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RACAIA Inc. is an award-winning architecture and interior design firm based in Downtown Los Angeles focusing on thoughtful, inclusive design and staff enhancement support for the LAUSD. We are discerning, creative, and ultimately aim toward the development of healthy, sustainable, and striking environments for all.
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Our work has been featured in Architecture, Architectural Digest, Architectural Record, Domus, Frame, The Los Angeles Times, The New York Times, and The Wall Street Journal, on CBS and CNN, and exhibited at the Carnegie Museum for Art, the Smithsonian Cooper-Hewitt National Design Museum, and the Museum of Modern Art.
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Kimley-Horn is seeking a Senior Project Manager/PracticeLeaderto join our Landscape Architecture team inLos Angeles, CA. This position will support our national Landscape Architecture and Land Planning practice.
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Position Summary The AV/IT Architect (Enterprise Architecture) will execute the integrated audiovisual system architecture and systems design across the university, including general use classrooms, production spaces, live events, digital signage, study spaces, lecture halls, conference rooms, and other AV-integrated spaces, ensuring consistency and interoperability across the enterprise.
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Alta Planning + Design is a sustainable transportation company dedicated to creating active, healthy communities through planning, landscape architecture, engineering, and education/encouragement programs.
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Create architecture design artifacts (HLD's and LLD's). Hands on deployment experience with Okta, SailPoint, Saviynt and/or Cequence Expert in one or two of the following areas, Network Security, Cloud Security, Application Security, Endpoint or Identity & Access Mgmt. Experience with enterprise data security, common enterprise security deployments and infrastructures within the fortune space.
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The ideal candidate for this role will have a background in building large-scale, data-intensive applications with SQL and NoSQL, high-throughput and responsive internal and external APIs for data products, and experience in user experience design.
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The Data and Systems Architect will design and manage data systems, sets policies for how data is stored and accessed, coordinate various data sources within the organization, integrate new data technologies into existing IT infrastructures, and optimize solutions to be as cost-effective as possible.
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Studio-MLA is a design studio that integrates landscape architecture, urban design, and planning to create places that inspire human connection, unite communities, and restore environmental balance.
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Reporting to the Enterprise Architecture Group in the CTO Organization, the Principal Enterprise Architect will help in defining the next generation technology platform and product platform architectures.
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Collaboratively engage, assist, design and architect with our Data and Product groups to formulate strategies, integrations and support our emerging data vision through solution architecture, complex design patterns, technical strategy, and roadmaps.
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College-level teaching experience in landscape architecture or design (preferred). Hybrid Instructors for landscape design, site planning, hand and digital graphic design, material and methods of construction, irrigation design (theory and construction documents), and stormwater management Classes are hybrid.
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Ability to work with a lead Designer/Architect to complete and augment an overall design direction. All candidates must have well-rounded experience in architecture, with particular focus on design from programming to material selection and detailing.
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Perform architecture, design, development and configuration of a variety of areas including, but not limited to Service Portal, Service Catalog, Incident, Problem, Change, Knowledge, Release / SDLC, Asset Management, Configuration Management (CMDB), Project, Timecards, Mobility, Reporting & Performance Analytics.
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While working in close alignment with the Project Manager, completes site analysis, landscape architecture design and renderings, and coordinates the site layout and details, including grading, hardscape, water feature, and planting design.
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integration architect architecture design data warehouse jobs Company: Dice in Culver City, CA
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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.