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Hands-on experience using Databricks or Apache Spark (i.e., PySpark, SparkR, or Scala) and understanding best practices. Hands-on experience with multiple programming languages Python, SQL, Scala, R, Golang, C#, JavaScript, C/C.
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2 or more years of hands-on experience with EnCase, Cellebrite, Nuix, Magnet Forensics, ZL, Relativity, and other eDiscovery technology solutions. 2 or more years of hands-on technical work experience in eDiscovery, digital forensics, and/or document review technologies.
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Hands-on experience with integration tools such as SAP BODS/CPI, MuleSoft, Dell Boomi, Informatica, or similar. Hands-on experience with Google Cloud Platform (GCP) services such as BigQuery, Pub/Sub, Dataflow, Cloud SQL, Cloud Functions.
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Hands-on experience with any of the following data orchestration stack, ingestion frameworks, cloud-native patterns: Apache Airflow, Kafka, Nomad/Terraform, Kubernetes/Docker, etc. Hands on experience with open-source distributed SQL engines - like Presto, Apache Drill or Dremio and ingestion/processing stack like Hadoop, Spark and Kafka is a must.
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Prior or current hands-on experience with an integrated financial system like SAP, BI and SourcePoint (Ariba) preferred. In addition, develop and conduct SAP/BI/SourcePoint/MM training, both in one-on-one and group settings, and distribute training materials as needed.
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Must possess hands-on experience with integration tools (Azure Data Factory, Informatica IICS, or equivalent), enterprise scheduling / orchestration tools (Tidal Enterprise Schedule or equivalent), enterprise Managed File Transfer tool (Cleo Harmony or equivalent.
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Good theoretical knowledge of photonics devices along with strong hands-on experience on fiber optics, free space optics, and optical alignment to fiber/waveguide devices. Strong hands-on experience on free-space, fiber optics, and optical alignment to fiber/waveguide devices.
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Hands-on experience with common nucleic acid- and protein-based in-process analytic assays (e.g., PCR, RTPCR, ELISA, SDS-PAGE, Western blot) Hands-on experience with aseptic small scale (plate- to shake flask-based) mammalian cell culture (thawing, expanding, freezing), transfection techniques, and clonal isolation.
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This is an excellent opportunity for someone to discover Cleveland Clinic's Lutheran Hospital and gain hands-on experience as a CT Technologist. Holds or is currently working on obtaining CT registration with AART.
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3 yrs hands-on experience with optical, image sensor, or camera calibration, and their associated computer vision principles to process this data. Hands-on experience processing rich sensor data from LIDAR, RADAR, and cameras in environments captured by autononous vehicles.
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Minimum of ten years of hands-on experience with D365 Customer Engagement / Power Platform technical solutions. Hands-on experience with D365 Customer Engagement/Power Platform.
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Hands on code first development of cloud configuration and components from the ground up using tools like Gitlab and Terraform Hands on experience with AWS cloud networking including VPCs, Subnets, Security Groups, ACLs, Transit Gateways, ALB/NLB, Route53, ACM, API Gateway and related technologies.
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8 plus years' experience in software test automation minimum of 5 years hands-on TOSCA Automation experience. Excellent hands-on experience with integrating Solman, Jira, Jenkins with Tosca.
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Hands-on experience in using DevOps tool set Git, Artifactory, Jenkins, Sonar, Fortify, Spinnaker etc. 7+ years of Hands-on experience in designing and developing IaC automation using terraform or other related technologies.
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Minimum of 2 years of hands-on experience implementing an enterprise metadata management programs, including deployment of enterprise taxonomy and ontology, and delivering enterprise metadata and/or content management solutions.
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hands on jobs Title: partner Company: Syneos Health
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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.