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Required 10 Years Hands-on experience with Azure services such as Azure Data Factory, Azure Databricks, Azure Data Lake Storage, Azure SQL, Azure Synapse Required 5 Years Hands-on experience in SQL Server (SSIS, SSRS, SSAS), ORACLE, T-SQL Required 10 Years Hands-on experience in Azure SQL Database, Azure SQL Datawarehouse Required 7 Years Hands-on experience in deploying and maintaining large-scale data processing pipelines.
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Demonstrated proficiency in the design and implementation of modern data architectures and concepts such as cloud services (e.g., AWS, Azure, GCP), real-time data distribution (e.g., Kafka, Kinesis, DataFlow, Airflow), NoSQL (e.g., MongoDB, DynamoDB, HBase, CosmosDB) and modern data warehouse tools including Snowflake and DataBricks.
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5+ years of hands-on experience in a major cloud provider (Azure, AWS, Google, Oracle) Description & Requirements The Sr. Cloud Engineer is a hands-on position that requires the ability to plan, design, and implement technical cloud solutions.
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Our CI/CD pipelines are implemented on top of Jenkins and deployed to AWS. Some of the other technologies we have in our ecosystem are Glue, S3, Lambdas, ALBs, Snowflake and Databricks. At least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud.
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Proficient in designing, implementing, and delivering scalable data solutions and pipelines on one of the cloud platforms (e.g., AWS, Azure, GCP) Hands-on experience in the development, deployment, and operation of integration technologies (e.g., APIs.
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Knowledge on Azure DevOps - preferred. Hands on experience in Tricentis TOSCA, Java/C#, Selenium, Appium, Webservices/API automation, SQL, CI/CD Integration, Git, Agile.
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Requirements: 5+ years of hands-on experience in mainframe operations, preferably with IBM Z series mainframes. Preferred Qualifications: 8+ years of hands-on experience in mainframe administration.
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We focus on contributing to PwC’s value proposition of “strategy led and technology enabled”, by aligning our Consulting Solutions’ industry focus with the Microsoft technologies such as Dynamics 365, Azure, Power Platform and Power BI.
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The HCA Nurse Residency Program is a year-long program designed to give you hands-on experience to help establish valuable clinical and critical thinking skills. Measurement and evaluation of skills through hands-on simulations.
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Savings and retirement resources, including a 401(k) Plan with a 100% match on 3% to 9% of pay (based on years of service), Employee Stock Purchase Plan, flexible spending accounts, preferred banking partnerships, retirement readiness tools, rollover support and financial wellbeing counseling.
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But none of these work unless we have participants who are willing to answer questions, join focus group zoom meetings or even test products hands-on and provide feedback. Salary: Data Entry Work from Home - Part Time Computer Job Based on experience, this position pays up to $34.00 per hour.
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The ideal candidate should possess strong hands-on experience with AWS cloud infrastructure, along with the ability to work across the full development stack. Experience with DevOps practices such as CI/CD pipelines, automated testing, and containerization (Docker, Kubernetes.
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Maximus is seeking a Technical Director with hands on modernization solutions development experience for Federal Financial agencies such as Department of Treasury, Internal Revenue Service, Federal Reserve and other Federal financial regulatory agencies.
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We have been recognized as a top performer on Key Quality Measures. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
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Database Technologies: Proficiency in SQL Server (SSIS, SSRS, SSAS), Oracle, T-SQL, Azure SQL Database, and Azure SQL Data Warehouse. Azure Databricks: Experience with Azure Databricks for data processing and transformation.
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hands on azure devops jobs Company: Gap in Richmond, NE, Alabama
FEATURED BLOG POSTS
Recruiting in a Recession: Hard Truths That Talent Acquisition Experts Must Accept
The summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
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We’ve all heard how important it is to set professional and personal goals. Developing and establishing goals keeps us motivated and moving forward in life. But not all goals are created equal. If you’re chasing goals that are too lofty, you’ll end up disappointed when you cannot reach them. Setting goals that are achievable and measurable is the key to success.
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Talent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!
4 Talent Acquisition Trends Going Into 2023
For better or worse, a side effect of the COVID-19 pandemic was a marked shift in talent acquisition practices worldwide. With the struggle to retain talent that began in 2020, companies have had to rethink recruitment strategies. The result has been new talent acquisition trends that are well on their way to becoming commonplace. These are the practices that are going to become even more widespread going into 2023.