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Proficiency in digital design tools (e.g., Adobe Creative Suite), Google Slides, PowerPoint, Slack, Gmail, Articulate 360 Storyline. Creative Design and Digital Proficiency: Utilize your creative skills and digital design expertise, including proficiency in Adobe Creative Suite, to produce visually appealing content and training materials.
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Infrastructure Management: Design, implement, and maintain scalable infrastructure using Kubernetes, Terraform, Helm and Docker in Azure. Experience: Minimum of 7 years of experience in a DevOps role with a focus on Kubernetes, Terraform, Helm, Docker, Azure DevOps, Jira, and GitHub Actions in Azure.
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Manage and execute work on wastewater, stormwater, and water utilities planning, design, and construction projects. Experience in planning, design and management of water related projects.
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Develop long-range objectives and strategic plans related to business process improvement and curriculum design. We design exceptional service experiences, engineer them to be robust, and deliver real capability and business outcomes for our clients.
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Understanding of Design / Dashboard Setup (Data Visualization) Swift Insights is a full-service analytics firm specializing in consultative guidance for all things data: data visualization, data engineering, and data management.
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AECOM is seeking an experienced Structural Engineer for our Transportation Business Line based in Arlington, VA. This is a wonderful opportunity to work on a variety of exciting, highly-visible design/build projects as well as regional design/build projects.
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We currently have an opening for a Senior Principal RF Electrical Engineer to work with a talented multi-disciplined design team across the division (electrical engineers, systems engineers, software/firmware engineers, scientists, etc.
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Work you'll do As an Enterprise Risk Management Specialist Leader, you are responsible for executing risk management projects for client(s) including planning the ERM program design, developing the ERM program and implementing ERM program strategies.
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We are seeking a high-caliber patent attorney with semiconductor experience circuit design and fabrication process) for an excellent law firm opportunity. We are seeking a high-caliber patent attorney with semiconductor experience circuit design and fabrication process) for an excellent law firm opportunity.
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Experience working with both relational databases such as PostgreSQL, MySQL, and NoSQL databases like Firestore, MongoDB, ensuring effective database design, optimization, and scalability. Champion best practices in system design, architecture, cloud services, and AI development.
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Provide advice and recommendations to support requirements analysis, design assessments, change management, testing, training, deployment, and compliance of GFEBS/GFEBS-SA. Perform help desk functions by troubleshooting GFEBS/GFEBS-SA problem areas to find solutions and temporary/permanent workarounds.
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Knowledge of the front-end ASIC design process from RTL to gates (RTL coding, simulation, synthesis, static timing analysis, logic equivalence, DFT insertion). All Qualified Resumes Responded to in 24 Hrs or Less US Citizen Willing to Submit For a DOD Clearance All Work is On-Site Aforge Benefits: 100% medical, dental, matching 401k, PTO, and holiday compensation This position can be filled at the Associate Digital ASIC Circuit Design Engineer level or the Digital ASIC Circuit Design Engineer level.
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Stay up to date with the latest advancements and trends in eLearning technologies, Moodle Workplace updates, and instructional design methodologies, recommending improvements and enhancements to the platform.
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M&J Engineering is a leader in construction management and inspection, ITS, mechanical, electrical, wastewater, water supply, tunnel airport, port, marine/coastal, environmental engineering, and design-build services for both new infrastructure projects and renovations.
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Provide expert technical guidance to IT peers, IT leadership and other departments regarding business process design and improvement. Supervises staff – Yes (Business Analysts, Administrators, Release Manager, etc.
$185,500 a yearFull-timeRemoteExpandApply NowActive JobUpdated 4 days ago
design job in Alexandria, VA
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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.
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.