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Job Segment: PLM, Cloud, Data Center, Engineer, Electrical, Management, Technology, Engineering. Supermicro is a Top Tier provider of advanced server, storage, and networking solutions for Data Center, Cloud Computing, Enterprise IT, Hadoop/ Big Data, Hyperscale, HPC and IoT/Embedded customers worldwide.
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Cloud, Technical Writer, Data Center, Environmental Engineering, Technology, Engineering. It is the policy of Supermicro to provide equal opportunity to all qualified applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status or special disabled veteran, marital status, pregnancy, genetic information, or any other legally protected status.
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Has experience selling or working with big data, digital transformation, analytics, and/or verticalized AI to technical buyers. Brands like Bose, Cisco, and SolarEdge use our technology to optimize their manufacturing processes and deliver superior products in less time.
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Bachelor's/Master's degree in Computer Science or Engineering with 5+ years of experience in software engineering, systems engineering, hardware engineering, or technical product/program management focused on information security and risk management or equivalent experience.
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Managed Services, Tech Outsourcing , Professional Services , Staff Augmentation , Information Technology Solutions , Talent Solutions , Learning Solutions , IT Consulting & Staffing, Federal Contracts, Worldwide Recruitment Solutions , IT Strategic Plans , Program & Portfolio Management Approach, Engineering Staffing , Telecom & Healthcare Staffing , IT Executive Search , Personal Staffing , Training & Development, and Direct Hire.
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Learning to recruit passive candidates is a different ballgame than recruiting active ones. While an active candidate is someone who is currently looking for a new job, a passive candidate tends to be the opposite. Passive candidates are either already working or not looking to work. So, instead of these candidates coming to you, you'll have to find them and reach out to them first.
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Today, hiring and retaining talent looks much different than it did only two or three years ago. Financial instability and the strain on our mental health brought on by the pandemic has made everyone more wary and selective of their workplace and employer. Whereas in the past people might have prioritized promotions and financial reward, today they look at other factors such as workplace flexibility, personal fulfillment and values alignment.
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Money alone makes it hard to attract and retain top-notch candidates, especially when you are competing with larger businesses and corporations in your industry. So, instead of focusing on money, figure out how to make a job offer more competitive when you can't offer more money.
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Many businesses across the country have adjusted business operations to make it through the pandemic. After a period of hardship, many business owners, like yourself, are ready to start recruiting and rebuilding a bigger, more skilled workforce - only now you have to do it with a smaller hiring budget.