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Experience – Strong knowledge in Kubernetes deployment frameworks\platforms including Helm, Docker, Rancher, OpenShift, EKS. This engineer will need hands on experience with Terraform, Kubernetes, Jenkins, Ansible, AWS, Docker, CICD, DevOps, etc.
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The Sr. Linux/OpenShift Engineer is responsible for designing, developing, deploying, configuration, troubleshooting and ongoing maintenance and support of self-hosted/cloud infrastructure components including but not limited to: OpenShift, Kubernetes, Gitlab, backup and recovery, site-to-site replication, SAN, VMware vSphere systems, RedHat Satellite servers, Ansible Automation platform (AAP) & Orchestration systems, and Jenkins (CI/CD) and other tools.
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PaaS - OpenShift, Kubernetes, Rancher, RKE2. Experience implementing IaC (Terraform or Ansible) PaaS - OpenShift, Kubernetes, Rancher, RKE2. Experience reviewing security scans and mitigating vulnerabilities using tools like Prisma, JFrog Xray, or Nessus.
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We are a team of forward-looking professionals in need of a strong candidate with these key required skills: Drupal Administration, Ansible Automation, Relational Databases (PostgreSQL, DB2, or Oracle), Agile Development, and Modern Development Support (PHP, Java EE with SpringBoot, Python, C# with.
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Keywords:Ogden UT Jobs, DevOps Software Engineer, Git, Bitbucket, Jenkins, Artifactory, Ansible, Atlassian, JIRA, Confluence, Kubernetes, Docker, OpenShift, SCM, Selenium, JMeter,Junit, Cloud, AWS, UNIX Command Line, Utah Recruiters, IT Jobs, Utah Recruiting.
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Strong hands-on experience with IBM Event Streams, Apache Kafka, IBM WebSphere MQ, Red Hat Ansible, and Red Hat OpenShift. Implement and maintain IBM Event Streams, Apache Kafka, IBM WebSphere MQ, Red Hat Ansible, and Red Hat OpenShift technologies.
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Drupal Administration, Ansible Automation, Relational Databases (PostgreSQL, DB2, or Oracle), Agile Development, and Modern Development Support (PHP, Java EE with SpringBoot, Python, C# with.
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Experience with private and public cloud architectures: virtualization, IaaS (AWS, Azure, GCP), private cloud (VMware, OpenStack), containers, Kubernetes/OpenShift. Automation experience (python, Ansible, Terraform, APIs, etc.
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Kubernetes Experience Strong knowledge in Kubernetes deployment frameworks\platforms including Helm, Docker, Rancher, OpenShift, EKS. Hands-on experience with: Terraform, Kubernetes, Jenkins, Kafka, Github, and configuration management tools such as Ansible.
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Familiarity with emerging containerization technologies like Docker, Rancher, Kubernetes, and OpenShift. Proficiency in system management languages such as Chef, Terraform, and Ansible.
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Design, architect, and implement defensive security controls across Palantirs multi-cloud multi-tenant SaaS infrastructure based on Kubernetes, OpenShift and several other popular open-source technologies.
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Minimum of 5-6 years' experience of solid scripting skills in Python, PowerShell, Terraform, Ansible, Cloudformation, Shell/Bash scripts, JavaScript. Experience in Kubernetes (EKS, Fargate, ECS, Openshift.
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Experience with infrastructure automation platforms (e.g. Packer, Terraform, Ansible, Puppet etc. 5+ years of direct information security experience with deep exposure in protecting one or more container orchestration platforms (Kubernetes, OpenShift.
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Experience with open technologies like Jenkins, Gradle, Maven, DevSecOps, and related Infrastructure as Code (IaC) tools, including Docker, Kubernetes, OpenShift, Jenkins, GitHub, Puppet, Git and others.
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Manage Linux/OpenShift infrastructure and cloud platforms (AWS, Azure, or GCP). Automate software development and delivery processes using tools like Jenkins, Maven, Git, Chef, Ansible, Terraform, etc.
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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.