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Digital : Microsoft Azure, Digital : Apache Spark, Digital : Scala. "Good written and verbal communication skillsAbility to work with geographically diverse teams via collaborative technologiesGood knowledge of Azure Cloud BI stackProven skills in one or more of the languages (in order of priority): Python, PySpark, SQL, Spark or Synapse SparkHands-on experience with Azure Synapse, Databricks and PowerBIWork with Product Owners and Business Analysts to understand business data and related processes.
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Cloud Platforms: Familiarity with cloud platforms such as Amazon Web Services (AWS), Microsoft Azure, or Google Cloud Platform (GCP) for deploying and managing applications in the cloud.
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Experience building and deploying on the Cloud such as AWS, Microsoft Azure or Google Cloud. Experience working with one or more Machine Learning and/or Deep Learning frameworks such as Spark ML, TensorFlow, Caffe, Scikit-learn, H20, or xgboost.
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We deliver the core infrastructure and foundational technologies for Microsoft's cloud businesses including Microsoft Azure, Bing, MSN, Office 365, OneDrive, Skype, Teams and Xbox Live. The SPARC organization within Azure manages advanced hardware platform and systems architecture, roadmap planning and program management from concept through production for all of Microsoft’s current and future on-line services.
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Experience working on both on-prem and major cloud providers, Microsoft Azure, AWS and GCP for application and framework hosting. Strong technical knowledge and experience managing solutions with testing tools like Tosca, Selenium, Perfecto and performance testing using JMeter and LoadRunner.
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5 or more years of technical or business analyst experience in at least one of the following platforms: Microsoft Azure, Amazon Web Services (AWS), Google Cloud Services, IBM cloud services, other cloud service platforms, VMWare, Hyper-V, Windows Server, Linux, Splunk, FIM, Java, C#, Python, JSON, or SQL.
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Extensive experience with the Microsoft Cloud Ecosystem, including the following: SharePoint Online, PowerShell (and usage for BC deployments), Business Central Cloud/SaaS, Microsoft Azure Platform and Services, Azure SQL DB About Sphere.
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At least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud) 3+ years of experience with AWS, GCP, Azure, or another cloud service. 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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Infogain is also a Microsoft (NASDAQ: MSFT) Gold Partner and Azure Expert Managed Services Provider (MSP). We engineer business outcomes for Fortune 500 companies and digital natives in the technology, healthcare, insurance, travel, telecom, and retail & CPG industries using technologies such as cloud, microservices, automation, IoT, and artificial intelligence.
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Implement the new database solutions across multiple infrastructures including AWS, GCP, and Microsoft Azure. Experience with cloud-native data services such as AWS Aurora RDS, PostgreSQL, MySQL, DynamoDB, OpenSearch, Glue, Athena, QuickSight, etc.
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3+ years of experience with AWS, GCP, Microsoft Azure, or another cloud service. 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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Architecture and solutions design, blueprinting, and technical roadmap utilizing on-premise and Cloud technologies such as Microsoft, Azure Data Lake, Azure Data Factory, SSIS, SSRS, Power BI, Snowflake, and others as/when needed.
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1+ years of experience with AWS, GCP, Microsoft Azure, or another cloud service. 1+ years of experience with AWS, GCP, Microsoft Azure, or another cloud service. At least 4 years of experience in software engineering (Internship experience does not apply.
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Primary responsibilities include the installation, configuration, and administration of various security platforms including firewalls, web proxies, intrusion detection / prevention systems, endpoint protection, authentication systems, authorization systems, VPN remote access, PKI, RSA, and Microsoft Azure cloud-based network security solutions.
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7 or more years of technical or business analyst experience in at least one of the following platforms: Microsoft Azure, Amazon Web Services (AWS), Google Cloud Services, IBM cloud services, other cloud service platforms, VMWare, Hyper-V, Windows Server, Linux, Splunk, FIM, Java, C#, Python, JSON, or SQL.
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FEATURED BLOG POSTS
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.
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.