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Gridiron IT is seeking a Cloud Architect local to Washington, DC with the ability to obtain a public trust clearance. Job Description:As a Cloud Architect, you will play a vital role in designing and implementing cloud solutions specifically tailored to the Azure platform.
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We are seeking an experienced Cyber Security Cloud Security Architect to design, implement, and maintain our cloud security infrastructure. Title - Cyber Security Cloud Security Architect.
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Proven experience as an Azure Infrastructure Engineer with Azure certification (e.g., Azure Administrator, Azure Solutions Architect). Expertise in managing and optimizing Azure cloud environments, FortiGate Firewalls, and Palo Alto Prisma Access solutions.
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Current professional industry certifications (MCSE: Cloud Platform and Architecture, Google Certified Professional - Cloud Architect, AWS Certified Solutions Architect Professional) are all a plusSpecial Knowledge, Skills, and Abilities.
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Provide Hands-on support, wherever necessary, to develop cloud native solutions, DevSecOps, IaC, and SRE automation. 5+ years of Hands-on experience in designing and developing IaC automation using terraform, cloud formation templates, or ARM templates.
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The primary areas of focus for the Cloud Security Architect are to partner closely with Cloud teams in developing Cloud risk management strategy, assess current posture, and drive remediation.
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Hands-on experience with GCP AI services including Vertex AI, BigQuery Client, Cloud AutoML, and TensorFlow. Lead the design and development of AI solutions that address specific business challenges, utilizing GCP AI services such as Vertex AI, BigQuery Client, Cloud AutoML, and TensorFlow.
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Well versed with working in a Cloud environment primarily AWS and Azure and ability architect solutions proposing cloud migrations from on-prem. NET and Java applications, enhancing and migrating them to the Amazon Web Services (AWS), Microsoft Azure, Oracle Cloud Infrastructure (OCI), or Google Cloud Platform (Google Cloud Platform) Cloud Computing Environments (CCE.
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Modern Technology Solutions, Inc. (MTSI) is searching for Senior Cloud Architect to support United States Space Force (USSF). Azure Solutions, Google Professional Cloud, AWS Certified Solutions, and/or Red Hat Certified Architect.
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Google Certified Cloud Architect, Google Certified Data Engineer, AWS Certified Solutions Architect, Azure Solutions Architect. Designing and developing large scale data solutions using GCP services like DataProc, Dataflow, Cloud Bigtable, BigQuery, Cloud SQL, Pub/Sub, Cloud Data Fusion, Cloud Composer, Cloud Functions, Cloud storage, Compute Engine, Looker and Cloud IAM.
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CACI is seeking an Amazon Web Services (AWS) Cloud Architect to join our Cloud Operations team supporting the. The AWS Cloud Architect will play a key role in assessing, designing, implementing, and supporting large-scale AWS cloud solutions for different applications, and automating cloud operations and deployment.
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The Cloud Architect will serve as the lead cloud Subject Matter Expert (SME) for developing and realizing a hybrid, multi-tenant, multi-cloud computing strategy. Leidos is seeking a dynamic, mission-centric Senior Cloud Architect to support a large, mission-critical 24/7/365 hybrid multi-tenant, multi-cloud, enterprise infrastructure.
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The Department of Information Resources (DIR) requires the services of One Cloud Solution Architect hereafter referred to as Worker, who meets the general qualification of Cloud Solutions Architect and the specifications outlined in this document for Health & Human Services Commission - Social Services Applications team.
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Designing enterprise data platforms on cloud (Azure/AWS/GCP) including services like ETL pipelines, Data Modeling, Visualization, Data Governance, RDM/MDM, etc. Proven work experience as a Data Solution Architect or similar role in building data architecture, Data models, Pipeline using AWS services (S3, Lambda, Glue, Athena, QuickSight, etc.
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Leveraging experience in database management, migration, and transformation to cloud native DBs like Cloud SQL, Spanner, AWS Aurora, AWS RDS, etc. Working knowledge and skills in cloud container services (e.g. GKE, EKS, AKS), storage services (e.g. EBS), and database services (e.g. RDS); digital or infrastructure deployments that includes managing projects related to highly virtualized solutions, digital convergence, outsourcing or systems integrations, network engineering, and cybersecurity.
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Title: cloud architect Company: Corel Usa
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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 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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.