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Perform hands-on configuration activities in areas such as Identity & Access Management, Azure Firewall, Network Security Groups, Azure Sentinel, Microsoft Defender ATP, Access Control Lists, Active Directory Domain Services, and Azure Active Directory among others.
$117,200 - $229,200 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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At least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud) As a Capital One Lead Software Engineer, you’ll have the opportunity to be on the forefront of driving a major transformation within Capital One.
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Architecture and engineering of Microsoft Azure, providing guidance and deep technical knowledge on various Azure architecture elements deployed in an Enterprise environment.
$35 - $55 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Preferred - vendor certifications in one or more of the following: Juniper, Fortinet, Cisco, Microsoft Azure. Successful candidates will have strong experience with SIEM tools, pen testing, threat intelligence, next generation firewalls, LAN/WAN protocols and technologies, wireless networks, cloud networking and security, monitoring systems, and full stack troubleshooting.
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Advanced knowledge of cloud network technologies, including Microsoft Azure, Google Cloud Platform, and AWS. Experience with networking hardware and software including but not limited to Juniper, Fortinet, Azure, OpenGear, and Cisco.
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Lead Software Engineer, Full Stack (JavaScript, Typescript, Node.js) 3+ years of experience with AWS, GCP, Microsoft Azure, or another cloud service. Lead a portfolio of diverse technology projects and a team of developers with deep experience in distributed microservices, and full stack systems to create solutions that help meet regulatory needs for the company.
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Hands-on experience withmodern CICDautomationeco-systems such asAzure DevOps andpipelines, Terraform, Azure Resource Manager, AWS Cloud Formation, Kubernetes, GitHub, and configuration management tools such as Puppet, Chef, or Ansible.
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The Lead Full Stack Software Engineer, a pivotal role within the AI Engineering team, spearheads the design, development, and deployment of critical software architectural components and solutions.
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Experience with Cloud Services such as Azure (preferred), Google, or AWS. Experience with BDR solutions such as Veeam, VMWare Site Recovery, and Azure Backup/Site Recovery.
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Furthermore, the Lead Full Stack Software Engineer prioritizes performance optimization, ensuring that the applications and integrations deliver exceptional speed and efficiency. At the heart of this transformative effort lies the AI Engineering team, a group of skilled professionals dedicated to empowering data scientists and business analysts with cutting-edge software solutions and technologies, all hosted on the robust and scalable Azure platform.
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Support cloud infrastructure lifecycle management automation leveraging Infrastructure as Code principles and framework on Azure. The Lead Full Stack Software Engineer's work is not only technically demanding but also profoundly impactful.
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Leading the Way: The Lead Full Stack Software Engineer. Lead, design, and develop API based system-to-system integrations with Humana Data as Service Platform, Azure Synapse Analytics, and Humana Identity and Access Management.
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Senior Manager, Software Engineering, Full Stack (Enterprise Safety & Security And Facility Systems)
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Senior Manager, Software Engineering, Full Stack (Enterprise Safety & Security and Facility Systems) Eligibility varies based on full or part-time status, exempt or non-exempt status, and management level.
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3 years of Azure or AWS or GCP cloud services platforms. The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting.
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Lead Full Stack Software Engineer. Humana complies with all applicable federal civil rights laws and does not discriminate on the basis of race, color, national origin, age, disability, sex, sexual orientation, gender identity or religion.
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on site microsoft azure full stack jobs Title: associate Company: Capital One in Wailuku, Hawaii
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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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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.
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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.
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.