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Serve as a subject matter expert and voice of the digital pharmacy operations across the company to help enhance our cross functional relationships. Serve as a pharmacy technician for digital pharmacies including day to day prescription processing, case troubleshooting, call triage, automation oversight, and more to support getting prescriptions to patients and ensuring a great experience.
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Cognizant’s Digital Engineering practice is looking for a Flutter Developer. At Cognizant Digital Engineering, a small cross functional team comprised of a Product Manager, an Architect, Full-Stack Developers, UI/UX designers and Big Data analysts builds higher quality software faster siloed individuals working independently.
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Across our US Studio system or within client development sites, our Digital Engineering teams ideate and develop innovative cloud-based solutions following a Lean-Agile process with DevOps culture.
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Cognizant’s Digital Engineering practice is looking for a Senior Flutter Developer. DevOps & Cloud- Apigee, AWS (Rancher/ Kubernetes), GIT, Maven, Jenkins, Harness, CI/CD Pipeline. Mobile Application Design and development in Flutter, Java 8+, Spring Boot 2+ & AWS Cloud, Code Deployment.
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In this role, you'll oversee and lead day-to-day account management processes related to marketing technology and digital marketing; examples include website development, analytics, UX design, SEO/SEM, marketing automation and related activities.
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On-site presence with weekly in-office hours for photo editing and digital asset management (DAM) organization. On-site presence with weekly in-office hours for photo editing and digital asset management (DAM) organization.
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As a Lead ETL Integration Architect you will join a team of 4 other domain architects that provide integration services across the entire enterprise of a growing digital data delivery business.
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Work closely with the digital marketing team to integrate web content into online marketing campaigns, including SEO, SEM, email marketing, and social media. Proficiency in web content management systems, digital analytics tools, especially Google Analytics (GA4), and SEO techniques.
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The TL;DR version: We’re hiring a digital communications specialist who plays by our House Rules to support our social media and digital marketing teams. We have a special affinity for mission-driven nonprofits and foundations, as well as for-profit brands that share our commitment to Do Well By Doing Good. We accelerate clients’ growth through smarter communication, specializing in public relations, social media, digital marketing, and data analytics/insights.
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It includes a Chief Public Affairs Officer, Public Affairs Lead, Digital Communications Lead, Digital Communications Specialist, Strategic Communications Specialist and a Brand Specialist.
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KPMG is currently seeking a IAM SailPoint Data Administrator to join our Digital Nexus Technology organization. KPMG is currently seeking a IAM SailPoint Data Administrator to join our Digital Nexus Technology organization.
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Bachelor's Degree in Marketing, Public Relations, Communications, English, or closely related discipline with 2 years of experience in digital marketing, social media, collateral material, and content development.
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Functional use of scripting languages such as Powershell and/or Python, and other automation tools; hands-on knowledge of cloud platforms, such as Amazon Web Services (AWS), MS Azure and Google Cloud; digital course development and delivery; functional use of configuring networking operating systems using Windows Server and/or Linux; functional use of working with virtualization and containerization; experience teaching on-line and in-person instructions.
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Reports to: VP, Digital CX and Journeys. As part of the omni-channel experience this role will support front line readiness to ensure the ability to understand and serve all new digital features and functions in partnership with CARE. This person will also be responsible for partnering closely with Finance and EDS&A (Enterprise Data Science and Analytics) to build business cases and influence investment.
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Intelligent Asset Management, With A Team of Leading Practitioners having deep functional & industry knowledge specializing in the area of Asset Integrity and Reliability Management, Master Data Management, EAM & Maintenance Execution, Material & MRO Management, Industry Analytics and Digital Industrial Workforce.
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digital job in Columbus, OH
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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.