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This is a hands-on cloud software developer/engineering position and requires the ability to proficiently and predictably build and deploy custom applications in AWS cloud.
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5+ years hands-on experience with building cloud production data solutions leveraging services and technologies such as AWS EC2, S3, Redshift, RDS, Glue, Athena, Demonstrated on-the-job experience with large-scale data migration from Oracle on prem to AWS Cloud environment.
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Hands-on experience with security tools for static code analysis, dynamic application security testing (DAST), and vulnerability scanning, using tools such as Fortify, Acunetix, and Prisma CloudProficiency in scripting languages (e.g., Python, Bash) for automation and tool integration.
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AWS Certified Cloud Practitioner. - One or more of the following certifications: GCFA, GCFE, GCIH, EnCE, CCE, CFCE, CISSP, AWS Practitioner, AWS Certified Developer, AWS Certified SysOps Administrator, AWS Certified Architect, Kubernetes Security Specialist.
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Lead AWS Cloud Engineer. This person should be a seasoned, self-motivated, and professional with at least 5 years of hands-on engineering and administration experience in virtualized Information Technology environments.
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Strong understanding of cloud computing principles and AWS services, with hands-on experience in designing, deploying, and managing cloud infrastructure. Required Skills and Qualifications 3-5 years Proven experience as a DevSecOps Engineer or similar role, with expertise in implementing security practices in cloud environments, particularly AWS. AWS certification(s) such as AWS Certified Security – Specialty, AWS Certified DevOps Engineer – Professional, or AWS Certified Solutions Architect – Professional preferred.
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The Senior AWS Solution Architect will play a pivotal role the cloud migration journey for Federal Health customers, and will design, implement, and optimize cloud-based solutions on the AWS platform, ensuring a scalable, secure, and high-performing infrastructure that aligns with end user research and operational needs.
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The Senior Cloud Solution Architect/Technical Lead will play a pivotal role the cloud migration journey for Federal Health customers, and will design, implement, and optimize cloud-based solutions on the AWS, Azure, and GCP platforms, ensuring a scalable, secure, and high-performing infrastructure that aligns with end user research and operational needs.
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At least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud) 3+ years of experience with AWS, GCP, Microsoft Azure, or another cloud service.
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Candidate will lead the technical team, providing vision and direction in selection and implementation of cloud services to best meet end user needs, overseeing the successful delivery of activities across the enterprise, including: Cloud Architecture Design: Help users conceptualize and design comprehensive AWS, Azure and GCP solutions, providing guidance on resource allocation, scalability, high availability, disaster recovery, and performance optimization.
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The Lead Cloud Security Engineer will lead the Network Operations Team working in collaboration with the Information Assurance (IA)/Cybersecurity/Computer Network Defense (CND) Team to perform network operations functions in support of the security tools used in both the AWS Cloud on-premises environment information and the on-premises environment to include the security information and system event management (SIEM) system.
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AWS Certified Solutions Architect Associate , Micro sof t Azure Administrator Asso cia te Certification , or GCP Associate Cloud Engineer Certification. You ll closely collaborate with fellow cloud architects and engineers specializing in Office 365, Azure, AWS, or GCP to design, define, develop, test, and debug cloud solution components.
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Provide expert advice on AWS, Azure and GCP-related topics, such as cloud migration strategies, security hardening, compliance requirements, and integration with other systems. Mentor and train junior cloud engineers on AWS, Azure and GCP technologies and solution design principles.
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1+ year of experience in data engineering using open-source technology stack along with cloud computing (AWS, Microsoft Azure, Google Cloud) 3+ years of experience with AWS, GCP, Azure, or another cloud service.
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Develop and implement security standards and best practices for cloud infrastructure and solutions in AWS, Azure, OCI, and GCP cloud platforms hosted in FedRAMP and FedRAMP+ environments.
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hands on aws cloud jobs Title: specialist Company: Dice in Washington, DC
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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.
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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?
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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.
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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.