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Strong, hands-on experience with cloud-based databases (e.g., AWS RDS, Azure SQL Database or Google cloud) AWS RDS and data lake technologies, like AWS S3, Azure Data Lake Storage, or Google Cloud Storage, for managing and storing unstructured and semi-structured data.
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Experience with cloud platforms such as AWS, Azure, or Google Cloud, and familiarity with distributed computing frameworks (e.g., Spark, Hadoop). Proficiency in programming languages such as Python, TensorFlow, PyTorch, or scikit-learn, with hands-on experience in developing and deploying machine learning models.
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2+ years of experience building and deploying applications on Google Cloud. Title: Senior Software Engineer (Google Cloud with Scala and Python) years of hands on programming experience with Python or Scala.
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Hands-on experience in machine learning techniques, NLP algorithms and Optical Character Recognition (OCR). Experience with cloud platforms (e.g., AWS, Azure, Google Cloud) for deploying and scaling AI systems.
ExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Hands-on experience with cloud orchestration and configuration management tools such as Terraform, CloudFormation, Ansible, or Chef. Relevant cloud certifications (e.g., AWS Certified Solutions Architect, Microsoft Certified: Azure Solutions Architect, Google Cloud Certified - Professional Cloud Architect) preferred.
RemoteExpandApply NowActive JobUpdated 6 days ago - UpvoteDownvoteShare Job
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Cloud Expertise: In-depth knowledge and hands-on experience with major cloud platforms (e.g., AWS, Azure, Google Cloud). In this role, you will be responsible for developing and implementing a robust hosting services governance model, specifically focusing on setting new standards for material changes within a cloud environment.
ExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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Hands-on experience in services Cloud dataflow, Cloud Pub-Sub, Big Query, Cloud Storage, Cloud Dataflow, Google Composer etc. Hands-on experience in services Cloud dataflow, Cloud Pub-Sub, Big Query, Cloud Storage, Cloud Dataflow, Google Composer etc.
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Snowflake or a Cloud Warehouse product equivalent, such as Google BigQuery or AWS RedShift. 7+ years of hands-on experience in building, integrating, or driving enterprise-level data architecture with Oracle data products, including Oracle OCI, Oracle EBS, and Oracle Fusion.
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Strong Networking Fundamentals along with Converged Infra (CI)/Hyper Converged Infa (HCI) Management Certification along with hands-on experience with Amazon Kubernetes Service (AKS), Amazon EKS, Google Kubernetes Engine (GKE), Rancher.
Full-timeExpandApply NowActive JobUpdated 25 days ago - UpvoteDownvoteShare Job
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Hands-on experience with cloud services (AWS, Google Cloud Platform) including database services like RDS, SQL Server, or MongoDB. 5+ years of Proven experience as a Database Administrator (Oracle/SQL server), with a focus on cloud-based database management.
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Hands-On leadership experience in large-scale cloud-native implementations on one or more leading cloud platforms such as AWS, Azure, Google Cloud. Provide guidance to product and engineering teams on solution & integration design, implementation, and standardization.
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Provide hands-on support for data ingestion, scripting, and Google Cloud deployments. Advise on and ensure the implementation of correct Google Cloud architecture patterns.
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In-depth knowledge of routing and switching protocols, including BGP, OSPF, EIGRP, VLANs, and VRFs. Hands-on experience with network security technologies, such as firewalls, IDS/IPS, and VPNs. Proficiency with network hardware from vendors such as Cisco, Juniper, Arista, and Palo Alto Networks.
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Hands-on experience in lead roles architecting solutions at scale for cloud data platforms including experience with major cloud providers (e.g., AWS, Azure, Google Cloud.
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In-depth knowledge of Informatica Intelligent Cloud Services (IICS) and hands-on experience with Google Cloud Platform services is preferred. Provides guidance to others informally and formally leads teams on a project and/or program.
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google cloud hands on jobs in Burbank, IL
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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.