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Desired experience: AutoCAD; Piping; ASME Pressure Vessel design; Shell and Tube Heat Exchangers; Finite Element Analysis (FEA). Desired experience: AutoCAD; Piping; ASME Pressure Vessel design; Shell and Tube Heat Exchangers; Finite Element Analysis (FEA.
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Minimum of 5 years of hands-on skills in Python, Apache Spark, Hive, Cassandra, Snowflake, Elastic, Lucene, DataBricks, Hadoop, Redshift, Scala, Java, or other relevant technologies in data engineering.
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Resources for Human Development (RHD) - one of the Nation's leading support services organizations - is seeking a focused individual to fill the role of the On-Call Clinican. The On-Call Clinician provides direct services to consumers, significant others and collateral resources and assists consumers in reaching goals set in treatment.
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Insights and hands-on coaching on experience design, event production, brand management, and community developmentall best practices that have grown Daybreaker into a global movement.
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6+ years hands on technical experience with integration / middleware platform in iPaaS focused on either Oracle SOA Cloud and/or Oracle Integration Cloud (OICS) Responsible for developing and maintaining skills on Oracle Integration Cloud (OIC) Process, Application Integration, Visual Builder, and Insight Analytics, along with Oracle API Platform Cloud Service.
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A hands-on expert in SAP Treasury core components, spanning Cash management, Transaction manager, In-house cash, Risk analyzers, Liquidity planner, Hedge management and accounting, SWIFT integration, BCM, and integration with financial accounting and other applications.
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As a Trim Carpenter, you will be “hands-on” managing the field service installation of any number of systems to include closet shelves, organizers, cabinetry, trim and millwork, renovations, remodels, sheetrock repair and painting.
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As an Analyst with Kimley-Horn, you will benefit from hands-on experience, technical software and consulting trainings, and developmental programs geared towards growing Kimley-Horns future leaders.
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The incumbent will help with the pre-scheduled testing of sentinel rodents as well as investigations of outbreaks of infectious diseases; this will involve both hands-on specimen (blood, fur, cecal & colon contents) collection and laboratory testing of serum samples for viral antibodies by enzyme-linked immunosorbent assay (ELISA) and indirect immunofluorescence assay (IFA.
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5+ years' of in-depth and hands-on knowledge of the CDBG/CDBG-DR programs, regulations, and implementation. Provide guidance and expertise on Federal regulations (CDBG-DR, cross cutting Federal requirements, Duplication of Benefits, etc.
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Hands-on experience with the remediation of security vulnerabilities Excellent written and verbal communication skills RequirementsCertifications: PCI ISA, CISSP, CRISC or CISMYears of Experience: Generally requires 7- years of information security experienceSkills: Working knowledge of PCI DSS. Familiarity with other security/industry standards NIST, CVSSv3, OWASP etc.
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A specialist at this level is expected to have general knowledge of mass spectrometry and ELISA, however will spend time getting hands on experience with all of the methods used in the laboratory by rotating through the various tests.
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Hands-on experience with AWS and cloud-based data services and solutions (e.g., Snowflake, Databricks). Hands-on experience with data processing frameworks like Apache Spark or Apache Flink.
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5 years hands-on turbine helicopter maintenance experience. Minimum of 5 years quality control inspector experience on turbine helicopters in a Part 145 environment are preferred.
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Hands-on experience with DC power installation, and fiber optic cable installation termination and testing. Hands-on experience with infrastructure design and construction, including relay racks, data cabinets, and cable support structures.
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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.
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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.
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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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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.