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With key strategic partners like Microsoft, Intel, ServiceNow, and Snowflake, Fortanix customers like PayPal, Google & Adidas are reaping the benefits. Linux, Docker, Kubernetes, AWS, Azure, GCP, IBM Cloud.
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2+ years of experience with a public cloud (AWS/Microsoft Azure/ Google Cloud) Expert-level proficiency in Azure Data Factory, Integration Platforms, Python programming, DBT, and data modeling.
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Experience with a public cloud, including AWS, Microsoft Azure, or Google Cloud. Experience with Python, SQL, Scala, or Java. Experience with distributed data and computing tools, including Spark, Databricks, Hadoop, Hive, AWS EMR, or Kafka.
$93,300 - $212,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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At least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud) 4+ years of experience with a public cloud (AWS, Microsoft Azure, Google Cloud.
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5+ years of experience with a public cloud (AWS, Microsoft Azure, Google Cloud) Utilize programming languages like Java, Scala, Python and Open Source RDBMS and NoSQL databases and Cloud based data warehousing services such as Redshift and Snowflake.
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Amazon Web Services (AWS), Microsoft Azure, or Google Cloud Platform (GCP) certifications. Hands-on data engineering experience building solutions to extract, load, and transform raw data in the form of several hundred, small data files and web scrapings with a variety of formats using a combination of Python scripting and AWS cloud services such as S3, Glue, Crawlers, Lambda, Step Functions, Redshift, DynamoDB, etc.
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7+ years of experience in application development including Python, SQL, Scala, or Java. Collaborate with digital product managers, and deliver robust cloud-based solutions that drive powerful experiences to help millions of Americans achieve financial empowerment.
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4-5 years of demonstrated proficiency in the design and implementation of cloud native data architectures and solutions for data processing and pipeline orchestration using AWS/Azure services common to serverless architectures (AWS Lambda, API Gateway, Step Functions, etc.
RemoteExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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At least 4 years of experience with Cloud Native technologies (Amazon Web Services, Microsoft Azure, Google Cloud Platform) Utilize programming languages like Java, Python, SQL, Ruby and Go, Container Orchestration services including Docker and Kubernetes, CM tools including Ansible and Terraform, and a variety of AWS tools and services.
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6+ experience with coding and scripting (Python, SQL, Java, JavaScript, Golang, Bash, Perl or Ruby) 6+ experience with coding and scripting (Python, SQL, Java, JavaScript, Golang, Bash, Perl or Ruby.
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This role is also eligible to earn performance based incentive compensation, which may include cash bonus(es) and/or long term incentives (LTI). At least 8 years of experience in DevOps Engineering (Internship experience does not apply.
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Lead a portfolio of diverse technology projects and a team of developers with deep experience in machine learning, distributed microservices, and full stack systems. 3+ years of experience with Container orchestration services including Docker or Kubernetes.
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This encompassing domain includes products related to access control monitoring, video surveillance, bank security, alarms, and the overall safety of personnel across our people centers and retail branches.
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As a DevOps Engineer, youll have the opportunity to be on the forefront of driving a major transformation within Capital One. At Capital One, you'll be part of a big group of makers, breakers, doers and disruptors, who love to solve real problems and meet real customer needs.
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Certifications such as AWS Certified Solutions Architect, Microsoft Certified: Azure Solutions Architect, or Google Cloud Certified - Professional Cloud Architect are a plus.
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FEATURED BLOG POSTS
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).