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Experience with cloud computing platforms and data warehouse solutions such as AWS, Azure, Snowflake, and Microsoft SQL Server. Working knowledge with cloud computing platforms such as AWS, Azure, or Google Cloud.
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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.
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Required Experience implementing DevOps practices including Infrastructure-As-Code (IAC), CI/CD, and automated testing Required Knowledge of security policies, network security, data security and security event management to adopt cloud security services Required Experience in Terraform and/or Ansible and/or Azure Gov cloud / AWS CloudFormation IaC tools.
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Utilize programming languages like Java, Scala, Python and Open Source RDBMS and NoSQL databases and Cloud based data warehousing services such as Redshift and Snowflake. Center 1 (19052), United States of America, McLean, VirginiaSenior Manager, Data Engineering (Spark, AWS.
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Collaborate with digital product managers, and deliver robust cloud-based solutions that drive powerful experiences to help millions of Americans achieve financial empowerment. 4+ years of data warehousing experience (Redshift or Snowflake.
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AWS Certified Solutions Architect – Associate, Microsoft Azure Administrator Associate Certification, or GCP Associate Cloud Engineer Certification. 4+ years of experience with building, operating, and maintaining compliant cloud computing environments in Amazon Web Services, Microsoft Azure, or Google Cloud Platform.
$84,600 - $193,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Cloud Certifications: Additional certifications related to cloud platforms, such as AWS Certified Solutions Architect, Microsoft Certified: Azure Solutions Architect, or Google Cloud Certified - Professional Cloud Architect.
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Knowledge of native commercial Cloud (AWS, Azure, GCP) services, PaaS and SaaS solutions. Rearchitect existing and design new cloud systems that integrate with our client's legacy systems, COTS packages, SaaS applications, and data systems.
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4+ years experience with Distributed data/computing tools (MapReduce, Hadoop, Hive, EMR, Kafka, Spark, Gurobi, or MySQL) New York City (Hybrid On-Site): $201,400 - $229,900 for Lead Data Engineer.
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3+ years of experience with AWS, GCP, Microsoft Azure, or another cloud service. Utilize programming languages like JavaScript, Java, HTML/CSS, TypeScript, SQL, Python, and Go, Open Source RDBMS and NoSQL databases, Container Orchestration services including Docker and Kubernetes, and a variety of AWS tools and services.
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At least 4 years of experience with Cloud Native technologies (Amazon Web Services, Microsoft Azure, Google Cloud Platform) Utilize programming languages like Java, Python, SQL, Ruby and Go, Container Orchestration services including Docker and Kubernetes, CM tools including Ansible and Terraform, and a variety of AWS tools and services.
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One or more of the following certifications: Certified Scrum Master (CSM), Certified Information Systems Security Professional (CISSP), AWS Certified Solutions Architect Professional, Google Cloud Professional Certification, PMI Project Management Professional (PMP.
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Advanced experience with Amazon AWS or equivalent cloud computing platform, including Lambda, SNS, EC2, ASGs, ElastiCache, DynamoDB, RDS and CodeDeploy. Experience in developing and working with RESTful APIs that utilize cloud infrastructure such as AWS.
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In-depth knowledge of cloud platforms like Amazon Web Services (AWS), Microsoft Azure, Google Cloud Platform (GCP), or others. Holding relevant certifications, such as Certified Cloud Security Professional (CCSP), Certified Information Systems Security Professional (CISSP), or vendor-specific certifications (e.g., AWS Certified Security - Specialty, Azure Security Engineer Associate) is a plus.
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Maintain and mature a complex federated Splunk environment consisting of on premises and cloud hosting (including but not limited to Amazon Web Services (AWS) Commercial, AWS GovCloud, Microsoft Azure, and Splunk Cloud) infrastructure utilizing best practices, industry standards, and emerging technologies.
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modern microsoft azure aws cloud jobs Title: sr data in Takoma Park, MD
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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.
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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.