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NET, ASP.Net Core, Angular/React JS, SQL. Capgemini Engineering has more than 55,000 engineer and scientist team members in over 30 countries across sectors including Aeronautics, Space, Defense, Naval, Automotive, Rail, Infrastructure & Transportation, Energy, Utilities & Chemicals, Life Sciences, Communications, Semiconductor & Electronics, Industrial & Consumer, Software & Internet.
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Design scalable patterns and architecture to support both batch and real-time data products & platform using big data technologies such as Hadoop, SQL Data Warehouse, EMR, Spark, DataBricks, Snowflake, Azure Synapse or other Cloud data warehousing technologies.
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ETL/PLSQL Development: Develops, enhances, debugs, supports, maintains and tests software applications (primarily through Informatica workflows and ORACLE PL/SQL objects) that support business units or supporting functions operations.
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Databases: RDS, SQL, MySQL, Postgres, RedShift, MongoDB, DynamoDB. Should have achieved mastery in one of the SecDevops practices – IaC-Terraform, SONAR, Git-CI Cloud-AWS, CICD-Git/Argo, microservices architecture deployment (primarily Kubernetes) with awareness about site reliability engineering principles, coupled with a willingness to learn and expand the knowledge.
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Create and optimize SQL queries for data extraction and analysis, leveraging tools like dbt to build and document data transformations. Strong proficiency in SQL and 3+ years of production experience with dbt, macros and Jinja.
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This Contract role as a Hybrid Senior SQL Developer in Richardson, TX will have a strong background in SQL Server and SSIS, with a proven track record of delivering high-quality database solutions.
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Experience with Java, Web Services (REST, API), Spring Boot, Microservices, Multithreading, database technology such as Oracle / MS SQL / Cockroach. As a Full-stack Lead Software Engineer - Identity Access Management at JPMorgan Chase within the Corporate Sector - Infrastructure Platform Team, you will be part of a team that works to enhance, design, and deliver the software components of the firm's state-of-the-art technology products in a secure, stable, and scalable way.
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Must possess proficiency with SQL and data transformation (ETL) tools. Candidates with experience as SQL Developers and Business Intelligence Developers are strongly encouraged to apply.
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C# development experienceStrong SQL development experience (MS SQL Server)Expert level development experience with data tools (SSIS, ADF, etc)Expert level development experience with Reporting (SSRS, Power BI, etc)ASP.Net development experienceExperience with Agile project delivery (create user stories)Proven ability to deliver BI solutions.
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Solid understanding of Snowflake, SAS, SQL, Tableau and advanced in Excel. Solid understanding of Snowflake, SAS, SQL, Tableau and advanced in Excel. Creative problem solver with hands on experience in problem framing, qualitative & quantitative research, running product experiments, hypothesis testing and prototyping to launch products at the intersection of Human, Technology and Business dimensions.
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Strong experience in SQL for Oracle, SQL Server, Maria DB, and experience for SQL performance turning is a plus. Should have worked on databases, PL/SQL, and have an understanding of Bitbucket and Gradle.
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JQuery UI, Jasmine, Karma, RESTful API's, SQL Server 2016 or above , JIRA, GIT/BitBucket , Devops/CICD(Jenkins, MS Build, Maven, Ansible, XLR and Powershell). Must have strong SQL server experience.
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Predictive Analytics, BI, Data Science (Spark, SAS, R, Domino Data Lab, SQL, Tableau) Predictive Analytics, BI, Data Science (Spark, SAS, R, Domino Data Lab, SQL, Tableau) Keywords: Chief Information Officer (CIO), Location: Plano, TX - 75023.
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Progressive experience coding and reviewing code - Python, SQL, Java Spring Boot. Proven experience leading and mentoring a technical team. An important part of the Toyota family is Toyota Financial Services (TFS), the finance and insurance brand for Toyota and Lexus in North America.
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Strong communicator, capable of bridging a gap between technical teams and executive stakeholders and presenting complex concepts concisely Experience with strategic planning and budget management Experience with Product Model methodology Proficiency in a relevant data/development language for cloud platforms (, R, Python, Java, SQL and C/Unix) DIVERSITY & INCLUSION- EVERYONE AT THE TABLE Pizza Hut, as a member of the Yum.
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sql job Company: Azelis in Garland, TX
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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).
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.