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As a Sr. DevSecOps Architect III (DevSecOps), you'll be an experienced and motivated Solution Architect with a strong emphasis on DevSecOps practices. Excellent communication skills, both written and verbal, with the ability to convey complex security concepts to technical and non-technical stakeholdersCloud certifications such as AWS Solutions Architect Associate/Professional, AWS SysOps Administrator, AWS Developer, or AWS DevOps Engineer Like we said, we are big fans of our people.
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We are looking for a talented AWS Architect with Advanced Kubernetes expertise, who can establish, manage, and refine Kubernetes clusters to ensure top-tier performance and resilience. Architect and deploy sophisticated AWS cloud solutions emphasizing performance, availability, and security.
$130,000 - $150,000 a yearFull-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
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As a Sr. Solutions Architect III (DevSecOps), you'll be an experienced and motivated Solution Architect with a strong emphasis on DevSecOps practices. Cloud certifications such as AWS Solutions Architect Associate/Professional, AWS SysOps Administrator, AWS Developer, or AWS DevOps Engineer.
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Information Technology also conducts incident response, threat management, vulnerability scanning, virus management and intrusion detection and completes risk assessments.
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Participate as a solution architect in the project team and provide agile software delivery, best-practice expertise to deliver results for an organization. We are seeking a Solution Architect to join our dynamic team.
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If you are passionate about leveraging cloud technologies to drive innovation and make a difference in the world, we encourage you to apply for this exciting opportunity to join the World Bank Group as an Azure Architect.
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Director -Process Advisor / Sr. Solution Architect for F&A Transformation (SAP) Ability to architect a green-field implementation as well as global rollouts is a must. Architect solution/implementation approach (Requirements, Scope, Estimation.
Full-timeRemoteExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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The Sr. Manager/Data Platform Architect will be working collaboratively with business and technical team members to build data pipelines and stage high quality data for consumption by business analysts, data scientists and visualization developers.
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Minimum 10 years of experience as a senior software developer, solution architect, or enterprise systems architect. GovCIO is currently hiring for a Solution Architect with over 12 years of experience to lead the assessment and validation of Microsoft’s SharePoint solution within a Proof of Concept (PoC) aimed at enhancing pension plan data management processes for PBGC and will play a key role in defining the technology stack and blueprint for the modernization effort.
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The IAM Architect will be responsible for performing the necessary leadership, facilitation, planning, analysis and design tasks related to the development of an overall identity management and cybersecurity architecture.
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Seeking a US based Azure Solution Architect to join us in The Azure Engineer will provide the engineering and second level of support for all Azure platform and related services. Azure Advanced Networking Azure Virtual Networks ExpressRoute Site to Site VPN NSG App Service Environment ASG UDR.Azure PAAS Services Security and Provisioning Azure API Management Policies Azure App Service Event Hubs Service Bus Cosmos DB Azure SQL.Identity Management Azure AD Azure AD B2C Open ID Connect.
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The Senior Solutions Architect is a client-facing, pre-sales engineer with deep subject matter expertise in Storage, Server, Networking, Security, and Hyper-converged solutions. As an integral member of Winslow Technology Group, LLC (WTG), the Senior Solutions Architect will play an essential role on our pre-sales team working in collaboration with our Account Executives to provide leading solutions to WTG customers.
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The Enterprise Solutions Architect (ESA) at UNCF will report to the Director of Security/Cybersecurity. Certifications such as COMPTIA Security +, Network +, Certified Information Systems Security Professional (CISSP), Certified Information Security Manager (CISM), or Certified Information Systems Manager (CISA) are highly desirable.
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Leidos is seeking a Sr MS Power Platform Developer/Architect to be part of the mission solution. We are a team of forward-looking professionals in need of a strong candidate with these key required skills : Strong experience building solutions using low code technologies such as PowerApps, Power BI, Power Pages, Power Automate, and Power Virtual Agents, SharePoint online, Dynamics 365 CRM, Azure, SQL, and Dataverse.
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Primary Responsibilities Gibbs & Cox, a Leidos Company, has an opening for a mid-Level Naval Architect to support the USCG Ship Design Team at USCG HQ by applying naval architecture principles, techniques, calculations, procedures, and criteria.
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Title: sr architect Company: Softchoice 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.
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.
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.