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Hands-on with DevOps tools and processes (creating CI/CD Pipeline) and utilization of tools such as GitHub, Jenkins, Puppet, Chef, Azure DevOps, Bitbucket. 1 or more years of technical & hands-on experience in at least one of the following platforms: Microsoft Azure, Amazon Web Services (AWS), Google Cloud Services, IBM cloud services.
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Hands on experience migrating from legacy code management/build and deploy system to a GitHub/Azure DevOps environment. Hands on experience with Capado DevOps deployment and integration with other DevOps tools.
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This job will give you "hands on" experience with power equipment in the renewable energy field. Work on a variety of components ranging from low voltage control systems to medium and high voltage switchgear and substation components.
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Strong understanding of cloud computing concepts, principles, and architectures, with hands-on experience working with Microsoft Azure services, Azure SQL Database, Azure Data Factory, Azure DevOps, and Azure Active Directory.
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Hands-on experience with an ERP software (NetSuite, Oracle Fusion, Acumatica, Infor, SAP, Microsoft Dynamics, Intacct, etc.) The CSM will not personally perform hands on configuration or issue resolution for the customer, but will have to work closely with Delivery teams who are responsible for this.
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Hands-on experience with at least one EDC system (e.g.: Medidata Rave, Inform, Veeva etc.,) As the Senior EDC Engineer you will work on EDC activities and will oversee delivery of systems and documentation to support of Clinical studies.
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Responsible for supporting the development, documentation, and maintenance of Electric Operating Procedures, managing the Linemen Apprenticeship program, Substation Electricians program, advanced Journeyman training, Metering training and hands on compliance training.
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4+ years of proven, hands-on experience implementing and supporting with Red Hat OpenShift Platform Plus (OPP) or OCP (OpenShift Container Platform) in enterprise-level environments. The posted pay range, if referenced, reflects the range expected for this position at the commencement of employment, however, base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, education, experience, and internal equity.
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Of experience of hands-on experience as an Enterprise Architect, Principal Engineer, or similar role for large-scale enterprise solutions using agile practices. In 2020, we placed third in the Female Board Index, and were recognized by the European Women on Boards Gender Diversity Index.
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Hands on experience with structural engineering software such as ETABS, RISA, RAM, STAAD, SAP, Mathcad, and ENERCALC. Analyze and design concrete, steel, masonry, and timber structures with an emphasis on seismic design.
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Have strong knowledge and hands-on experience with workflow orchestration tools, such as ServiceNow Workflow, Client OO, Rundeck, Apache Airflow, Tidal and BMC Atrium Orchestrator. Good to have experience developing on the ServiceNow Platform.
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Hands-on experience as a Senior Front-End Developer with JavaScript, HTML, CSS, and preferably Vue.js (we use version 3) or similar frameworks. You've gotten your hands dirty with version control systems like Git, and you've spent countless hours turning the complexities of RESTful APIs into something manageable and meaningful.
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Tenable is looking for a skilled finance systems professional with hands-on experience in Anaplan. Employees are also eligible for variable compensation in addition to base pay (commission for sales roles, bonus for non-sales roles), depending on company and individual performance.
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Minimum of 2 years of hands-on experience with Workday Financials (required). - Proven experience with Workday Financials implementation, with a focus on the Workday Fins module.
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15+ years of in-depth and hands-on knowledge of emergency management, FEMA programs, regulations, and implementation required. Offering guidance and expertise on Federal regulations (cross-cutting federal requirements, FEMA IA, FEMA PA, FEMA HMA, CDBG-DR, CDBG-Mit) and translating them into the implementation of projects.
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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.