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Experience using Business Intelligence Tools (SSRS, Power BI, OBIEE, Tableau, etc.) At least 3-4 years of experience using ETL tools such as SSIS, Alteryx, Informatica, DataStage, Pentaho, Matillion, DBT.
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Hands-on experience with BI tools and technologies, such as TM1, Oracle OBIEE/OAS, Microsoft Power BI, Tableau, Excel Power Pivot, or similar. SQL Server Reporting Services), Oracle Business Intelligence (OBIEE/OAS) or similar ROLAP/OLAP tools, and include proficiency with data transformation engines (ex.
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Hands-on experience with BI tools and technologies, such as TM1, Oracle OBIEE/OAS, Microsoft Power BI, Tableau, Excel Power Pivot, or similar Experience developing applications with C#, PowerShell, Java, and C.
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Efficient in data visualization tools – Tableau, OBIEE or PowerBI. Efficient in data visualization tools – Tableau, OBIEE or PowerBI. Please note that not all roles are eligible to participate in the LTI program, and not all roles are eligible for equity under the LTI plan.
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Role Responsibilities Serve as business partner for Oracle eBusiness Suite and other Oracle applications such as Siebel and OBIEE/OAC related changes, providing technical solutions to meet organizational needs.
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Hand-on experience with mix of OBIEE/Oracle Analytics Cloud/Oracle Analytics Server, Data Warehouse, SQL, Oracle AI/ML, Oracle Data Science and Oracle Data Integrator including design, implementation and migrations (ideally with Oracle ADW.
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Hands on experience on BI tools like Cognos, OBIEE, Tableau, MicroStrategy etc. Hands on experience on BI tools like Cognos, OBIEE, Tableau, MicroStrategy etc. In addition, CDE provides structural and administrative support to the Colorado School for the Deaf and the Blind and the Charter School Institute.
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Experience working with standardized reporting packages (Power BI, OBIEE, QlikView, etc.) Reporting packages, ie PowerBI, OBIEE, QlikView 3+ Advanced. Job Title: Power BI Developer. Experience working with standardized reporting packages (Power BI, OBIEE, QlikView, etc.
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FEATURED BLOG POSTS
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.
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).