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We are seeking an experienced Cloud Architect with a strong background in DevOps and Site Reliability Engineering (SRE) to join our team. As a Cloud Architect, you will be responsible for designing, building, and supporting our public cloud infrastructure to ensure the availability, scalability, and reliability of our cloud-based applications.
$87,500 - $131,300 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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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, Cloud IAM, etc.
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A career in our Cloud and Network Architecture practice, within Cloud Computing and Networking services, will provide you with the opportunity to focus on the joint business relationship between PwC and Google, HP, Microsoft, Oracle, SAP, and other cloud based platforms that bring new and innovative services to some of the largest companies.
Full-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Designing and implementing solutions across various Google Cloud Infrastructure and Hybrid Cloud services such as GCE, GKE, Cloud Run, Anthos, etc. (Google Cloud Platform, AWS, Azure.
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Experience with Agile development methodologiesIncumbent must hold one or more of the following:(ISC)² Certified Cloud Security Professional (CCSP)CompTIA Cloud+Microsoft Certified Azure Solutions Architect ExpertMicrosoft Certified Enterprise Administrator ExpertAmazon Web Services Certified Solutions Architect — ProfessionalExperience in Most of the Following Areas is RequiredMultiple years of experience deploying containerized web applications to cloud and on-premise infrastructure.
Full-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Hands-on experience using IaC software tools (CloudFormation, Terraform, Azure Resource Manager, GCP Cloud Deployment Manager etc) and CI/CD tools (IDEs, GitLab, GitHuB, Jenkins, CircleCI, etc.
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Experience with cloud Google Cloud Platform (GCP) Architect. We are responsible for crafting the developer experience for Google Cloud Platform (GCP) developers in the Data Analytics space, including BigQuery, Bigtable, and others.
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Google Cloud Professional Certification(s), such as Cloud Architect, Data Engineer, ML Engineer, DevOps Engineer, etc. Implementing and designing AI/ML, including GenAI, solutions using Vertex AI, dialogflow, Cloud Vision, CCAI, etc.
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Certification in one or more of the following: AWS Certified Cloud Practitioner, AWS Certified Solutions Architect (Associate), other Cloud related certs. CTC Group is seeking Cloud Architect/Engineers for contingent positions to support our efforts in Annapolis Junction.
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AWS Cloud Architect. BigQuery and Cloud Storage. Exposure to cloud managed services and microservices like Function as a Service, Containers, and managed databases. Cloud Platform and managed services experience (Azure/AWS.
$185,000 - $200,000 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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Architect and cloud networking AWS and/or Azure (such as Layer 2/Layer 3 in commercial cloud hypervisors) Manage and provision resources within AWS, Azure, GCP, and other cloud environments Automate with code utilizing popular DevOps tools and scripting languages, including Terraform, Packer, Salt, Ansible, Python, Powershell, Bash, Javascript, and Go.
$80,000 - $180,000 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Certifications such as Certified Cloud Security Professional (CCSP), Certified Information Systems Security Professional (CISSP), or Certified Cloud Architect (CCA) are preferred.
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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 What we will provide in return: Excellent compensation and amazing benefits.
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You are an experienced functional Solution Architect who specializes in the Salesforce Revenue Cloud and loves to work collaboratively with clients to design and implement CPQ (Steelbrick) solutions.
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Strong Hands on Security Tooling and Cloud experience - Cloud Security, Vulnerability Management, Malware Detection/ Analysis, SIEM, DLP, CASB, SASE, ZTNA, Privilege Access, DAST, WAF, IPS/IDS, Firewall, Email Security.
$190,000 - $250,000 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago
cloud job Title: architect Company: Xerox
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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?
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.
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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.