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As SAP BASIS Administrator, the selected candidate will engage with business stakeholders, including IT, system integration, and cyber security, to design and develop the system landscape strategy for SAP systems.
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Bachelor's degree in electrical engineering with 4+ years of experience in electrical engineering design of utility-scale solar and battery energy storage projects as part of EPC team or Owner’s Engineer.
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Solution Development: Collaborate with partners to design / architect and develop joint solutions, demos and integrations that leverage Alteryx and complementary technologies (e.g., AWS, Databricks, Snowflake, Google.
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Project Management: Oversee the design, development, and maintenance of scalable and efficient data models using DBT and Snowflake. Lead the design and implementation of data orchestration workflows using tools such as Dagster or Airflow.
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The Principal Architect will mentor team members, collaborate with Product Managers on product design, and work with the DevOps team to optimize infrastructure, ensuring system robustness and observability.
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Proficiency with business processes including: general ledger, budgeting, supply chain cash management, grant management, chart of accounts re-design, procure-to-pay, purchase order conversions, expense management, fixed asset management, and/or order-to-cashReport writing experience and/or Workday Financials certification, highly desired.
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The Mobile Device Management (MDM) Engineer 3 Lead is a senior-level position focused on leading the design, implementation, and management of advanced mobile device solutions within our IT infrastructure.
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Cisco or Microsoft certifications preferred, with extra preference given to advanced Cisco or Microsoft certifications such as Cisco Certified Security Professional ("CCSP"), Cisco Certified Network Professional ("CCNP"), Cisco Certified Design Professional ("CCDP"), Cisco Certified Internetwork Expert ("CCIE"), or Microsoft Certified Systems Engineer ("MSCE.
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5+ years of experience in UX or Product design, with a focus on e-commerce, enterprise, B2B, or SaaS.Proven track record in Agile/Scrum environments. Proficiency in user research, usability testing, and user-centered design principles.
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Extensive experience in best practice email design principles, deliverability and measurement strategiesHighly knowledgeable about multi-channel marketing strategies and techniques using three or more channels in mobile, email, SMS, digital wallets, web.
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Mixed Methods: Explanatory Sequential, Exploratory Sequential, and Parallel/Convergent Design. Quantitative: Causal-Comparative; Correlational, Linear and Nonlinear Modelling, and Quasi-Experimental Design.
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Design and implement integration strategies, including APIs, middleware, and ETL processes, to connect disparate systems. Project Management: Lead the architecture and design phases of projects, ensuring timely delivery of high-quality solutions.
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From the creation of HR strategy using our leading Oracle-enabled HR Transformation labs, the application of design thinking that allows HR to challenge how work gets done today, to navigating the ever-evolving HR technology landscape to determine the right digital solutions to enable transformation, our HR Transformation practice is focused on helping HR take the lead.
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You must be a self-starter, require minimal supervision, and possess strong technical and design knowledge of structured cabling, deployment of network and infrastructure technology and physical security solutions.
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Assist in design and implementation enhanced governance mechanisms to ensure adequate oversight and control over ESG reporting. Understanding of the emerging ESG regulatory environment (SEC Rule on Climate-Related Disclosures, CSRD/ESRS, EU taxonomy.
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prototype analog design jobs Title: engineer in Independence, OR
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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.
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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.
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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.