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Microsoft Certified: Azure Administrator Associate or Azure Solutions Architect Expert. This role requires a hands-on professional with deep expertise in cloud infrastructure management, networking, and Cisco Meraki products.
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Provide overall Office 365 security expertise including strong knowledge of Azure Active Directory, Microsoft cloud app security, Azure Information Protection, Data loss prevention, Information Rights Management, Intune (Conditional access/ MDM), single sign-on and multi-factor authentication and related technologies (including Microsoft Enterprise Mobility + Security.
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Hands on experience with modern cloud data warehouse and engineering for one or more of the following cloud providers - GCP (Big Query, Vertex, Cognitive Services), Snowflake, Azure (Synapse, Dynamo, Cosmos, Azure ML, Power BI), AWS (Redshift, Sage maker), Tableau;Possessing a certification(s) in one of the following is a big plus – GCP/AWS/Azure/ data or ML engineering.
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Skills Required Working knowledge of: Operating Systems - Microsoft Windows 10, MacOS and iOS Microsoft technology stack including Active Directory, M365, Azure and other products.
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Deliver hands-on POVs showing how Okta integrates with the many different Microsoft products including Microsoft Entra, Intune, Windows Hello for Business, on-premise Active Directory, Azure VDI etc.
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Deep understanding of Microsoft Azure & Synapse/Fabric, SnowFlake, AWS and other large data platform technologies. with a focus on Data, finance, ERP and/or digital solutions a significant plus.
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Demonstrate deep expertise in the Microsoft Azure platform, including application migration and development, GitHub, Azure DevOps, SQL Server, Azure Data Services (Azure SQL Database, Azure Synapse Analytics, Azure Data Lake, etc.
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Hands-on experience using IaC software tools (CloudFormation, Terraform, Azure Resource Manager, GCP Cloud Deployment Manager etc) and CI/CD tools (IDEs, GitLab, GitHuB, Jenkins, CircleCI, etc.
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At least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud) 4+ years of experience with a public cloud (AWS, Microsoft Azure, Google Cloud) As a Capital One Lead Data Engineer, you'll have the opportunity to be on the forefront of driving a major transformation within Capital One.
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Hands on experience in building solutions using cloud native services (Azure, GCP preferred) Establish strong software engineering principles for development in Python on the Azure/Google Cloud Platform.
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Additional cloud-based certifications to credentialize but do not currently meet the rigor of the certification requirement above: CCSP – CCSK – Certificate of Cloud Security Knowledge CCAK – Certificate of Cloud Auditing Knowledge Microsoft Certified: Azure Fundamentals AWS Certified Cloud Practitioner Google Cloud Digital Leader What we look for We’re looking for passionate leaders with strong vision and a desire to stay on top of trends in the risk industry.
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The Tax Transformation Lead role requires experience working with cross-functional and external teams to identify and enhance processes and implement innovative solutions utilizing technologies such as the Microsoft technology stack, AI/RPA tools, Alteryx, AA, ETL, and/or APIs. Knowledge of tax and accounting-specific software such as the CS Professional Suite/GoSystem Tax RS/GoFileRoom, CCH ProSystem fx/Axcess, or similar is required.
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Disciplines, including security, risk, access control, overseeing backend technology with Okta, ARS/AD/Azure (on premises and Cloud based) authentication, multi factor authentication and entitlements reviews.
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Hands-on experience with Azure networking concepts, including Virtual Networks, VPNs, API Gateways, Express Route, and Azure FW. Proficiency in scripting and automation using PowerShell, Azure CLI, Terraform, etc.
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Utilizes technical knowledge of existing and emerging technologies, including public cloud offerings from Amazon Web Services, Microsoft Azure, and Google Cloud. Hands-on experience developing Integrations between Oracle Cloud ERP and other applications.
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hands on microsoft azure jobs Title: microsoft Company: Dice in Chicago, IL
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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.
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.