hydraulics, PC's, robotics, and Controls networks.
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Extensive experience in information system vulnerability management (with an emphasis on endpoint devices, but also including experience w/ server, virtual, and cloud-native information systems.
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Provide expertise using all Rockwell Automation software packages and others as needed. Supports without hesitation General Plant Safety, Food Safety, Food Defense Initiatives and Good Manufacturing Practices with an understanding that these are absolutes & are Priority #1.
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Experience working in software system development and sustainment as a software developer, analyst, systems engineer, CM Specialist or CM systems administrator. The Configuration Management Specialist will provide Configuration Management (CM) support services for the Air National Guard (ANG) 181 Intelligence Support Squadron (ISS) and common user communication computer systems.
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Prior experience with software configuration or training in enterprise software administration would be a great benefit as would be experience with a learning management system.
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We are proud to be an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, military/veteran status, physical or mental disability, or any other protected class.
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Job Overview: Software & PLC specialist will be responsible for Software & PLC maintenance and management of Wafer equipment at the QCELLS's factory in Cartersville. Hanwha Q CELLS provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics.
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Our Fortune 100 tech client's Brand, Creative, and Media Group seeks a Digital Experience Specialist to execute and support the global digital strategy. Familiarity with Jira or experience with similar project tracking/ticketing software.
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Must possess strong customer service skillsWorking knowledge of general bookkeeping or accounting practicesExperience with one or more accounting software packages and/or ERPsAll qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status.
$65,000 - $75,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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3+ years of relevant graphic design experience along with an undergraduate or graduate degree in Fine Arts, Graphic Arts, Computer Graphics, or any Liberal Arts or technical degree where graphic arts or digital image processing is core to the degree OR at least seven years of graphic design experience without the above-specified degree.
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High school diploma or equivalent and at least 8 to 10 years of experience in the field or a related area OR. · Associate degree and at least 4 to 6 years of related experience OR. · Bachelor’s degree and at least 2 years of related experience.
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Description Campaign Specialist - VirtualWho We AreSolera is a global leader in data and software services that strives to transform every touchpoint of the vehicle lifecycle into a connected digital experience.
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Ensure that all planned weapon system modifications have been documented and approved via the Security Impact Analysis (SIA) process on JWICS prior to the commencement of any modification. Since our founding in 1998, we have helped clients leverage existing and emerging technologies to transform their enterprises, empower growth, drive innovation, and build sustainable success.
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Return To Work Retirees will have an hourly rate approximately 9% lower than listed below without falling below minimum wage. A+, MTA Certifications or equivalent field experience. Maintains classroom technology, updates software, firmware, cables and hardware.
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Persons are recruited, hired, assigned and promoted without regard to race, color, age, sex or gender, sexual orientation, gender identity, gender expression, transgender status, religion, creed, national origin, ethnicity, citizenship, ancestry, disability, genetic information, military or veteran status, pregnancy, marital or familial status, or any other protected category under applicable law.
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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.