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Ideal Qualifications (not required)CompTIA Net+ and/or CompTIA Security+ MCSA (Microsoft Certified Systems Administrator/Solutions Associate) or MCSE (Microsoft Certified Systems Engineer) MCITP Microsoft Certified IT Professional, MCSE (Microsoft Certified Solutions Expert)CCNA or CCIE-Cisco certifications a real plusOur client offers challenging work, career opportunities, a pleasant work environment, and ongoing training.
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Teams work all across the company, in areas such as information retrieval, artificial intelligence, natural language processing, distributed computing, large-scale system design, networking, security, data compression, user interface design; the list goes on and is growing every day.
$185,000 - $283,000 a yearFull-timeExpandApply NowActive JobUpdated 1 days ago - UpvoteDownvoteShare Job
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Builds, scripts, and tests Compliance as Code to apply security configuration(s) to cloud resources upon (or after) deployment. Secures cloud service and application resources according to industry standards and cloud provider best practices, and collects and provides evidence for security baseline adherence.
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Security and Compliance: Collaborate with security teams to implement and maintain strong security measures and compliance standards within the cloud environment. Headquartered in Honolulu, Hawaii, with remote locations across the United States, RevaComm is a leader in Agile Software Development, User-Centered Design, Cyber Security, and DevSecOps. As an enterprise digital transformation company, we transform organizational challenges into powerful digital capabilities through fresh experiences and great technology.
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Working Spring Cloud, Microservices, spring boot, redis NoSQL database, spring security, REST Web services, Netflix Eureka, Zuul API gateway, Hibernate, Spring Data, JPA. React technologies.
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The candidate will also work with the IT Security team to manage and maintain cloud systems security of the data and network resources. We are seeking a Cloud Systems Architect with experience with cloud infrastructure to engineer and support public, private and hybrid clouds.
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Minimum 7 years selling enterprise SaaS solutions in the cloud/security space. Come join the company that is reinventing cloud security and empowering businesses to thrive in the cloud.
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NetCentrics is currently seeking a Server Patching Lead for a potential contract to assist the Office of Personnel Management (OPM), Office of the Chief Information Officer (OCIO), Information Technology Operating Systems (ITOS), and Cybersecurity Divisions with modernizing and leveraging cloud technologies to improve the delivery of OPM services while also enhancing its infrastructure capabilities.
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The support provided shall include the development of the cyber capabilities of the application suites, mission deployment activities, documentation and agile software deliveries, cloud development and deployment activities, material management within the confines of the Change Control Board (CCB), deployment of required hardware to mission systems, and continued support of the program office.
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Proficiency in cloud technologies, containers, Kubernetes, networking, security, scripting, automation, and platform engineering is essential for ensuring seamless system operations. Drive efforts to enhance cloud infrastructure security, including access controls, encryption, and vulnerability assessments, with a focus on engineering security solutions.
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Experience with cloud platforms (e.g., AWS, GCP, Azure) and containerization technologies (e.g., Docker, Kubernetes). Bonus: Experience with microservices architecture, DevOps practices, or security best practices.
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Collaborating with Navy PEO-Digital Infrastructure Services APM-E, Service Owners, APM-E, Lead Engineers, and other DoD organizations (i.e. NNWC, US CYBERCOM), DISA, Industry Cloud Providers, and Partners to continuously improve the Navy’s classified network and its security posture.
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Serves as the technical lead on large, complex projects and providing technical advice/input that impact successful contract execution of the IT Support Areas: Service Desk, Deskside Engineering and Desktop Support, Security/ Identity and Access Management Application Development, Cloud Services.
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This role may support all activities owned by the CM team including documentation, software management, architecture diagrams, cloud cost control methodologies and reporting, and other projects while requiring significant collaboration with other teams, program management, and customer stakeholders.
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Broader understanding (experience preferred) with Cloud Infrastructure, Cloud Security, SRE, CICD with focus towards Automation using TerraForm, Ansible. Azure/ GCP with Cloud Security certifications has added advantage.
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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).
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.