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Familiarity with applications like OneStream, IBM Planning Analytics, Bottomline C-Series, Vertex, and Kyriba. We are seeking a highly skilled Remote Senior Software Engineer with a minimum of 8 years of comprehensive experience in software development.
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Institutes and maintains an effective ethics compliance communication program for the organization, including promoting: (a) use of the anonymous reporting hotline; (b) awareness of Standards of Conduct; and (c) understanding of policies and procedures.
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Ability to develop software in Java, Cobol, Python, C#, ColdFusion, C. Proven work experience as a Software Engineer or Software Developer. The Software Engineer III has a demonstrated track record delivering technically sound, high-quality, innovative, and fully functional software solutions that adhere to coding standards and technical design.
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Proficiency in coding languages such as C#, VB, Java, Python, Ruby, GO, or any Object-oriented programming language, and familiarity with Terraform, ARM Templates, Pulumi, or Bicep. Our clientele includes industry giants like Microsoft, Google, Johnson & Johnson, Fannie Mae, Walmart, PayPal, T-Mobile, McDonald's, CVS, Verizon, Charter, Nike, Dell, Wells Fargo, Capital One, and Charles Schwab, among many others.
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The C+AI Trusted Platform Legal Team provides legal support to the compliance engineering team that drives legal and regulatory compliance programs, initiatives, and requirements across the enterprise products and services in the C+AI business division at Microsoft, including Azure, Dynamics 365, and Power Platform.
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Job Description Torch Technologies is seeking a Counter- small Unmanned Aircraft Systems (C-sUAS) Capabilities Analyst. Answer requests for information from C-sUAS stakeholders to include Congress, OSD and other key organizations.
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Knowledge of Commvault backup and recovery C ritical thinking/debugging skills from application to network layer A bility to multitask/context switch in a fast-paced environment Familiarity with both on-premise and cloud-based (Google Cloud, Microsoft Azure, Amazon Web Services) server virtualization.
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CEM, RCDD, LEED GA or LEED AP BD+C preferred. Contribute to Alphatec’s sustainable design initiatives for USGBC and GBI submissions in pursuit of LEED or Green Globe certifications. CEM, RCDD, LEED GA or LEED AP BD+C preferred.
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Help Desk Manager- ONSITEThe IT Help Desk Manager is responsible for leading the Firm’s technical support teams to provide a gold-standard technology experience for our lawyers, staff, practice groups, and clients.
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An Cluster Sales Manager C&E serving Hilton Brands is always working on behalf of our Guests and working with other Team Members. The Cluster Sales Manager C&E is responsible for the successful handling of groups involving 10 or more guestrooms.
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You Have:2+ years of experience with signal processing and radar principles, including Fourier analysis, filtering, modulation techniques, and digital signal processing algorithmsExperience with coding in MATLAB, C.
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Licensed Certified Social Worker (LCSW) or Licensed Certified Social Worker Clinical (LCSW-C ) from the Maryland Board of Social Work Examiners or Licensed Clinical Professional Counselor (LCPC ) from the Maryland Board of Professional Counselors.
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Establish and periodically update understanding of client financial needs and conditions based upon sound profiling and personal financial planning analysis.
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6+ years of professional software development experience within Mobile and Web frameworks/SDKs/languages such as Swift/Objective-C, iOS SDK, Kotlin/Java, Android SDK, React, TypeScript/JavaScript, or Flutter/Dart.
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Providing program management or weapons system expertise in fighter (i.e., F-15QA); airlift (Ex. C-17A, C- 130J), integrated air missile defense (Ex. Early Warning Radar), command and control (Air Operations Center, Air Defense Operations Center), air-to-air refueling (Ex. KC-46A), and aircrew/language training (Ex. Defense Language Institute) to HAF, AFLCMC, IAR and Partner Nation Air Defense Force/Ministry of Defense.
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c job Title: engineer Company: Rtx in Takoma Park, MD
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.
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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.