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Utilize programming languages like JavaScript, Java, HTML/CSS, TypeScript, SQL, Python, and Go, Open Source RDBMS and NoSQL databases, Container Orchestration services including Docker and Kubernetes, and a variety of AWS tools and services.
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At least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud) 3+ years of experience with AWS, GCP, Microsoft Azure, or another cloud service. 7+ years of experience in at least one of the following: JavaScript, Java, TypeScript, SQL, Python, or Go.
$201,400 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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4+ years of experience with AWS, GCP, Microsoft Azure, or another cloud service. 9+ years of experience in at least one of the following: JavaScript, Java, TypeScript, SQL, Python, or Go.
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Utilize programming languages like Java, Python, SQL, Node, Go, and Scala. 9+ years of experience in at least one of the following: Java, Scala, Python, or Go. 3+ years of experience with big data frameworks (Amazon EMR, Apache Spark.
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Utilize programming languages like Java, Python, SQL, Node, Go, and Scala, Open Source RDBMS and NoSQL databases, Container Orchestration services including Docker and Kubernetes, and a variety of AWS tools and services.
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Bachelor's degree (or foreign education equivalent) in Computer Science, Engineering, Information Technology, Information Systems, Mathematics, Physics, or a closely related field and five (5) years of experience as a Principal Data Engineer (or closely related occupation) designing, implementing, and developing applications in Sybase, SQL server, Oracle, Informatica, Python and Azure.
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Expertise in Python and SQL, with working experience in Apache Spark, Hadoop, Databricks, Snowflake, or other big data systems is preferred. Design, implement, deploy, and maintain deep learning and Client models using cloud technologies (e.g., Azure Databricks, MLFlows and Azure Client.
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Proficient in designing and implementing data processing pipelines using Azure DataBricks and Azure Data Factory. Experience with backend technologies such as Node.js, Python/Django, or ASP.NET.
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NET, Python/Django, Javascript/Typescript/Node or similar. NET, Python/Django, Javascript/Typescript/Node or similar. You have hands on experience working with Infrastructure as a Service (IaaS) and Platform as a Service (PaaS) tools and platforms available across AWS, Azure, and GCP.
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Programming/development experience with Microsoft Azure, Databricks, Python. Experience working with relational and big data database technologies (Databricks, Microsoft Azure). Proficiency in one or more programming languages (Spark, SQL, Python, R, C#) preferred.
$85,000 - $194,000 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience with the Azure Services and Data components: Container based solutions, Microservices, Streaming Solutions, Python & Spark Compute, Spark SQL, Azure Integration services, and ingestion tools such as ADF, Snowflake, ADL, and GenAI Cognitive capabilities.
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The ideal candidate for this Senior Data Engineer role will have expertise in Databricks, preferably in building robust ETL solutions, and in Python (PySpark) and Delta tables. Expertise in Databricks, Python, PySpark, and Delta tables for data processing and manipulation.
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Experience with some of the following technologies is a plus, but not required: Microsoft Azure, Linux systems administration, Vue.js, TypeScript, Elasticsearch, Docker, PostgreSQL, Jenkins, New Relic, Salesforce, D3.
Starting at $100,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Expertise with Azure DevOps, Terraform, CloudFormation, PowerShell, JSON, YAML, GIT, Python, and Bash. Expertise with Azure DevOps, Terraform, CloudFormation, PowerShell, JSON, YAML, GIT, Python, and Bash.
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Proficiency in scripting and programming languages such as Cloud Formation, Python, Terraform and C# for automation and Azure solution development. We are seeking an Cloud IAM Architect to play a pivotal role in the design and implementation of a new Azure tenant as part of Cyber Resiliency program.
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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.
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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).