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Demonstrated keen interest in technology and product knowledge. Track, perform POC and plan technology refresh. Lead and coordinate incident resolution across different internal and vendor teams.
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Stanford Health Care, part of the world-renowned Stanford University healthcare delivery system, seeks both a Staff and a Lead Advanced Practice Provider for CT Surgery. The incoming Lead Advance Practice Provider for CT Surgery will enjoy a diverse nightlife scene, family-friendly activities, and a multicultural population.
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Experience in setting up and utilizing both on premise big data architectures and cloud-based AI solutions on platforms like AWS, Azure or GCP. Experience in working with Big Data technologies such as Hadoop, Spark, etc., to support AI and ML initiatives.
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Big 4 consulting experience. We are looking for a Senior Associate to join the Technology Internal Audit Team at Robinhood. 7+ years of technology audit experience in internal audit and/or public accounting firm.
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We've seen some big changes since our first brick-and-mortar store opened more than half of a century ago. Today, we're a multi-brand, multi-channel, global enterprise supported by state-of-the-art technology and some of the most talented teams in retailing - and we're always looking for new energy and ideas.
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For Lead position) - Experience in mentoring engineering teams to foster their career growth and technical skills, whether as a Tech Lead (TL), Software Architect, or hands-on Engineering Manager.
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Must have satisfactorily completed a formal radiologic technology training program accredited through the Joint Review Committee on Education in Radiologic Technology (JRCERT) and the California Department of Public Health, Radiation Health Branch (CDPH-RHB.
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Experience with MEDDICC, BANT, and Challenger sales methodologies is a BIG plus. -Along with SDR, marketing lead generation, build, prospect, and drive new opportunities through strategic cold outreach and other channels such as industry events and partnerships.
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Has experience selling or working with big data, digital transformation, analytics, and/or verticalized AI to technical buyers. Instrumental technology is used by the world’s most admired electronics brands like Bose, Cisco, and SolarEdge to significantly reduce the 20 cents of waste in every dollar spent in manufacturing.
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Journey Level LEAD Classification : Job Description and Salary information. The primary role of a Lineperson/Cable Splicer is to install, maintain and repair high-powered electrical lines and systems as well as construct, maintain and repair overhead and underground electrical systems.
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Global Asset Management Team Lead, is a subject matter expert responsible for the lifecycle management and governance of the T2 Interactive enterprise technology assets. 7+ years of relevant experience,ideally in an enterprise environment building and running asset management support programs, preferably with experience in gaming, media or technology sectors.
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Some of the stakeholders include: Chief of Applications and Portfolio Directors, Chief of Software Development, Chief Medical Informatics Officer, Chief Nursing Informatics Officer, and Chief Technology Officer.
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Experience with big data & emerging technologies (Spark, Elasticsearch, Kafka, etc.) Knowledge in machine learningand natural language processing, as well as computer science fundamentals(data structures, algorithms, big-O notation, concurrency, etc.
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Qualifications of Lead Automotive Technician/Mechanic. Benefits for Lead Automotive Technician/Mechanic. We are looking for a Lead Automotive Technician with strong diagnostic skills on European cars.
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Develop novel and accurate speech algorithms and systems, leveraging deep learning and machine learning on big data resources. Research and/or work experience in machine learning, deep learning, and/or speech technology.
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big job Title: technology lead Company: Big Blue Marble Academy in Foster City, CA
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.