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Collaborating amongst team members across several geographies, our Cloud practitioners engineer cloud-based analytics solutions on AWS, Azure, Databricks, GCP, Snowflake, Oracle, Informatica Cloud and a combination of native cloud technologies, including computing at edge and curating data-in-motion.
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Provides solutions and services supporting digital modernization programs in areas such as systems engineering, multi-cloud computing, cybersecurity, data science and analytics, artificial intelligence and machine learning, quantum computing, application development, DevSecOps, cloud network operations, and secure communications.
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Azure Fundamentals or AWS Cloud Practitioner Certification. As a cloud computing application architect, you know how to create a cloud-based technical architecture that meets client needs and takes advantage of cloud capabilities.
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NET and Java applications, enhancing and migrating them to the Amazon Web Services (AWS), Microsoft Azure, Oracle Cloud Infrastructure (OCI), or Google Cloud Platform (GCP) Cloud Computing Environments (CCE.
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Currently an AWS centric architecture, they are quickly growing into other cloud environments with Azure and Oracle, across Unclassified, Secret, and Top Secret domains. Experience in AWS, Azure, Oracle or other cloud environments.
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Extensive experience or knowledge of cloud-based data platform technologies such as AWS, Microsoft Azure or Google Cloud Computing. In depth knowledge of modern data technologies including Snowflake, RedShift, Azure SQL/Synaspe, Databricks or similar technologies.
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Collaborating amongst team members across several geographies, our Cloud practitioners engineer cloud-based analytics solutions on AWS, Azure, Databricks, Google Cloud Platform, Snowflake, Oracle, Informatica Cloud and a combination of native cloud technologies, including computing at edge and curating data-in-motion.
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The Systems Engineer – Cloud Computing provides support to architecture, requirements, design, and prototyping development/testing activities of the establishment of a new network. FTS has an opportunity for a Systems Engineer – Cloud Computing in McLean, VA.
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Experience with Cloud using Amazon Web Services (AWS), Microsoft Azure, and/or Google Cloud Platform (Google Cloud Platform) AI&DE24 Databricks Cloud Engineer, Sr. Consultant.
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3+ years' experience working with cloud computing, specifically with Microsoft Azure and Microsoft O365. 5+ years' hands-on experience in the design, development, migration, hands-on implementation, and support of Microsoft tools/services such as Active Directory, Teams, O365, Intune, Microsoft Azure services and disaster recovery.
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Azure Cloud Developer Certification (AZ-204 and/or AZ-900) As TriWest’s hybrid cloud and cybersecurity services partner, IBM is responsible for the delivery of the TRICARE Managed Care Support (MCS) T-5 contract.
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Databricks Certifications (ie: Data Engineer Associate; Data Engineer Professional, Machine Learning Associate, Machine Learning Professional) Experience with Databricks Unity Catalog. 2+ years experience implementing data solutions on the Databricks Data Intelligence platform, to include Delta Lakes.
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Experience with Databricks. We serve as a trusted advisor and managed service provider bringing a mix of capability and capacity across data modernization, data ops, AI, and ML. Through our unrivaled breadth and depth of services across every major industry and domain, we help our clients run smarter, faster, and more efficiently.
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Familiarity with cloud platforms (e.g., AWS, GCP, Azure) and their machine learning services. Across IBM Research, we realize the power and potential to accelerate discovery with our partners and clients by combining the power of high performance computing, AI, and Quantum, all integrated through the hybrid cloud.
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Strong understanding of cloud computing technologies, SDLC, DevSecOps, IT business drivers, and emerging computing trends and technologies. Experience working with Cloud Service Providers (CSPs), including AWS, Microsoft Azure, and Google Cloud Platforms.
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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.
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).