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System Admin, Network Admin, Windows Server Administration, Linux Administration, VmWare Administration, Azure Cloud, DevOps, Terraform, Active Directory, Powershell. Experience with Google GCP or Microsoft Azure is a plus.
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Manage and provision resources within AWS, Azure, GCP, and other cloud environments Automate with code utilizing popular DevOps tools and scripting languages, including Terraform, Packer, Salt, Ansible, Python, Powershell, Bash, Javascript, and Go.
$80,000 - $180,000 a yearFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Our expertise in cross-domain and boundary solutions, network analytics, DevOps and low-to-high development is unique in our industry. Azure Administrator Associate, Developer Associate, Deveops Solutions, Deveops Engineer Expert Cloud-Native Architectures Knowledge of Agile development methodologies Experience in Zero Trust Architectures What we will provide in return: Excellent compensation and amazing benefits.
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Minimum 2-5 years proven, hands-on DevOps engineer experience with major public cloud services, with preference to GCP services, including but not limited to Compute Engine, GKE, Big Query, Cloud Run and Cloud Composer.
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Experience equivalent to site reliability engineering, DevOps, and/or DevSecOps. Design and deliver dynamically scalable, available, fault-tolerant, reliable, and secure cloud solutions on Azure, AWS, GCP.
RemoteExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Domain expertise: Methodologies, System Tools, Cloud, Virtualization, Languages, OSs. Technical skills: Agile (Scrum & Kanban), Active Directory, Red Hat Satellite, Chef, Ansible, Terraform, Nexus, GitHub, Jenkins, ServiceNow, Jira, Confluence, Graylog, AWS, GCP, Azure, VMware ESXi, PowerShell, Python, Ruby, bash, YAML, Groovy, Windows, Linux-RHEL, Linux-CentOS, and Linux-Ubuntu.
$125,000 - $180,000 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Demonstrate DevOps framework expertise and work with CSPs to include AWS, Microsoft Azure, GCP. Experience with automating system configurations and orchestrating network operations and DevOps pipelines, scaling, releases, and day-to-day system operations in Cloud environments.
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In-depth knowledge of cloud platforms, such as Amazon Web Services (AWS), Microsoft Azure, or Google Cloud Platform (GCP). + Implement infrastructure-as-code using modern DevOps scripting e.g. Terraform, CloudFormation.
$146,000 - $225,000 a yearFull-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Have knowledge of DevOps tools such as Ansible, Puppet, Terraform, CloudFormation, Jenkins, and Spinnaker. experience with Cloud technologies (AWS, GCP, OCI, Azure), preferably Azure. experience with DevOps automation and agile methodologies.
RemoteExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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If you’re a Cloud Engineer, DevOps Engineer, or SRE who is passionate about building well architected, production cloud infrastructure, then we want to talk to you! The Cloud Engineer builds the highly scalable, fault tolerant, elastic, and secure services in AWS, Azure, and GCP that support these solutions.
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Seeking a talented and experienced Cloud Engineer with expertise in Google Cloud Platform (GCP) and Kubernetes to join our dynamic team. Proficient with terraform, git and GCP services cloud formation, systems-manager.
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Experience with cloud platforms (e.g., AWS, Azure, GCP) and container orchestration (e.g., Kubernetes). Certifications in relevant areas such as AWS Certified DevOps Engineer, Certified Kubernetes Administrator (CKA), or equivalent.
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Experience with GCP – CloudFunction, GKE, BigQuery, CloudSQL, IAM, Looker, GCS, Firebaser etc is much desired. Job Title: GCP Consultant Location: Phoenix, Arizona (hybrid / Day 1 onsite) Duration: Long term contract JOB SPECIFICATIONS: Desired Experiences: GCP certifications Minimum Required Experience: Bachelor’s degree or equivalent, Masters preferred in Computer Science.
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We are looking for a GCP Data Architect/Engineer who has experience in building enterprise level solution on GCP cloud environment with Kafka, Pubsub, Snowflake, BigQuery, Cloud function, AI Platform, Dataflow, Dataproc, Cloud Compute, AppEngine, etc.
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Title: AWS DevOps SRE. Experience : Hands on Coding + AWS + coding knowledge DevOps & CI CD SRE. Good understanding on DevOps tools, Git, Jenkins, CI/CD, Dockers, Ansible Playbooks.
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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.
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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?
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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.
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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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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.