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We are seeking an intermediate User Experience Researcher (UX Research) with exposure to Agile Product Owner tasks to join our ten-person team supporting the United States (U.S.) Army. As the bridge between our development team and stakeholders.
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To apply for a travel radiology technologist or x-ray technician job with Nomad Health, you must have an active ARRT certification, evidence of at least one year of General - Radiology Tech experience as a rad tech, and evidence of at least one year of experience within your speciality/modality within the last three years.
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Trained, certified, and experience in using Global Combat Support System (GCSS-Army) - REQUIRED. Previous or current experience as Unit Supply Clerk, Unit Supply Sergeant, Battalion S4, Quartemaster Warrant Officer or equivalent.
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In addition, candidates must have ability to obtain and maintain a DHS EOD/Public Trust clearance Bachelor's degree or equivalent experience/combined education AWS Certified Solutions Architect - Associate certification Expertise in the area of cloud technologies to include on/off/hybrid models.
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1-3 years of full sales cycle selling experience; must have experience working for a SaaS company in a previous role, either as a BDR/SDR or as a seller. 1-3 years of full sales cycle selling experience; must have experience working for a SaaS company in a previous role, either as a BDR/SDR or as a seller.
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At Kimley-Horn, our analysts benefit from hands-on experience, technical and consulting trainings, mentorship opportunities, and developmental programs geared towards growing the firm’s next generation of leaders.
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Solid experience deploying Elastic Observability solutions or similar domains (Splunk, Datadog, Dynatrace, New Relic, AppDynamics, Sentinel, Grafana Labs) Experience as a technical instructor or public speaker to large audiences on enterprise infrastructure software technology to engineers, developers, and other technical positions.
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Experience with one or more software development environments supporting commercial or open source tools including but not limited to: Linux, Python, C, Bash Scripting, Perl, SQL, Splunk Phantom, UBA, and UIPath.
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Experience and proficiency working with AWS Cloud services and technologies including EC2, S3, RDS, EKS, VPC, and IAM or Azure Cloud services including VM, Storage account, RDS, AKS, VNet, and Entra ID.
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Five years of accounting experience and billing experience utilizing Deltek CostPoint. Must have experience in government contracting. Must have retroactive billing experience.
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3+ years of experience with Infrastructure as Code ( IaC ) concepts and deploying infrastructure automation, including CloudFormation, Azure Resource Manager, and Terraform. 4+ years of experience with building, operating, and maintaining compliant cloud computing environments in Amazon Web Services, Microsoft Azure, or Google Cloud Platform.
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Experience in engineering and operations & maintenance of enterprise Network platforms (e.g., Cisco, Juniper, Arista, Aruba, Palo Alto). 8+ years of experience in Cyber/Information Assurance, with a comprehensive understanding of cybersecurity disciplines including but not limited to the Risk Management Framework, DevSecOps, and cybersecurity engineering.
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6+ years of experience in administration and support of NextGen Platforms built with Cloudera (CDH and CDP) and Big Data Technologies such as Hadoop, Flume, Solr, NiFi, HBase, Hue, Impala, Kafka, Kudu, Oozie, Spark, YARN, ZooKeeper, etc.
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Must have Project Set-up experience. Contract Closeout experience preferred. The Senior Project Accountant is responsible setting up projects in Deltek Costpoint, perform contract closeouts, and invoice generation.
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Experience working with other Robotic Process Automation platforms, such as UiPath, Automation Anywhere, etc. Experience working with Power BI, Oracle’s Business Objects, SSRS, Tableau, Cognos, etc.
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experience job Title: unpaid internship Company: Pr in Reston, VA
FEATURED BLOG POSTS
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).