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The Federal Proposal Coordinator will assist the Proposal Manager to develop, coordinating, and ensure that sound technical solution, based on the customers need as outlined in the SOW, are provided as part of the proposal response.
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As the Head of Data you will be responsible for leading centralized Data functions for Square including Data Science + Analytics, Machine Learning, and Data Engineering teams and will be the architect of Square’s Data strategy.
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We are looking for an Integration Architect. Familiarity with one or more leading SaaS solution: Salesforce.com, NetSuite, Workday, etc. Author solution designs and implementation recommendations delivered to a variety of business and technical audiences, including experienced client managers and IT architects.
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We are seeking a seasoned and highly skilled Database Architect Subject Matter Expert to join our dynamic team. Expertise in relational database management systems (e.g., Oracle, SQL Server, MySQL) and NoSQL databases (e.g., MongoDB, Cassandra.
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7+ years of solution consulting or pre-sales engineering experience. Problem solvers, comfortable developing and working to different solution types and scopes. Design, structure and build a data strategy(ies) in support of complex or semi-complex data challenges that exist across multi-channel marketing programs and Journeys, integrated plans and tactics, tiered performance goals, and spanning multiple ManTech platforms (internal and external.
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The existing MDG solution is deployed on an S/4 HANA HUB, supporting ERP operations on SAP ECC version. Minimum 7-8 years of hands-on implementation experience with SAP MDG S/4 HANA Solution for Business Partners, Customer, Vendor, Material, Financial masters, etc.
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Solutions Architect position is $90,000 annually and the maximum salary for the E&S Consult. + Develop proposal content that conveys the solution being offered including but not limited to technical descriptions, architectures, alternative comparisons, etc.
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Sia Partners is a next-generation consulting firm focused on delivering superior value and tangible results to clients as they navigate the digital revolution.
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As a Senior Manager - Solution Engineering, you will be responsible for managing our Solution Engineering team in Continental Europe focused on our ITSM solutions led by Freshservice. Solution engineering experience in the European market especially in ITSM is highly desirable.
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FEATURED BLOG POSTS
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).