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Hands on Data Engineering experience as Data Analyst, Data Engineer or Tester. At least 5 years of working experience as a Scrum Master or Release Train Engineer. Significant working experience as a Scrum Master or Release Train Engineer.
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Validated experience in a similar role such as Solutions Architect, Technical Consultant, or Pre-sales Engineer, with hands-on experience with GenAI Search or equivalent technologies. Collaborate closely with the account team, including the Account Executive and the Solutions Architect (Pre-sales engineer), to provide ongoing technical coverage and support, while the account team focuses on identifying new deals.
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Hands on experience of at least Agile tools ADO, JIRA, Version One. At least one of the certifications – CSM, PMI-ACP, SAFe SSM, SAFe RTE or SPC. We do not discriminate or allow discrimination on the basis of race, color, religion, creed, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), age, sexual orientation, gender identity, national origin, ancestry, citizenship, genetic information, registered domestic partner status, marital status, disability, status as a crime victim, protected veteran status, political affiliation, union membership, or any other characteristic protected by law.
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High level of proficiency in ETL processes and demonstrated hands-on experience with technologies such as DataBricks, Python, Spark, Scala, JavaScript/ JSON, SQL, and Jupyter Notebooks. Job Description: Title: Data Engineer Location: On-Site in Arlington, VACitizenship/Clearance Requirement: US Citizen with an active TS/SCI Clearance requiredJob Description: Our client is seeking experienced Data Engineers to join their Advana team.
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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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CGI Federal has an exciting opportunity for a Sr. AWS Engineer as part of a program Operations Team. In this position you will work with multiple IT disciplines in shaping, executing and sustaining the Cloud/Hosting strategy for a shared service platform focused on identifying and mitigating a wide range of cyber risks.
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This is a hands-on quality assurance engineering position and requires the ability to proficiently and predictably plan, automate, and execute testing strategies for AWS cloud infrastructure services and application workloads.
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We are seeking a dedicated Transportation Engineer/Modeler for Cooperative Driving Automation (CDA) and Digital Twin to join our McLean, Virginia group. 1+ years of hands-on experience in professional or academic setting with cooperative autonomous driving and sensor simulation tools, (e.g., CARLA, LGSVL, CARMAKER, or similar.
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Must Have Skills: AI Tools AWS - Athena AWS - S Glue hands-on development of reporting applications msExcel RedShift SQL Tableau Desktop /Creator Nice To Have: AWS - Lambda AWS - SNS/SQS Tableau API Integration Responsibilities: Expertise to understand complex queries, proof test, and tweak for the intended use.
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This role will perform hands-on delivery of data analytics projects with focus on process automation, contributing to the development and unit testing of solutions. Net, C#, Power BI, Machine Learning, Azure Data Factory, RedShift, UiPath, Cloud, RPA, AWS, Redshift, Python, Data Modeling, SQL, SSIS, SSAS, SSRS, Power Automate, Power Platform, AI Builder, Power Apps, Blue Prism, Automation Anywhere, UiPath Studio, Orchestrator, ERP, QuickBooks, SAP, NetSuite, Oracle, API, JSON, XML, Web Services, SOAP, Postman, Fiddler, Integration, Custom Activities, DLL, Insight, Automation Hub, Task Capture.
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Leidos is seeking an Artificial Intelligence (AI) Cybersecurity Researcher / Engineer to support the Department of Homeland Security (DHS) Office of the Chief Information Security Officer. Sustained (e.g., at least 10 years), hands-on experience with: data modeling and data engineering, feature engineering, model lifecycle management, and cloud infrastructure; supervised and unsupervised deep learning algorithms.
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Hands-on experience securing cloud-hosted workloads on major cloud service providers (AWS, Azure, GCP, etc.) BTI360, in Herndon, Virginia, is seeking a highly skilled and technically proficient Security Engineer (ISSE) with TS/SCI clearance and polygraph to join our exceptional team.
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Set yourself apart with:Azure certifications such as Azure Solutions Architect Expert or Azure DevOps Engineer Expert. Minimum of 4 years of hands-on experience with Azure Kubernetes Service (AKS) and container orchestration.
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ICF International seeks an experienced Sr. AWS Engineer to work with a skilled and motivated team of professionals on a high-visibility Department of Homeland Security (DHS. + 1+ years of hands-on experience designing and implementing container (Docker) solutions on Kubernetes or Amazon ECS.
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Hands on experience with production switchers, video and audio routers cameras, audio mixers, intercom systems, non-linear editing systems, frame synchronizers, broadcast graphics systems, master control automation.
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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.
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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.