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Collaborate seamlessly across diverse technical stacks, including Cloudera, Databricks, Snowflake, and AWS. Design and implement tailored data solutions to meet customer needs and use cases, spanning from streaming to data lakes, analytics, and beyond within a dynamically evolving technical stack.
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As a core technical contributor, you are responsible for carrying out critical cybersecurity architecture solutions by identifying, creating, and communicating risk, mitigation options, and solutions across multiple technical areas within various business functions in support of project goals.
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OSS/ BSS experience with extensive technical design expertise of Telecom Service Delivery and implementation of ServiceNow OMT (Order Management Telecom) and its interaction with BSS/OSS system including ServiceNow modules CSM (Customer Service Management)/FSM (Field Service Management) in Enterprise/Consumer/Federal segment.
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Experience working with RAG technologies and LLM frameworks, LLM model registries (Hugging Face), LLM APIs, embedding models, and vector databases Employ technical knowledge and hands-on experience with Azure OpenAI, Google Vertex Gen AI, and AWS LLM foundational models, BERT, Transformers, PaLM, Bard, etc.
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The role will be a PepsiCo technical expert for the ICM data integration solution under the new PGT solution for FLUS. In addition, this role will collaborate closely with other teams (Salesforce, SH+, Payroll) to coordinate any work outside of PGT to ensure alignment and integration of all implicated data structures.
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5+ years of experience in a technical security role (e.g. Penetration Testing, Red Team, Application Security, Infrastructure Security); or master’s degree in computer science/engineering or related cyber field, and 2 years of relevant experience.
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Assist with the NEPA planning process and oversee all aspects of a project, including client contact, budget control and invoicing, schedule, personnel allocation/planning, technical approach, and subcontractor involvement.
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Demonstrated knowledge of software applications and technical processes within a technical discipline (e.g., cloud, artificial intelligence, machine learning, mobile, etc.) AWS Data Services: Proficiency in Lake formation, Glue ETL (or) EMR, S3, Glue Catalog, Athena, Kinesis (or) MSK, Airflow (or) Lambda + Step Functions + Event Bridge.
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Technical Knowledge: Strong understanding of semiconductor manufacturing processes, PCB design, assembly, and testing. A technical background in Electrical Engineering, Mechanical Engineering, or a related discipline is highly preferred.
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As a dedicated Software Engineer Lead you will partner with HR and the IT Delivery Manager to build a strategic roadmap, deliver technical expertise, and guide successful HR service delivery (HRSD) on the ServiceNow platform.
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Progressive experience coding and reviewing code - Python, SQL, Java Spring Boot. Proven experience leading and mentoring a technical team. Additionally, this role entails managing external SaaS providers to amplify our technical capabilities.
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As Sr Project Engineer, you will be using your skills and expertise to support the execution of SNC programs being directly responsible for technical execution, leadership, guidance, and oversight for our Mission Systems Communication suite Integrated Product Team (IPT) including responsibility throughout the product lifecycle from design concept, technical reviews (PDR/CDR), and integration and test activities.
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The Service Sales Engineer will provide technical direction and support product and service sales to execute key strategic initiatives working with internal cross-functional teams such as Product Managers, FAEs, etc.
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Technical Skills: Proficiency in Native Android development, with knowledge of cross-platform frameworks (iOS, Flutter, React Native) being a plus. Technical Debugging: Debug and resolve technical issues to ensure optimal application performance.
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Create and maintain documentation related to DLP solutions; this may include conceptual, logical, and physical diagrams; new environment design documents; procedural documents; job aids; write ups on technical capabilities and solution configurations; etc.
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technical job Company: Iconma in Plano, Gretna, Louisiana
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).
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.