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5 or more years of technical or business analyst experience in at least one of the following platforms: Microsoft Azure, Amazon Web Services (AWS), Google Cloud Services, IBM cloud services, other cloud service platforms, VMWare, Hyper-V, Windows Server, Linux, Splunk, FIM, Java, C#, Python, JSON, or SQL.
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Hands-on experience working with at least one of Oracle Cloud Infrastructure (OCI), AWS, GCP, Azure, or similar cloud providers. Fluency in one or more scripting languages such as Python or Golang.
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Job Title: Sr AWS Architect / DeveloperLocation: Remote (able to travel to NYC regularly)Duration: 6 Months contract with possible extensionJob Responsibilities:Design, develop, and implement scalable and secure cloud-based solutions using AWS SDK and TypeScript/Python/Node.js etc.
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At least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud) Utilize programming languages like JavaScript, Java, TypeScript, SQL, Python, and Go, Open Source RDBMS and NoSQL databases, Container Orchestration services including Docker and Kubernetes, and a variety of Azure or GCP tools and services.
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Understand Cloud foundational componentsCloud infrastructures (Azure - preferrable, AWS, Google App Engine)Cloud IaaS PaaS, SaaS, storage, container solutionsCloud automation and provisioning tools/techniques such as: Bash, PowerShell, Python, PerlVersion control systems for code management and artifact tracking such as GitHub, Jira or Azure DevOps.
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Experience with cloud platforms (e.g., AWS, Azure, or GCP) is a plus. If you are a talented Python programmer with a passion for working with data, we encourage you to apply. If so, then check out this open role for a Python Software Developer at SimioCloud, a division of Moore – the nation's leader in creating data-driven human connections.
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AWS Certified Solutions Architect - Associate. Strong experience with cloud environments such as Azure, Oracle Cloud, and Google Cloud. Demonstrated implementation of microservices, container and cloud-native application development, API development and automation.
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Proficiency in modern web frameworks like React, Next.js/Vercel, cloud providers like Amazon AWS, Google Cloud, or Microsoft Azure, and relational database design. Build and maintain our core product e2e using React (TypeScript), ORM (Prisma), and database operations (PostgreSQL and Python.
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Practical experience of architecting & developing applications or platforms on any one of the major public cloud providers (AWS, Google, Azure). Experience of Python frameworks - Django/Flask etc.
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B. Java, Python, R, Power BI)Cloud Systeme (z. B. Azure, AWS, GCP)Technologie- und Digitalisierungstrends. Regionalbanken bei der Umsetzung von Technologieinnovationen wie RPA, Cloud oder KI hinsichtlich der Konzeption und Steuerung unterstützt.
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Some experience in AWS services that cover data ingestion e.g. Glue, Lambda, Step Functions, Cloud Watch - 1+ yrs. Intermediary to Advanced expertise in Python and SQL - 2+ yrs. Some experience in AWS services that cover data ingestion e.g. Glue, Lambda, Step Functions, Cloud Watch - 1+ yrs.
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The Linux / Cloud Engineer is responsible for provisioning, installation, configuration, maintenance, and operations of both hardware and software of the environment. In search of a self-motivated Linux / Cloud Engineer.
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Certifications such as AWS Certified Security Specialty, Azure Security Engineer Associate, or GCP Professional Cloud Security Engineer are a plus. Experience in Java Springboot/Python/GoLang development.
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To thrive in this role, you will need Go / Golang coding experience, and cloud experience in Azure or AWS is ideal. You will be working in cloud environments, like AWS, and you will focus on the networking aspects of our tech stack.
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Experience with cloud-based data platforms (e.g., AWS, Azure, Google Cloud) and big data technologies (e.g., Hadoop, Spark) is a plus. Proficiency in data manipulation languages (e.g., SQL, PL/SQL) and scripting languages (e.g., Python, R) for data analysis and automation.
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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.
How To Make $100K a Year – No BS Strategies & Advice
If you’re like most of us, you’d love to be wealthier. Having more money would alleviate stress. It would make it easier to pay your bills and buy nicer things. Maybe it’d allow you to spend more time with your kids and go on more vacations. You’re not alone if you wish you could somehow earn a more significant income.