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Experience with a technology-enabled finance transformation project. Knowledge of current GPC finance tech stack, including but not limited to Oracle, Workday, OneStream, IBM Planning Analytics, RPA (Blue Prism), Blackline, Nintex, Power BI, AuditBoard, and Workiva.
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As a Sr. Program Manager, you will lead a variety of cross functional strategic IT initiatives with significant scope and impact supporting several areas of business strategy. Workday is looking for a Sr Program Manager to join the Business Technology PMO at Workday.
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Maximize technology platforms to aggregate multiple digital data sources and provide cross-platform insights - primarily Adobe Analytics. Bachelor's degree in Computer Science, Information Technology, Data Analytics, or a related field.
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Role- Lead Performance Test Engineer. Bachelor's degree in computer science, information technology, or a related field (Master's degree preferred). As a Performance Test Engineer, you will be responsible for developing and executing test plans that verify the operational quality and technical performance of Warehouse Controls Systems (WCS) Software and the Integration with third party systems, host systems and controls functionality between WCS and the actual material handling equipment.
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Our Technology and Enablement consultants work with clients at all levels of the organization, from the C-suite to the shop floor, helping them to deliver on their most strategic initiatives. Demonstrated business and technology acumen.
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CCIE certification preferredEducationBachelor’s degree in information technology, Computer Science, Information Systems, or a related field, or equivalent experience. Job DescriptionJoin McKesson as the Lead Contact Center Engineer and spearhead our highest level of telecommunications engineering.
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The Technical Lead will be in charge of evaluating the work processed and implementing technology solutions to meet the business’s current and future needs. PCG believes in health, equality, and prosperity for everyone so we can succeed in changing the ways the public sector, including health, education, technology and human services industries, work.
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ECI Management Group is looking to hire a lead cook in Atlanta / Druid Hills area at the Center for Disease Control and Prevention (CDC) Roybal Campus. Lead cook is to prepare food and cook from Scratch, able to follow recipes for our menu, making recommendations to Manager.
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Technical Lead Your RoleAs a Technical Lead, you will provide engineering expertise and guidance in areas such as modeling, HDD design, M&R design, linear transmission/distribution, MAOP, and permitting.
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The Dennis Law Firm is seeking a highly professional and experienced Lead Intake Specialist to join our dynamic team. This role reports directly to the New Business Intake Manager, Managing Attorney, and Founding Attorney.
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The Lead DevSecOps Engineer will use their experience and knowledge to design, implement, and support complex DevSecOps CI/CD pipelines for multiple application technical stacks for Public and Hybrid-Cloud-driven digital transformations.
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Norfolk Southern Corporation is currently seeking a passionate SAP Ariba and Fieldglass S2P Lead to streamline procurement and contingent workforce management through innovative technology solutions.
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Your JobGeorgia-Pacific (GP) is seeking an Automation Operational Lead to join our Automation & Platform team in Atlanta, GA. As a member of the Automation team, the Platform Automation Operational Lead will work within Georgia-Pacific’s multiple businesses with focus on legacy automated guided vehicle (AGV) equipment as well as new vehicle deployments with regards to getting the site ready for new automated guided vehicles (AGVs) as well as sustaining existing fleets.
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The Lead B2C Lifecycle Marketing Specialist will join our new Consumer Marketing Team as we lay our team's strategic, operational, and technological groundwork. We are seeking a self-motivated strategist who is excited by the challenge of revolutionizing how Credit Acceptance's approaches and enables the customer experience through implementing modern technology, automation, and a data-driven strategy.
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The incumbent will lead an expanding portfolio of technology-driven capabilities, tools, and information which supports aggressive expansion into new clinical domains and drives value for an expanding set of clients.
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Title: technology lead Company: Change Healthcare in Atlanta, GA
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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.
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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.