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Act in a tech lead role on project teams, working with scrum team in refining User Stories for quality & acceptance criteria, writing technical design documents, and proposing technical solutions in adherence with latest trends in cloud-based software and Huntington standards.
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I am reaching out to you for an urgent job opportunity of Oracle HCM Cloud Core HR Data Migration Specialist location Columbus,Indiana ,If you are interest please share me your updated resume at shubham@extendinfosys.com.
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We are looking for an experience Cloud Data Engineer for an automotive manufacturing company in Columbus, OH. The ideal candidate will have at least 2 years of experience with ETL and Data Modeling on an AWS Cloud platform.
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SMITH is searching for a Hybris expert to help lead the design and implementation of new-generation scalable ecommerce platform for global brands.
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Title: Oracle HCM Cloud Technical Lead. 6+ years of Oracle HCM Cloud Technical experience. Title: Oracle HCM Cloud Technical Lead. Hands on experience of working on Oracle HCM Extracts and OTBI reports.
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Known as an innovation powerhouse that excels in AI, cloud and digital, NICE is consistently recognized as the market leader in its domains, with over 8,500 employees across 30+ countries. The Manager of Cloud Systems Engineering will also be responsible for the deployment and maintenance of our lab environment-related infrastructure.
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GCVE (Google Cloud VMWare Engine) Principal Engineer. Provide leadership for cloud developer technology inside Google and manage collaboration with cross-functional Engineering teams to streamline and improve adoption of Google Cloud Platform capabilities, both within Google as well as for the cloud industry at large.
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Own and manage all aspects of Pythian's Google VAR business which includes resale and support of Google Cloud Platform (GCP), Google Workspace (GWS), Google Chrome and other Google and complimentary products.
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FEATURED BLOG POSTS
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.