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We are responsible for the end-to-end digital and physical Guest experience for all technology & digital-led initiatives across the Attractions & Entertainment, Food & Beverage, Resorts & Transportation and Merchandise lines of business as well as other initiatives including MyDisneyExperience and Hey, Disney.
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The Georgia Tech Athletic Associate (GTAA) sponsors varsity intercollegiate athletics competition in 17 NCAA Division I sports for the Georgia Institute of Technology. Georgia Tech's faculty attracted more than $1.4 billion in research awards this past year in fields ranging from biomedical technology to artificial intelligence, energy, sustainability, semiconductors, neuroscience, and national security.
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In addition, be accountable for analyzing and designing the infrastructure architecture and management of technology-based business solutions to meet business and technical requirements for Georgia Child Welfare Office of Information Technology program initiatives.
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Some of our many services include Civil, Environmental, Structural and Marine Engineering; Land Surveying; Land Planning; Landscape Architecture; Geographic Information Systems and Construction Administration.
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Education: Bachelor s degree in computer science, Information Technology, or a related field. SkillRequired /DesiredAmountof ExperienceBachelor s degree in computer science, Information Technology, or a related field.
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This role includes technology-led audits across all aspects of information technology including cybersecurity, infrastructure, messaging, network, software and cloud, as well as business-integrated audits in which there is close interaction between business and technology partners.
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NET based applications, databases (Oracle/Oracle Exadata, SQL Server), data warehouse (Oracle Exadata), and enterprise reporting (Oracle Business Intelligence Enterprise Edition (OBIEE), Data Visualizer, or Power BI.
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Undergraduate degree in Finance, Marketing or Business Administration (CFA, CAIA or MBA a plus) The business strategy will also include working closely with other members of the Alternative Investments Sales Team, home office leadership, and select third-party product partners to cultivate and grow future AI business prospects.
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As a key member of the sales/commercial team, the Territory Business Manager (TBM) will lead sales at the territory level and serve as the primary liaison between customers and the SpringWorks organization.
$185,000 - $210,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Analyzes and validates business requirements and processes, identifies opportunities for process enhancement to benefit the Department, identifies gaps in information. The Georgia Dept. of Transportation (GDOT) seeks a Business Analyst (BA) who will primarily assigned to compiling and documenting scope/statement of work and other documentation to facilitate new IT procurements/contracts.
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Verifies all information stored on GCIC by monitoring validation reports from GCIC, completes form letters on each entry, and writes supplemental report to upgrade information. Files criminal reports, fingerprint cards, photographs and other miscellaneous information.
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Leverage a combination of strong HRBP and People Operations tactical experience with the ability to help clients align HR strategy to business strategy. Minimum of 8 years of progressive experience in HR, specifically overseeing HR technology selection and implementation, people analytics, and compensation cycles and initiatives.
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Disney Entertainment and ESPN Technology (DE&E Technology) provides the technological backbone and product development for Disney's two media business units, while helping to keep the company at the vanguard of innovation - enabling the Company to continuously leverage technology to enhance storytelling and creativity, while delivering scalability, flexibility, and efficiency for its businesses.
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Bachelor’s Degree required; master's degree in education, Instructional Design, Instructional Technology, Educational Psychology, or related field preferred and/or sufficient on-the-job experience.
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On any given day at Disney Entertainment & ESPN Technology, we're reimagining ways to create magical viewing experiences for the world's most beloved stories while also transforming Disney's media business for the future.
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business administration information technology jobs Company: Brooksource in Atlanta, Fernley, Nevada
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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.
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.