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Google Cloud Platform (GCP) certification is preferred. Knowledge of workflow scheduling (Apache Airflow Google Composer), Infrastructure as code (Kubernetes, Docker) CI/CD (Jenkins, Github Actions) is preferred.
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We are hiring an AI/ML and MLOps Field Engineer to help global companies embrace AI in their business, using the latest open source capabilities on public and private cloud infrastructure, Linux and Kubernetes.
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These applications leverage cloud computing, big data, mobile, data science, data warehousing, machine learning using state of the art software development applications and frameworks. and Golang and Agile and Azure Cloud and DevOps and Healthcare.
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We are looking for someone to perform Infrastructure as Code (Terraform) development under the direction of our principal software engineer who is guiding our technical strategy on the Google Cloud Platform.
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Required Experience: Terraform / Infrastructure as Code (IaC) Google Cloud Platform (GCP) highly preferred Bachelor's degree in related field with 3 years of experience OR Associate's degree in related field with 5+ years of experience.
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Hybrid Cloud - Consulting experience of mainframe technologies in private and edge services and solutions. Experience of complex Application portfolio migration to Cloud or Hybrid Platform.
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We will have you work on rotational assignments for a variety of experiences including Full- Stack development, Cloud, Data, and products like Salesforce, Mosaic, Duck Creek, etc. We will have you work on rotational assignments for a variety of experiences including Full- Stack development, Cloud, Data, and products like Salesforce, Mosaic, Duck Creek, etc.
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As the company that publishes Ubuntu, one of the most important open source projects and the platform for AI, IoT and the cloud, we are changing the world on a daily basis. Participate as technical lead on customer engagements involving complete system architectures from cloud to edge.
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This is an exciting opportunity to be a System Engineer in the Xerox Apps Ecosystem team supporting the continued evolution of Azure cloud-based applications that run on Multifunction Printers and the web.
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Xplor provides enterprise-grade SaaS solutions for businesses in "everyday life" verticals: Childcare & Education; Fitness & Wellbeing, Field Services and Personal Services - and a global cloud-based payment processing platform.
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We give small and medium-sized businesses cloud-based, intuitive technology solutions that enable them to manage all the hassles of running and growing a business, so business owners can get back to doing what they love.
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Work closely with Clearent by Xplor colleagues in Customer Service, Underwriting, IT, Sales Support, and other departments to onboard new business. We are inspired by meeting big picture thinkers and doers, people who can be both tactical and strategic, aim high and put people first in everything they do.
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TravelNurseSource is working with Coast Medical Service to find a qualified Long-Term Care RN in Saint Cloud, Minnesota, 56304! TravelNurseSource is working with Coast Medical Service to find a qualified Long-Term Care RN in Saint Cloud, Minnesota, 56304.
$1,900 a monthFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Cloud capabilities design / build / deploy with major provider (GCP, AWS, Azure). Modern software development (Cloud assets , SAAS, Microservices, etc), Cloud vendors (GCP, Azure, AWS.
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Developing services around data warehousing, big data, cloud computing, business intelligence, analytics and machine learning. Ability to use a wide variety of open-source technologies and cloud-based services.
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cloud job in Rochester, MN
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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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.