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Role:A Senior Data Engineer will use his or her hands-on expertise in Spark/Hadoop, Scala programming, Linux scripting, AWS, DevOps and API technologies to expand and optimize architecture, data flows, infrastructure, APIs and data pipelines to support the Epsilon PeopleCloud Discovery Platform.
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Expertise in configuring the Apigee Private Cloud platform, including keystores, truststores, and KVMs. System/network administrator level experience of Unix/Linux Hands-on experience with Terraform, Python and Unix shell scripting is required.
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This person will also provide senior technical experience with solutions such Intune/Microsoft Endpoint Protection, Okta, Google G-Suite, Meraki / Ubiquiti networks (WiFi / wired), Zscaler, on-boarding, and off-boarding employees, isolating problems and implementing solutions.
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Additional Skills: AWS Cloud/Container, Kubernetes, Docker Eureka, SRE/New relic, Lighthouse Responsibilities: Having 9 years of hands-on experience in development of both front end and back-end technologies.
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2+ years of hands-on experience with machine learning tools and libraries (scikit-learn, TensorFlow/Keras, PyTorch, Huggingface, AWS Sagemaker and/or Databricks etc.) Experience working on Databricks platform for ML solutioning, deployments and data engineering is a plus.
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Hands-on development skills key technologies – Java/Groovy, Ansible, Infrastructure-as-Code (IaC), Docker, Cloud Kubernetes, AWS Lambda/Azure Functions, NoSQL such as MongoDB or DynamoDB.- REST-based API and web architecture and development.
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Provide on-call support for Apigee platform. Perform platform upgrades, base image upgrades, certificate updates, scaling and other maintenance activities on a regular basis. ·Have previously worked on an enterprise platform team that supports multiple Software Development product teams.
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Three + years cooking experience in upscale, high volume hotel or freestanding restaurant or post secondary culinary training/certification as "Cook" from a recognized culinary training school and two year hands on experience.
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Albertsons will train you to become a pharmacy technician offering classes from our pharmacy learning and development team, pharmacy computer system and hands-on training with our teams.
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Hands on experience with Informatica MDM. Hands on experience with Informatica Cloud Data Governance & Catalog. Hands on experience with Informatica IICS. Hands on experience with Informatica IDQ.
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5+ years extensive hands-on experience leading qualitative and quantitative UX research in a product design environment across the Design Thinking stages. Working in concert with Product and Engineering partners and UX Design colleagues, you'll be applying your skills and experience to generate and leverage a wide variety of research methods, testing, metrics and insights to ensure design and product direction is based firmly on solid a foundation of research.
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Required Skills: Demonstrated work experience with VMware workloadsExperience with cloud platforms like Amazon Web Services (AWS), Microsoft Azure or Google Cloud Paltform (GCP)Strong work experience migrating data center workloads within VMware (PV, vMotion, HCX, etc)Experience configuring and troubleshooting VMware technologies like HCX, vSAN, NSX-T, vCenter, and Aria OperationsAbility to work as a team or on their own depending on the engagement and ability to keep yourself on task.
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Ability to work on Caterpillar, John Deere, Link-Belt, Manitowoc/Grove, Gomaco, and other major equipment manufacturer machinery. Ability to work on Caterpillar, John Deere, Link-Belt, Manitowoc/Grove, Gomaco, and other major manufacturer equipment.
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As we scale, we're seeking a dynamic Site Reliability Engineer (SRE) / DevOps Engineer to join our team, focused on proactive problem-solving and operational efficiency. Proven experience in SRE and/or DevOps roles with a focus on cloud environments, preferably Azure.
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Analog /Power circuit design analysis using SPICE on Op-amp or power regulation. Design experience on circuit card design with FPGA, Processor, DSP, DDR3/4/5 memory, and another high-speed interface (Serdes) is a plus.
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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.
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).