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Hands-on experience with machine learning (including deep learning and reinforcement learning), and one or more of the following technical areas: large language models (LLM), generative AI, decision science, human machine teaming, cognitive science, AI testing and evaluation, multi-agent systems, knowledge-based reasoning, automated planning, semantics, and ontologies.
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Hands On experience with a wide variety of AWS services (CloudFront, ECS, EKS, S3, RDS, DynamoDb, Lambda, Route53, VPC) As a software engineer at Capital One Software, you will be on the forefront of driving a major technology transformation by building Enterprise B2B solutions focused on providing cloud and data management solutions for companies operating in the cloud.
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Infrastructure as Code (IaC): Significant Hands-on experience building Cloud Services with IaC tools such as Terraform, CloudFormation, or similar. Experience: Significant experience in cybersecurity across multiple domains, with a strong focus on cloud security and integrating controls as code.
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Minimum of (5) years of progressive management experience· At least ten years of hands-on experience in developing and implementing RMF framework and A&A processes, specifically focused on developing SSP packages for achieving ATO for FISMA system.
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Hands on experience with Cobalt strike, Kali for operational requirements. 2+ years in a technical + hands on environment. Applicants must be currently authorized to work in the US on a full-time basis now and in the future.
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7+years of hands-on experience in Human Capital Consulting or closely related experience in a consultative workforce experience or people analytics role 7+ years of business experience in people/human resources, serving in an analytics or strategic HR consulting role at a medium to large multinational company 7+ years of experience in a workforce planning capacity or role.
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MUST HAVE Good hands on experience of using Angular 7 & 8 with Ionic to develop hybrid mobile application. Should be having at least 8+ years of hands on experience on creating Hybrid mobile application using Ionic Framework 4 & 5.
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Hands on Experience with one or more programming languages (Python, JavaScript, Java, Golang), databases & concepts (normalization/optimized query design/database design), data structures, Object Oriented Concepts.
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Hands-on experience with analytics and reporting tools such as Google Cloud Platform ( BigQuery ), Microsoft Power BI, and Microsoft Excel. Strong programming skills in Python, Spark, Scala, or R, with hands-on experience using open-source frameworks such as scikit-learn, TensorFlow, or PyTorch.
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Demonstrate experience with Enterprise Integration technologies, including MQSI, Message Broker v5/v6, WebSphere Process Server, or CrossWorlds; provide technical skills through a hands-on approach to teams and projects developing enterprise services, interfaces, and tools, including component administration, message tracking, security configuration, and deployment within the context of a services architecture.
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The Executive Director is responsible for general administration of the Museum, including an emphasis on fund development, grants, and stewardship, under the direction of the Board of Directors.
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Work expectations would include: Provides therapeutic services on-site at the Outpatient Clinic. Signet Health manages the Behavioral Health Services for Medstar Washington Hospital Center (MWHC.
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We're looking for someone who has/is: 3+ years relevant work experience Enthusiasm for Democratic and progressive politics, and excitement to work with our philanthropic, corporate, financial, and public affairs clients Hands on experience with any DSP (TTD, DV360, Basis, Live Ramp, etc.
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Seeking a pediatric echocardiographer with experience in fetal echo or interest in learning fetal echo at main campus in DC.Up to 5K Sign on Bonus Eligible for those who qualifyQualificationsMinimum EducationVocational Education High School diploma, Graduate of an approved school of Echocardiography.
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Transform technology into opportunity as an Enterprise Solutions Architect with GDIT. PLEASE NOTE: this is not a proposal manager position or a traditional hands on keyboard IT architect position.
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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.
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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.
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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.