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Minimum 5 years of hands-on experience in SAP ABAP as an administrator/developer. Minimum 5 years of hands-on experience as SAP ABAP programmer. NYPA has also implemented SAP SaaS solutions like Concur, Blackline, Ariba, SuccessFactors etc.
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Hands-on experience with rapid prototyping techniques including 3D printing, laser cutting, PCB routing, CNC, etc. Significant hands-on experience doing high-speed measurements on an Oscilloscope.
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Minimum THREE (3) years of hands-on experience implementing an enterprise metadata management programs, including deployment of enterprise taxonomy and ontology, and delivering enterprise metadata and/or content management solutions.
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Skills Minimum 8+ years in Adobe MarTech (Target, Analytics, Launch) and AEM and hands-on experience programming in Web Technologies like JSP, JavaScript, XML, XPATH, AJAX, jQuery, Adobe APIs, Apache Sling, OSGi bundles, Apache Web Server.
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3+ years of hands on development experience in AWS Glue, Lambda functions, AWS Athena, Redshift, Pyspark. Hands on working experience in AWS GLUE ETL tool and having good knowledge on any of the ETL tools(Informatica cloud, Talend etc.
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4+ years of IVR Applications and Advanced Speech Recognition engines (ASRs), and hands on development and deployment experience. 5+ years of hands-on experience in coding/development in Contact Center platform (Routing/Reporting Call flows, IVR, Conversational AI, Chatbots, Call Recording, WFM etc.
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Hands-on experience with data visualization tools (Tableau, Power BI) and statistical analysis tools (R, Python). Experience with cloud-based data platforms (AWS, Azure, Google Cloud) and analytics platforms (Snowflake, Redshift, BigQuery.
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3+ years of hands-on experience as a quantitative developer developing financial models and software solutions. This is a hands-on development role where you will be 'embedded' within the quantitative research team and will partner with the investment teams on various projects including portfolio construction, risk management, and alpha research.
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Minimum 8+ years in Adobe MarTech (Target, Analytics, Launch) and AEM and hands-on experience programming in Web Technologies like JSP, JavaScript, XML, XPATH, AJAX, JQuery, Adobe APIs, Apache Sling, OSGi bundles, Apache Web Server.
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5+ years hands-on experience with related/complementary open source software platforms and languages (e.g. Java, Linux, Apache, Perl/Python/PHP, Chef, Scala) 5+ years hands-on experience with the Big Data stack (HDFS, SPARK, MapReduce, Hadoop, Sqoop, Pig, Hive, Hbase, Flume, Kafka.
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The Senior Scientist will support the validation of Client therapeutic candidates by performing hands-on, bench-level assays involving both cell culture and tissue-based work, and as well as sample processing and analyses from in vivo animal studies.
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Actively participate in the hands-on process of building, testing, and deploying omni-channel marketing communication ensuring smooth and effective channel execution. As a Marketing Cloud Builder/Senior Associate on the channel execution team, you will play a crucial role in leveraging salesforce marketing Cloud to create engaging and personalized omni-channel marketing experience for our customers.
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Extensive hands-on experience with security infrastructures (e.g., Firewalls, IDS/IPS, VPN, Web Content Filters, Proxies, DLP, SIEM, Log aggregation correlation technologies). · Extensive hands-on experience operating one or more common IT infrastructures (Telecom, database, Windows and *NIX systems, virtualization platforms.
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Creating and customizing AEM components, Hands on experience with AEP, Adobe Target, Analytics and Launch. Creating and customizing AEM components, Hands on experience with AEP, Adobe Target, Analytics and Launch.
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Hands-on experience with data warehousing, data lakes, and analytics platforms (e.g., Snowflake, Redshift, BigQuery). Hands-on experience with data warehousing, data lakes, and analytics platforms (e.g., Snowflake, Redshift, BigQuery.
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hands job Company: Cedar Cares in Secaucus, NJ
FEATURED BLOG POSTS
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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.