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Hands-on experience with AWS, including proficiency in Load balancer, ECS, S3, EC2, RDS, Lambda, SQS, and SNS. Hands-on experience with AWS, including proficiency in Load balancer, ECS, S3, EC2, RDS, Lambda, SQS, and SNS.
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Expertise in implementing scalable containerized computing and solutions for example Kubernetes, AWS ECS etc. System development lifecycle (SDLC), Agile Development, DevSecOps, and standard software development tools such as Git and Jira Infrastructure as Code (IaC) technologies such as Cloud Formation or Terraform Familiarity with AI/MLOps concepts and Generative AI technology (Good to have) Deep technical knowledge of 1 public cloud services (preferably AWS) Excellent problem-solving and analytical skills Strong communication and collaboration skills with both technical and non-technical stakeholders.
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Container technology (Docker, Kubernetes, ECS, EKS etc.) Must have at least 3+ years of Expert Level experience with Python, Ansible, Jinga2, API Development, Airflow, Bash, PowerShell. Professional level experience with at least one or more open source UI Frameworks- React JS ( preferable) or Angular, Bootstrap, Node.
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Orchestration and deployment prowess, especially in environments like AWS (Cloudfront, Fargate, ECS), coupled with Ansible, and the occasional bash script for that perfect operational tune-up. Orchestration and deployment prowess, especially in environments like AWS (Cloudfront, Fargate, ECS), coupled with Ansible, and the occasional bash script for that perfect operational tune-up.
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You have experience/are familiar with the following technologies: Docker ContainerOrchestration (Nomad, Kubernetes, ECS) Configuration Management tools(Chef, Puppet, Ansible) Infrastructure as Code(Terraform,Cloudformation) C#, Golang, or Python programming experience is a plus.
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Platform Architecture: Design and architect highly available, fault-tolerant, and cost-efficient cloud solutions on AWS. Utilize services such as AWS EC2, S3, RDS, Lambda, and ECS to build scalable infrastructure and optimize performance.
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Proficiency in data formats such as JSON, HL7, EDI, and XML Good understanding of MDM systems/concepts and tools like Reltio, IBM Infosphere etc. Proficiency in data streaming services such as Kafka, Kinesis, and IBM MQ Expertise in developing programs to produce and read payloads from data streaming solutions like Kafka, Kinesis Data Streams.
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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).