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Extensive hands-on experience implementing data migration and data processing using AWS services: VPC/SG, EC2, S3, Autoscaling, CloudFormation, Lake Formation, DMS, Kinesis, Kafka, Nifi, CDC processing Redshift, Snowflake, RDS, Aurora, Neptune, DynamoDB, CloudTrail, CloudWatch, Docker, Lambda, Spark, Glue, Sage Maker, AI/Client, API GW, etc.
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Utilize programming languages like Java, Scala, Python and Open Source RDBMS and NoSQL databases and Cloud based data warehousing services such as Redshift and Snowflake. 5+ years of data warehousing experience (Redshift or Snowflake.
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Expertise in data storage technologies such as relational databases (e.g., PostgreSQL, MySQL), NoSQL databases (e.g., MongoDB, Cassandra), data warehouses (e.g., Snowflake, Redshift), and data lakes (e.g., Amazon S3, Azure Data Lake Storage.
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4+ years of data warehousing experience (Redshift or Snowflake) At least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud) 4+ years of data warehousing experience (Redshift or Snowflake.
Part-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
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4+ years Hands on experiences in some AWS technologies like - Cloud Watch, Step Functions, Lambda, Glue, EC2, Redshift, DynamoDB, SQS, ECS/EKS, Elastic Search, SnowFlake, Elastic Cache, databricks, TeraForm to name a few.
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Data Warehousing Guru: Familiarity with data warehousing solutions like ClickHouse, Redshift, BigQuery, or Snowflake for efficient data storage and retrieval. Data Warehousing Guru: Familiarity with data warehousing solutions like ClickHouse, Redshift, BigQuery, or Snowflake for efficient data storage and retrieval.
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Must have 2 plus years of experience in implementation of Data Coud using Snowflake, Azure Synapse, GCP GBQ or AWS Redshift. Certification in Solution architect on any hyper scalar or data cloud like Snowflake or SingleStore is desired.
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Therefore, we prioritize individuals coming from the following communities: Refugee, Neurodivergent, Single Parent, Blind or Low Vision, Deaf or Hard of Hearing, Black, Hispanic, Asian, Military Veterans, the Elderly, the LGBTQ, and Justice Impacted individuals.
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Experience working with cloud data solutions (Delta Lake, Iceberg, Hudi, Snowflake, Redshift or equivalent) Data processing/data transformation using ETL/ELT tools such as DBT (Data Build Tool), or Databricks.
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Our mission is to enhance the performance and availability of Data and Analytical technologies as we move forward and adopt the methodology of site reliability engineering (SRE) for our IT assets. A mindset focused on system reliability engineering (SRE.
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Proficiency with Cloud data warehouses, automation, and data pipelines (i.e., Snowflake, Redshift) Proficiency with Cloud data warehouses, automation, and data pipelines (i.e., Snowflake, Redshift.
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Exposure to Cloud data warehouses, automation, and data pipelines (i.e., Snowflake, Redshift) a plus. Exposure to Cloud data warehouses, automation, and data pipelines (i.e., Snowflake, Redshift) a plus.
ExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Skilled in modern data platforms (Azure Synapse, Databricks, Redshift, Big Query, Snowflake). Programming languages: Java, Pyspark, Python and Open Source RDBMS and NoSQL databases and Cloud based data warehousing services such as Redshift and Snowflake.
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Lead the architectural design and implementation of scalable data engineering solutions, leveraging advanced cloud data warehouse technologies (e.g., Snowflake, AWS Redshift, Google BigQuery, Databricks, or Azure Synapse Analytics.
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FEATURED BLOG POSTS
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.