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Senior Family Law Attorney (Remote or Hybrid in Greater Los Angeles) The Zhou Law Group is seeking experienced, detail-oriented, and motivated senior attorneys in family law to join our team.
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Position Summary: As a Virtual Cyber Security Sales Engineer at our Client, you will play a pivotal role in driving the success of our cybersecurity solutions across the United States. Virtual Cyber Security Sales Engineer.
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The Senior Director reports to the Head of Advancement and operates with a high degree of independence to make decisions, solve problems, negotiate and adapt to shifting priorities. Position will be a super user of various university systems, including but not limited to, Tessitura, The Advancement System (TAS), Workday, Docusign, and any other applicable systems.
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Software: Software: Proficient with Rockwell’s RSLogix 500 & 5000, FactoryTalk Suite Platform, FactoryTalk View, Studio 5000, RSLinx; AutomationDirect’s Do-more, C-more, DirectSOFT, CLICK. Proficient with AutoCAD, FANUC robotics.
$71,500 - $92,900 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Job Title: Principal Hardware Engineer Job Location: Franklin Street, Columbus, Indiana , and various unanticipated worksites throughout the Duties LER TechForce, LLC seeks a Principal Hardware Engineer in Columbus, Indiana, and various unanticipated worksites throughout the Telecommuting permitted days/week.
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Our Municipal Water and Wastewater team is growing its footprint in the Midwest and across the nation and seeking to add a Senior Electrical Engineer. The Senior Electrical Engineer designs and specifies electrical systems associated with municipal drinking and wastewater pumping facilities and treatment plants.
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Respond to, remediate, and document information security incidents not limited to dashboard (Advanced Threat Appliance & SIEM) alerts, tickets, emails, or phone calls.
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As a Lead Infrastructure Engineer at JPMorgan Chase within the Network Rapid Response team, you will be an experienced leader in network engineering, site reliability engineering, or network operations.
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Location: Remote - Ohio local preferredPosition Type: Direct Hire*Eligible candidates MUST be able to work legally in the US without sponsorship (no C2C - sponsorship transfer not able to be provided)Position Description:The Systems Engineer is responsible for the configuration, operation, and documentation of the Windows and Cloud servers, networks, system administration, and desktop engineering at all company locations.
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We are looking for a talented Senior Director - IT Governance, Risk & Compliance, to join our team specializing in Systems/Information Technology for our corporate business in Columbus, IN. Senior Director - IT Governance, Risk & Compliance.
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Position Description: We are looking for an Entry Level Civil/Environmental Engineer to join our Water Team to improve infrastructure in our Columbus office. Typical responsibilities include: Provide technical planning, design, permitting, and construction support on various water utility projects that may include collection system, pump station, wastewater treatment, reclaimed water, water treatment, water distribution, and various other ancillary civil engineering projects.
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You will be a domain expert in your product area and will act as an advisor to internal teams and senior management on processes and operations. As the Senior Business Analyst, you will be responsible for managing a team dedicated to implementing innovative products and processes that take AmexGBT into the future of our industry.
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Electrical Capital Project Engineer. This position reports to the Plant Maintenance Manager and is responsible for moderately complex engineering projects and directing the work of assigned technical associates to promote increased performance and reliability of machinery and equipment through failure analysis.
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The Network Security Engineer (DC and Cloud) is responsible for ensuring the security, stability, and integrity of our organization's network infrastructure, with a dual focus on both data center (DC) and cloud environments.
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8+ years of experience as a software developer with 3+ years in Actimize developmentStrong experience RCM Designer, AIS Modeler, Server MonitorExpertise in implementing and supporting various Actimize solutions for IFM/SAM/CDD/WLF/CTRKnowledge of AML and Fraud regulations and processes.
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Title: engineer cloud senior software in Columbus, Lahaina, Hawaii
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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.
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).
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.