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Hands-on experience with relational databases (e.g., MySQL, PostgreSQL), data warehouses (e.g., Snowflake, Redshift), and cloud platforms (e.g., AWS, Azure, GCP). Select and design appropriate data storage technologies and architectures, including relational databases, data warehouses, data lakes, and cloud-based storage solutions.
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Experience with cloud-based data platforms and data warehousing solutions (e.g., Snowflake, Redshift, BigQuery). Proficiency in SQL and experience with modern data processing frameworks and tools (e.g., Hex, Python, R, Tableau, Power BI, Hadoop, Spark.
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Having in depth understanding on cloud infrastructure and services like Azure Data factory, Azure Data lake, Databricks, Azure Synapse, Snowflake, Azure analysis services, Azure SQL Server, Azure Blob Storage, Power BI and Power App.
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Experience in the design and delivery of high availability cloud architectures on Azure/AWS, leveraging PaaS, IaaS + containerised workloads on Docker/Kubernetes. Experience of designing data lake, warehousing, and data processing solutions in the Cloud.
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We partner with major cloud data platforms & modern data tools, like Snowflake, AWS, Azure, Fivetran, dbt, Sigma, and Tableau, to delivery cutting-edge services and solutions. 600+ Expert Cloud Certifications (Fivetran, dbt, Sigma.
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Experience with big data technologies (e.g., Databricks, Hadoop, Spark) and cloud platforms (e.g., Azure, AWS) is a plus. Le/la titulaire de ce poste aura à soutenir de façon quotidienne des clients internes et/ou externes à l’extérieur du Québec et/ou aux États-Unis. Par conséquent, ce poste requiert une maîtrise de l’anglais à l’écrit et à l’oral.
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Work closely with DevOps to optimize cloud infrastructure performance and scalability. Data Architecture Leadership : Lead the design, implementation and operation of robust data architecture, ETL/ELT pipelines, and data warehousing strategies using Airflow and AWS cloud services.
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Hands-on experience with AWS and cloud-based data services and solutions (e.g., Snowflake, Databricks). Stay abreast of emerging trends, technologies, and best practices in data engineering, cloud computing, and big data analytics.
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Azure Solutions Architect Expert: AZ-303 + AZ-304), Snowflake, Databricks eller i andre cloud computing platforme. Som Principal Cloud Solution Architect får du en nøglerolle som den drivende kraft, der ikke blot inspirerer og leder vores interne teams, men også repræsenterer vores ekspertise og værdier over for kunder og partnere.
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BOZEMAN, Mont., June 26, 2023 — Snowflake , the Data Cloud company, today announced an expanded partnership with Microsoft , enabling new product integrations across AI, low code/no code application development, data governance, and more.
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Experience with cloud technologies. Expertise in programming languages such as Python, Java, Kotlin, Go, or other relevant languages. Experience with data in healthcare, fintech, or other similar industries.
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Management of full stack development teams with demonstrated experience with Python, Java, Snowflake, Hadoop, SQL Server, and other cloud technology projects across GCP, AWS, and/or Azure. Agile Scrum Master experience or PMP experience a plus.
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Well-versed in modern development practices including Agile and continuous deployments, DevOps and either AWS, Azure or Google cloud. AWS: Lambda, ECS, Dynamo DB, S3, Event Bridge, SQS, SNS, API Gateway, VPC, Security Hub, Control Tower and Cloud Trail.
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Cloud Technologies: You’ll be involved in building the next generation of finance systems onto the cloud platforms, one of the key strategies for the division in which you’ll get exposure to technologies like AWS S3, Snowflake, EMR etc.
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Knowledge of AI cloud platforms and services (e.g., AWS, Google Cloud, Together AI, Nebius AI, Cohere). We are looking for a talented Machine Learning Engineer to join our AI team.
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cloud job Title: devops engineer Company: Experis in Snowflake, AZ
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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.
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.