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AWS Cloud Support Engineer (W2 - Hybrid Onsite) 14+ years expereince required. Job Title : AWS Cloud Support Engineer. Administer, maintain, and improve production AWS environment, utilizing AWS cloud technologies and the latest industry standard development and automation tools.
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Characteristics, Duties, and Responsibilities Teaching, Learning and Technology Support pedagogy that promotes student engagement and learning. Recommend the employment of adjunct faculty to the Provost for Academic Affairs.
$125,000 - $140,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Proven experience with Linux, cloud computing, building multi-cloud and hybrid-cloud solutions across AWS, Azure, Google. Preferred Qualifications Proven experience with Infrastructure as Code (IAC) tools like Ansible, Terraform, CloudFormation.
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On going category specific learning – formal & informal learning – liquid, consumer, category insights. Leads local category & associated brand education opportunities and coordinates learning plans withDiageo and third-party personnel – including the Diageo Academy learning agenda.
Starting at $105,600 - $176,000Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Working with a variety of tools including Microsoft Office Suite, Adobe Creative Suite, or other basic photo editing tools, CiviCRM, Google Docs, WordPress, social media platforms such as Facebook, X, LinkedIn, Instagram, etc.
$35,000 - $40,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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Establish a comprehensive and integrated project plan for support of greenfield implementation of Calypso instance on Cloud - Establish a robust Calypso support structure and necessary coordination - Hands on support of client issues and coordination of other activities - Develop necessary Functional / FO solutions as per requirements.
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Directly manage and mentor two direct reports supporting Salesforce Marketing Cloud initiatives, a Salesforce Marketing Cloud Developer and Email Marketing Specialist. We are seeking an experienced Marketing Automation Manager that will be the Technical Owner and Digital Product Manager for our Salesforce Marketing Cloud implementation.
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Delivers educational offerings based on adult education learning principles. Proficient computer skills that may include but are not limited to Microsoft Office and/or Google Suite platforms.
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Proven track record of success in selling Product Engineering, Digital Transformation, and Cloud, Data Analytics, Domain-Centric (for example, Clinical, Regulatory, Manufacturing but not limited to) services into the HLS industry, consistently over-achieving client acquisition and sales revenue targets.
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Experience with Cloud-based technologies (Databricks, Spark, Kafka). Direct experience with Machine Learning techniques (Deep Learning, Sentiment Analysis, Random Forest/Decision Tree modelling.
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AWS Solution Engineer or AWS Cloud Engineer or Data Cloud Engineer Hybrid, 3 days a week onsite Design, develop and deliver cloud datastore solutions and develop automation pipelines to migrate data sets from On-prem to Cloud platforms.
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NET, SQL Server, Adobe Experience Platform, Salesforce Marketing Cloud Platform, Qlik, AWS, Tableau, Datorama, etc. · + years of experience in implementing solutions in platform such as service cloud/health cloud/marketing cloud/ , and MarTech platforms such as CDP/DMP/Marketing Automation Platform.
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Pharmaceuticals change rapidly, which means that as a Pharmaceutical Sales Rep professional in this field you are always learning about new products and new ways to apply existing products to solve problems.
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Preferred skills: NLP, Text mining, Tableau, PowerBI, Databricks, Tensorflow. Apple, google, Paypal, Western Union, Client, visa, Walmart lab. We want Data Science/Machine learning/Data Analyst and Java Full stack candidates.
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Experience in On-Premises Data Migration to Online Office 365 or SharePoint Cloud. 2+ years of Experience in developing reports using Microsoft Power BI. Experience with Microsoft Project macros and VBA code; developing SSRS and Power BI reports; and SQL queries, database design and Stored Procedures.
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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.