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Big data concepts and technologies, such as: Apache Hadoop, Apache Hive, Solr, Cloudera, MapReduce, R, Spark, Kafka, NiFi, and the ELK (ElasticSearch, Logstash, Kibana) stack. DevOps concepts and tools, such as: GitHub, JIRA, Maven, Jenkins, Chef, Ansible, Docker, ELK stack, Nexus, Nagios.
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Support integration with other technologies such as Akamai Content Delivery Network (CDN) and cloud search solutions (e.g. Google Search Appliance, Solr, Elastic Search) VTC: H.320, H.323, Polycom MCU, Polycom, Tandberg, Cisco Telepresence.
$125,000 - $135,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience leveraging continuous integration/development tools (e.g. Jenkins, Docker, Containers, OpenShift, Kubernetes, and container automation) in a Ci/CD pipeline. Expertise in build and deployment tools - (Visual Studio, Git/Bitbucket, Maven, Jenkins, Nexus, SQL Management Studio, Nunit, Ajax.
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Knowledge of any of the following technologies: Ruby on Rails, React, React Native, Javascript, Python, Postgres, Kafka, OpenShift, Elasticache, SQS, Chef, Cloud Formation, GitHub, Jenkins. Knowledge of any of the following technologies: Ruby on Rails, React, React Native, Javascript, Python, Postgres, Kafka, OpenShift, Elasticache, SQS, Chef, Cloud Formation, GitHub, Jenkins.
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DevOps Tools: Git/bitbucket, Jira, Ansible/Puppet, Jenkins/Circleci/Bamboo, Maven/Artifactory/nexus, etc. , DevOps tool chain (Terraform, Ansible, Jenkins, GitLab, Artifactory, bitbucket, etc.
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Software Engineering & DevOps:Version Control: Familiarity with tools like Git. Continuous Integration/Continuous Deployment: Knowledge of pipelines and tools like Jenkins, Travis CI.Containerization: Familiarity with Docker, Kubernetes, etc., for scalable deployment of data science applications.
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DevOps & Cloud- Apigee, AWS (Rancher/ Kubernetes), GIT, Maven, Jenkins, Harness, CI/CD Pipeline. DevOps & Cloud- Apigee, AWS (Rancher/ Kubernetes), GIT, Maven, Jenkins, Harness, CI/CD Pipeline. Mobile Application Design and development in Flutter, Java 8+, Spring Boot 2+ & AWS Cloud, Code Deployment.
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Experience using DevSecOps methods (Continuous Integration, Continuous Delivery) and tools (Gitlab, Conan, Jenkins, Docker). Cluster computing, signal processing, Kubernetes, numerical simulation, multi-threading, GPUs, data visualization, underwater acoustic modeling, familiarity with sonar systems.
$81,250 - $146,875 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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With potential travel to partner organizations or trainer sites across strategic locations like Pearl Harbor, San Diego, Norfolk, and more, this role offers a dynamic blend of challenges and experiences.
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Join our pioneering team at Leidos' High Fidelity Simulation Business Area, where we lead the charge in creating cutting-edge System of Systems solutions for the US Navy's simulation, training, and analysis needs.
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Picture yourself at the forefront of innovation, crafting the most advanced and game-changing trainers that redefine the US Navy's capabilities. As part of our dynamic, collaborative, and ethical team, your role will be pivotal, leaving a lasting impact on the US Navy's operations.
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Understanding of CI/CD tools such as Jenkins, GIT, AWS/Azure DevOps tools and Pipelines, CloudFormation, Terraform, Artifactory, etc. The Agile Release Train Engineer position is part of the Acquisition and Property Management (APM) Space Management Support System (SMSS) team within the Acquisition and Property Management (APM) portfolio in support of the US Department of Veterans Affairs, Consolidated Corporate Support Services (CCSS) program.
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Experience with Azure DevOps CI/CD pipeline testing and deployment process Experience in DevOps tools like Azure DevOps, Jenkins, Maven, Git Work Location: US Based Remote. including Atrium Health, UPMC, Yale New Haven, SSM Health UNC Health, and many others.
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Experience working with the following technology stack: Amazon Web Services (AWS), EMR Hive/Presto, ECS, Lambda, S3, DevOps and CI/CD, Jenkins, CloudFormation. Experience working with the following technology stack: Amazon Web Services (AWS), EMR Hive/Presto, ECS, Lambda, S3, DevOps and CI/CD, Jenkins, CloudFormation.
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Search tools: Solr , Lucene, Elasticsearch. Data science tools/languages: R, R Studio, Python (data preparation and analysis libraries), Databricks, etc. AWS cloud services such as EC2, EMR, RDS, Redshift , Glue, SageMaker (or Azure and GCP equivalents.
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solr jenkins jobs in Bethesda, MD
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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.
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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.