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Demonstrated hands-on experience with compliance and vulnerability scanning tools (XACTA, RedSeal, Nessus, Splunk, McAfee ePO, and/or other vulnerability scanners) The Swift Group is seeking an experienced Security Control Assessor (SCA) to join our team.
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10+ years of hands-on technical experience with mainframe, non-x86 legacy systems and with technologies such as COBOL, JCL, CICS, DB2 for z/OS, Assembler, PL/I, Java, Rexx, flat/sequential files, GDGs, and VSAM.
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8+ years of hands-on experience with automation testing, Java, Spring boot,C. 6+ years of hands-on experience with mobile app testing. Skills: Scripting language: Java/NodeJs/ JavaScript/Kotlin Frameworks: good knowledge on Junit, TestNG, Appium, Cucumber Testing Tools: Selenium Web Driver, Appium Familiar with rest assured web services, Kakfa and mobile applications Required Experience: Bachelor's Degree in computer science or equivalent experience.
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The perfect Line Cook candidate will possess "hands-on" fine dining cooking skills, attention to detail, commitment to hospitality, positive team-player attitude and the proven ability to be a leader.
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Hands-on experience with AWS services (EC2, S3, RDS, VPC, IAM, etc.) This role demands a blend of technical expertise, hands-on experience, and leadership skills to ensure the successful administration of ETL tools and support of data integration and data warehouse implementations.
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Hands-on experience with any of the following: Java, Spring Boot, Angular, native iOS/Android, React, React Native, Swift. Hands-on experience with any of the following: Java, Spring Boot, Angular, native iOS/Android, React, React Native, Swift.
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5+ years of hands-on experience with enterprise-level IT projects, at least 3 years of which followed documented methodologies such as Agile, and used project management tool sets (Confluence, Jira, RallyDev, VersionOne, Taiga, etc) and source code management products.
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We are looking for a strong technical engineer that has hands on experience with the design, configuration, and deployment of routing/switching and firewall technologies, e.g. Cisco, Arista, Palo Alto.
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7+years of hands-on experience in Human Capital Consulting or closely related experience in a consultative workforce experience or people analytics role 7+ years of business experience in people/human resources, serving in an analytics or strategic HR consulting role at a medium to large multinational company 7+ years of experience in a workforce planning capacity or role.
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REACT, Angular JavaScript / ECMAScript, Perl, Python C# ASP.NET MVC, WEB API Hands-on experience with cloud technologies and deployments Hands on experience with data integration and orchestrations techniques, processes and tools such as Databricks, Kubernetes, etc.
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Significant hands-on efforts in support of integration and test activities, as well as developing and implementing electrical integration procedures for flight vehicle assembly and the Ground Support Equipment (GSE) required to successfully accomplish spacecraft integration, test, and development efforts.
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Preferred Qualifications: Hands-on experience with designing, programming, and troubleshooting PLCs, DCS, IEDs, field instrumentation, and OT networks. Knowledge and familiarity with cybersecurity policies and standards, including: NIST SP -, NERC-CIP, DoD Zero Trust Strategy, IEC.
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MINDBANK Consulting Group has an immediate need for a Senior Software Developer with hands-on, in-depth Java 8 backend experience. We provide IT Services Supplemental Staffing, Specialized/On-Demand Recruiting, Supplemental Human Resources Services, Vendor Management Solutions, and Outplacement Services.
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The ideal candidate will possess 5+ years of hands-on experience with Oracle EDQ processing, configuring data quality, validation, and standardization rules, and providing analytic support for various data operations.
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At least 1-2+ year of hands-on experience with data science, big data, or data engineering. + Hands-on experience with various big data technologies in one or more ecosystems (Hadoop, AWS or Microsoft.
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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).
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.