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This includes experience in areas such as international training, FMS sales, engineering and logistics support, equipment integration and procurement, case development and execution, technology transport and export control, and supporting strategic initiatives.
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In this senior role, you will drive the design, engineering, and support of our comprehensive Contact Center and Unified Communications systems, focusing on UCaaS and CCaaS technologies. Job DescriptionJoin McKesson as the Lead Contact Center Engineer and spearhead our highest level of telecommunications engineering.
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Athavale, Lystad & Associates, Inc. (ALA) provides structural and civil engineering as well construction management and inspection services in the Mid-Atlantic Region. For over 35 years, ALA has worked hard to earn its reputation for excellence in all facets of transportation engineering.
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Area and candidates must possess or be able to obtain a Secret / Top-Secret Security Clearance with Poly. The Oracle Government Defense & Intelligence (GDI) Cloud Adoption Engineer position, a member of the Cloud Solution Engineering job family, is a highly visible and influential individual contributor role.
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Our high-performing team works with clients to implement the full spectrum of data analytics and data science, ranging from data architecture design, data engineering and querying, data visualization and dashboarding, predictive analytics, machine learning, and artificial intelligence.
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Join DLBA Naval Architects, a division of Gibbs & Cox, Inc., now a part of Leidos, the foremost independent firm specializing in naval architecture, marine engineering, and design across the nation.
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Strategy, Planning and coordination of meeting USG customer and research collaboration partners with TPG engineering Principal Investigators, Subject Matter Experts, and leadership. Collaborate with TPG engineering teams on the applicability of developing technology for targeting USG funding opportunities.
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Obtain proposals from civil/environmental engineering and permitting firms, and manage the subsequent vendor selection and contractingFile interconnection applications and manage the interconnection process through to the Interconnection Agreement, working with internal and external engineers as applicable.
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Experience deploying and maintaining pipelines (AWS, Docker, Airflow) and in engineering big-data solutions using technologies like Databricks, S3, and Spark. Feature Engineering and Optimization: Develop and maintain ETL pipelines using orchestration tools such as Airflow and Jenkins; deploy scalable streaming and batch data pipelines to support petabyte scale datasets.
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Assisting the project Superintendent and Engineering in the preparation of project documentation requirements, project layout, and field office support. Education, Experience & Technical Qualifications:·Minimum 7-9 years of experience in construction specific to Telecommunications & Security Systems with a Bachelor’s Degree in Engineering Science, Information Technology, Construction Management, or Engineering discipline.
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The SGH Principal candidate will have technical expertise in the application of subject matter such as fire dynamics, structural fire engineering, computational fluid dynamics, risk and reliability, forensics, and materials science to the evaluation, design, and repair of complex buildings and structures.
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Lead RMF A&A efforts including: activities within the A&A cycle and outside of the ISSO functions, work directly with ISSM, ISO, and AO, work with engineering and operations support staff to secure systems and ensure compliance, and provide oversight for existing and new POAMs∯*∯ Provided POAM support by advising CISO/AO of changes and assisting in the coordination of efforts to remediate deficiencies and vulnerabilities.
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This role requires 8+ years of technical leadership helping engineering teams thriveExperience with one or more of these languages: Rust, Go, JavaExperience working with one of the major cloud providers (AWS, Azure, GCP)Experience operating containerized services (Kubernetes, Mesos/Marathon)Extensive experience in a SaaS environment, building and operating large-scale distributed systems.
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Collaborate with colleagues to offer programming in forage production, ornamental horticulture, agricultural engineering and technology, farm and agribusiness management, integrated pest management, pesticide safety and handling, nutrient management, financial management, livestock and poultry, and natural resources conservation for producers, as well as diverse and underserved populations in the Upper Shore Cluster counties.
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Troubleshoots equipment effectively and reports equipment to Biomedical Engineering/Vendor, as evidenced by service reports. Experience*: Minimum of 3 years of Imaging experience in an applicable modality (Cat Scan, Mammography, MRI, or Nuclear Medicine in a hospital/healthcare environment.
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engineering job Title: scrum master Company: Pwc in Chevy Chase, MD
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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.
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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.