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Overall goal of the Team is to develop and support a common Enterprise toolset for all divisions to enable Portfolio Management, resourcing, execution, and reporting with cutting edge technologies like Azure DevOps, AWS Cloud Systems (S3, EC2, RDS etc), AWS Services (Lambda, Glue, S3, Redshift etc), PowerBI, Databricks as well as Market leaders in PPM and Agile tools.
$75,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Apply industry-leading approaches and technologies, including Agile, DevSecOps, cloud-native architectures, AI and ML to solve complex client challenges and provide highly innovative solutions.
$220,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Java | Angular | TypeScript | AWS Cloud | SQL | Big Data | Spring Boot | Databricks | Cassandra | Kubernetes | Microservices | Spark | Databricks |. Experience with cloud technology stack (AWS, Kubernetes, Spring Boot, Kafka, SSO, Cassandra.
Full-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
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Java, Python5+ years experience in container management technologies like OpenShift, AKS, EKS, Rancher, DockerExperience using a source code repository such as Git, BitBucket, Mercurial, or SubversionExperience using a defect management system such as Jira, Bugzilla or FogbugzExperience with Agile development methodologiesExperience briefing technical topics to various audiencesDue to U.S. Government contract requirements, only U.S. citizens are eligible for this role.
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NET | Agile | Scrum | Time Series | Database | SDLC | Cross Functional | Automated Testing. NISC is looking for passionate experienced full-stack Web Developers to add to our team to push our cloud solutions to their fullest potential.
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Nice to HaveAzure certifications (ex: Azure Fundamentals, Azure DevOps Engineer)Experience with other cloud platforms (e.g., AWS, Google Cloud)Familiarity with Agile methodologies and practices.
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Building and managing CI/CD (Continuous Integration/Continuous Delivery) workflows and complex system integration using DevOps scripts and frameworks/tools Gitlab, Jenkins, BitBucket, Nexus, CVS and AppviewX. Hands on experience in scripting languages (shell, python, groovy), Terraform modules/templates, CloudFormation(AWS) or other Public Cloud platforms, operating systems (Linux and windows), Configuration Management tools (Chef or Puppet), network fundamentals to build automation framework.
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In-depth experience of data-warehousing strategies and techniques , Kimble Data warehousingExperience in Cloud-based data integration tools like Azure Data FactoryExperience in Azure DevOps or JIRA is a plusFamiliarity with Agile development techniques and goalsAdditional InformationThe anticipated salary range for this position is $68,000 - $110,400.
$110,400 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Requirements AWS Certified Solutions Architect or Google Cloud Architect Scrum Master, Agile React Native, Node JS, Javascript, Python Design Thinking/Product Management Sonarqube (or similar code review software) Feature management (launchdarkly, split, or something similar) Master's degree in engineering management, technical management, or business administration.
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Kforce has a client in Madison, WI that is seeking an Agile Program Manager - Healthcare. Experience with Agile Project Management tools such as Apptio Targetprocess (ATP) Jira, Rally, VersionOne or equivalent.
$86.25 an hourExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Nice-to-Have Skills:Experience with Other Adobe Solutions:Familiarity with other Adobe Marketing Cloud products, such as AEP, WebSDK, MobileSDK, Adobe Target, RT-CDP.UI/UX Design Knowledge:Understanding of UI/UX design principles and experience working with designers to implement visually appealing and user-friendly interfaces.
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Bachelor's degree in Information Technology, Business or related field and 7+ years of Program/Project management experience (such as: Project Lead, SCRUM Master, Agile Coach) working with technical teams developing enterprise class solutions.
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7+ years of experience in Ansible, Kubernetes, Containers, GitLab, Jenkins, Jira, Confluence and CloudFormation 7+ years in AWS Cloud Services such as VPC, EC2, EKS, ECR, EFS, EBS, S3, RDS, DynamoDB, CloudFront, SQS, Elastic Load Balancing, Auto Scaling, Route 53, Cloud Watch and IAM. 5+ years of experience practicing AWS Cloud Computing, DevOps, CI/CD, Infrastructure Automation, Configuration Management, and Quality Engineering Expertise.
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Azure Administrator Associate, Developer Associate, Deveops Solutions, Deveops Engineer Expert Cloud-Native Architectures Knowledge of Agile development methodologies Experience in Zero Trust Architectures , About Procession Systems About us.
$70,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Development/Agile tools experience – BitBucket, ALM, Confluence, Jenkins, GIT, IDE tools – Eclipse, IntelliJ, Web Service development experience (REST/JSON, SOAP), Java – Core, Enterprise, Spring Framework (for Cloud Native Development), Spring Boot or Spring Cloud, Mongo DB/Oracle, JMeter, Junit, Application Security, Micro Services, Linux, Shell Scripting, CI/CD Principles, Kubernetes/Openshift.
$182,000 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago
cloud agile jobs Company: Smashing Boxes
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How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.