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Headquartered in Reading, MA, and with offices from coast to coast, Eliassen Group offers local community presence and deep networks, as well as national reach. Eliassen Group provides strategic consulting and talent solutions to drive our clients’ innovation and business results.
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Eliassen Group is a leading strategic consulting company that provides business and IT services for our clients as they seek to transform and execute strategies that will drive exceptional outcomes.
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W2 employees of Eliassen Group who are regularly scheduled to work 30 or more hours per week are eligible for the following benefits: medical (choice of 3 plans), dental, vision, pre-tax accounts, other voluntary benefits including life and disability insurance, 401(k) with match, and sick time if required by law in the worked-in state/locality.
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Eliassen Group is an Equal Opportunity/Affirmative Action Employer. Eliassen Group offers local community presence and deep networks. Please be advised- If anyone reaches out to you about an open position connected with Eliassen Group, please confirm that they have an Eliassen.com email address and never provide personal or financial information to anyone who is not clearly associated with Eliassen Group.
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A leading American electric power and natural gas holding company, committed to fostering a future marked by clean energy, stability, and dependability for our organization, company, and the communities we serve.
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Es por eso que están buscando una persona que quiera enfrentar el reto de ser el DevOps del equipo. Antonio Batanero (Co-Founder & CEO) : Antonio es la definición de emprendedor, Esta es su segunda empresa como fundador, ambas relacionadas con la industria de viajes, por lo que si quieres aprender de alguien con energía y conocimiento es tu hombre.
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Familiarity with Azure DevOps for lifecycle management. Experience with Microsoft Power Platform (PowerApps, Power BI, etc.) Lead the migration and integration of legacy systems into D365 Finance.
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Exposure to working on Azure pipeline setup activities, such as setting up build agents and deployment monitoring of Azure DevOps agents Expertise in version control systems, the release management process, creating pipeline policies for pull requests, stage gates, and approvals Key Vault usage in Azure DevOps. Databricks workflow, Delta Live Tables, asset bundle configuration using YAML YAML, JSON, PowerShell, and Bash scripting.
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Significant or detailed experience with any modern DevOps Stack and processes, including Linux, Ansible, and Hashi Suite (Terraform, Consul, Vault, Vagrant, Packer, Nomad). The candidate will have significant experience with any modern DevOps Stack and processes, including Linux, Ansible, and Hashi Suite (Terraform, Consul, Vault, Vagrant, Packer, Nomad.
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Technical Proficiency and Innovation: Deep understanding and hands-on experience in a range of Cloud, DevOps and monitoring tools and technologies (e.g., AWS Services, Docker, Kubernetes, Terraform, Jenkins, New Relic, Dynatrace.
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Cloud/DevOps engineer will support building automation for Infrastructure as Code (IaC), promoting IaC through a CI/CD pipeline and enhancing existing processes like re-hydration. Cloud/DevOps engineer will support building automation for Infrastructure as Code (IaC), promoting IaC through a CI/CD pipeline and enhancing existing processes like re-hydration.
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POSITION SUMMARY Sony AI America (SAIA) is seeking highly motivated, self-driven DevOps Engineers. Sony AI works closely with Sony’s other business units, including Sony Interactive Entertainment LLC., Sony Pictures Entertainment Inc., and Sony Music Entertainment.
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Web & Application Development, Business Intelligence, Project Management, Staff Augmentation, Ecommerce, Artificial Intelligence, Blockchain Technology, Data Analytics, Business Process Improvement, DevOps, Quality Assurance, Automation, Consulting Services, SDLC, Digital Transformation, cloud consulting, azure, continuous integration, continuous delivery.
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Hands-on experience using modern tools for software configuration management/code repository (e.g., Azure DevOps, GitLab), CI/CD (e.g., Azure DevOps, Gitlab, Jenkins Chef, Ansible, Puppet, Terraform), test automation (e.g., Selenium, Cypress, Playwright), code quality/security/static analysis (e.g., Azure DevOps Advanced Security, SONARQube), and monitoring and logging tools (e.g., AWS/Azure monitoring and observability services, Elasticsearch.
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Whether exploratory or automated, functional or performance, API or UI, as well as mainframes or custom applications or packaged applications, or cloud-native applications - our comprehensive suite of specialized Continuous Testing tools makes DevOps real by giving our clients the confidence to release on demand.
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Title: devops Company: Eliassen Group
FEATURED BLOG POSTS
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.
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.