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Hands on experience with security tools such as Qualys, Nessus, SonarQube, Veracode, Burp Suite, Nexpose, Snort, or MetasploitExperience with cloud platforms (e.g., AWS, Azure, GCP) and containerization technologies (e.g., Docker, Kubernetes.
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Family-Friendly Fun: Spend quality time with family at attractions like the Austin Aquarium, Austin Zoo, and Thinkery, a hands-on children's museum offering interactive exhibits and educational programs.
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The team features a collaborative and hands-on environment that fosters engineering excellence, creativity, and innovation in the interdisciplinary areas of optical metrology and testing, device fabrication, display technologies, image processing, and color sciences.
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As an Analyst with Kimley-Horn, you will benefit from hands-on experience, technical software and consulting trainings, and developmental programs geared towards growing Kimley-Horns future leaders.
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ERM is seeking a hands-on Consulting Senior Associate, Environmental Geologist, Scientist, or Engineer to join our consulting firm, reporting into either our New Orleans, Houston, or Austin offices depending on applicant qualifications.
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Hands on strong Java frontend and backend programming, J2EE, hands-on experience with Spring Framework, Spring Boot, Spring MVC, RDMS databases like (Oracle, PostgreSQL, SQL Server), File systems, Designing Large scale Applications and AWS.
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2+ years of hands-on experience in SAP S/4 HANA FICO. This position is eligible for Cognizant's discretionary annual incentive program, based on performance and subject to the terms of Cognizant's applicable plans.
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Technical Skills and Certifications: Mandatory: Direct, hands-on experience in medical spa procedures such as injections. 1-2 years of hands-on experience with aesthetic medical spa procedures.
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Experience programming with MATLAB and Spice, and hands on experience of Time Domain Reflectometers (TDR), VNA and skew/jitter measurements. Sign-On bonus of $5K will be awarded in accordance with our current policy and payable after the first 30 days of employment.
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Must have hands-on experience in developing applications and customizations in Teamcenter PLM environment. Wipro Limited (NYSE: WIT, BSE: 507685, NSE: WIPRO) is a leading technology services and consulting company focused on building innovative solutions that address clients’ most complex digital transformation needs.
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In addition, a Driver – CDL (B) is responsible for ensuring his or her vehicle is in compliance with the Company’s safety standards prior to operating the vehicle, ensures that all Company, state and federal regulations are adhered to at all times while operating the vehicle, and completes vehicle condition reports (“VCRs”) on a daily basis to ensure that any vehicle defects are repaired in a timely manner.
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Hired applicants may be eligible for annual short-term and/or long-term incentive compensation programs depending on the level of the position and whether or not it is covered by a collective-bargaining agreement.
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Hands-on experience with NGS and DNA/RNA molecular biology is preferred. Day-to-day “hands on” work in the laboratory including generating, recording, and analyzing experimental data and maintaining laboratory notebooksCollaborate with R&D to Build and Test Verification & Validation units.
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Assistant Attorneys General (AAGs) experience the challenge and honor of public service while enjoying a healthy work-life balance; hands-on legal experience; and engaging camaraderie in Austin, the scenic and lively capital of Texas.
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Assist with other related jobs as directed Qualifications: At least Class 1 soldering skills - certification a plus At least 5 years of experience in hands-on technical equipment assembly Ability to use precision hand tools such as wire crimpers, strippers, and cutters Ability to read wiring diagrams and schematics Experience with electrical and/or mechanical systems General competence with standard Microsoft software Must be able to lift 50 lbs.
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hands on jobs Title: developer sr java in Austin, NY, Nebraska
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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.