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Deep expertise in Microsoft technologies related to Intune (e.g. Azure AD, Endpoint Manager, Azure Information Protection, Microsoft Defender ATP) Experience integrating Intune with Microsoft security tools like Microsoft Defender for EndPoint, Cloud Application Security, and Azure AD Identity Protection.
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As an Intune Architect, lead the design and implementation of Microsoft Intune solutions, focusing on secure and efficient management of mobile and desktop environments within a highly regulated industry.
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Hands-on development experience in the field of RAD (Rapid Application Development) Application development outside Allegro to support ETRM. Experience with ETRM functionality (Allegro is a plus.
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The successful candidate will be adept at performing technical support and engineering functions that include application support in testing and production environments, software deployment and configuration, and system monitoring, with a focus on Endur.
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Associate Degree or Technical Degree in Applied Science, Biology, Chemistry, Electronics, or Biomedical Engineering or equivalent military training; or vocational education, with emphasis on instrumentation and computers.
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They work on both TxDOT and municipal projects ranging from $1Mill up to $50Mill. You will come from a heavy civil background and have experience of working on highways and projects. Dependent on Experience.
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We are seeking a dynamic and experienced Offshore Installation Manager to be based on our assets offshore Mexico. Be a role model for safety, diversity and inclusion, efficiently managing health, safety and well- being of all personnel on board the installation.
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Hands-on experience in supporting products such as Windows, Azure, Office 365 suite, Teams, Surface, etc. Engage in Azure Identify and Access Management for local Azure Sub Resource level administration.
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Working in a team environment and under the supervision of energy leadership, this position will collaborate to complete new and renewal business production underwriting, service accounts, identify key energy agents/brokers, implement sales and marketing activities and demonstrate a strong customer focus and thorough understanding of The Hartford energy practice's appetite and strategy which is focused on oil & gas, renewable energy and more.
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On a rotation basis, will be required to be on call when scheduled. We have the most talented team of knowledgeable people who work together to deliver on our promise of integrity, strength and innovation.
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Ability to provide hands on cares as listed in RN job description. o Work with HR/Payroll on setting up dates and times to schedule New Hire General Orientations. Assumes leadership role and is responsible to direct staff performance on assigned shift.
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Will provide pro-active feedback which will enable improvement of the current discovery and forensics tools, based on information and knowledge/experience from Schlumberger and Industry best practices.
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First on our list: spotting hard-to-monitor emissions of methane, a potent greenhouse gas that accelerates climate change. We are looking for a quota-busting Sr. Director of Sales who is driven by the opportunity to make a critical and outsized mark on our business, our customers, and the planet.
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The Maintenance Planner/Scheduler role is responsible for planning, which includes the obtaining and preparation of resources, scheduling, which includes coordinating with all site groups for the actions, and the execution of all preventative, predictive and reactive maintenance tasks with a focus on minimizing interruptions to production operations.
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The Pawnbroker / Retail Sales Associate partners with the entire staff of the store to ensure customer service on both the lending and retail sides of the business. The Part-Time Pawnbroker / Retail Sales Associate position offers an hourly wage, PLUS employees earn commission based on productivity.
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.