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6+ years of experience in application development (Python, SQL, Scala, or Java) - At least 4 years of experience in application development (Internship experience does not apply) 4+ years of data warehousing experience (Redshift or Snowflake.
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The Data Engineer will participate in the design, build and management of large-scale data structures and pipelines and efficient Extract/Load/Transform (ETL) workflows and assist in the development of large-scale data structures and pipelines to organize, collect, and standardize data that helps generate insights and addresses reporting needs.
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The Clarity PPM Engineer will support the Portfolio Management IT product team to understand functional requirements and responsible for end-to-end support, solution design, development & deployment of Clarity tool.
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COBOL Software Engineer , work throughout the software development life cycle and performs in a utility capacity to create, design, code, debug, maintain, test, implement and validate applications with a broad understanding of a variety of languages and architectures.
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As a Cloud Data Engineer on the team, you will be responsible for leading the technical design and development of cloud-enabled, DevOps, multi-platform, and cross-functional applications that solve complex business problems.
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Bachelor's degree in Computer Science, Software Engineering, Mechanical, Civil or Electrical Engineering or related degree with a strong background in software development. Working with Westinghouse's internal application framework tool in the development of engineering applications.
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FEATURED BLOG POSTS
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.
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A candidate persona is a semi-fictional representation of your ideal candidate. Building a candidate persona is one of the best methods employers use to ensure their sourcing, recruiting, and hiring processes are focused. Knowing exactly what you're looking for streamlines everything and helps increase hiring confidence. So here's how to create a candidate persona and how to use it.
How to Get Into The Trades: Step-by-Step Guide
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How do Good Interviewers Prepare for Interviews?
Just like candidates take the time to research you and your company, you should take the time to prepare for the interview. Preparing for the interview doesn't just reflect well on your employer brand and create a better candidate experience. Preparation also helps prevent bad hiring decisions. Bad hiring decisions are usually a result of poor execution during the hiring process. However, going into an interview fully prepared and ready to evaluate candidates will help avoid bad hires. So, here are 6 interview preparation tips for employers.
Should I Hire for Potential Over Experience?
The workforce is shifting every day. In fact, research from the World Economic Forum (WEF) shows over half of employees around the world will need to upskill or reskill by 2025. The rapid rise of digital literacy, automation, and new technologies will quickly supersede businesses that don't train ahead of the curve. With the dire need to invest in training, it's evident that hiring someone with experience isn't that much different than hiring someone without it.