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Lead a team of DevOps, Application and QA engineers enabling them to migrate application from AWS to GCP. You will review the existing AWS architecture and create target GCP architecture. Lead high impact, high visibility application and infrastructure projects on Google Cloud.
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The role supports Cenlar’s enterprise-wide Information Factory initiatives and on-going cadence. The Dev Ops Engineer Sr. is engaged in site reliability engineering for the enterprise. The role supports Cenlar’s enterprise-wide Information Factory initiatives and on-going cadence.
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Should have worked on one or more end-to-end Appian BPM implementation (Design/Develop/Deploy/Package). Hands-on development on Appian BPM applications. Understand the CI/CD methodologies and be able to effectively implement the sustainable DevOps processes using appian platform.
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AWS Cloud, Kubernetes, Microservices, MongoDB, Kafka, Spring Boot, DevOps, Jenkins, React, Node.js, GraphQL, OAuth. Experience in implementing at least one complex greenfield microservice architecture on AWS.
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As a DevOps Infrastructure Engineer on our internal platform team, you'll help shape the future of application development and deployment at Epic by building, automating, monitoring, and maintaining on-prem infrastructure central to the development and testing of Epic's world class EHR software.
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DevOps and CI/CD: Familiarity with DevOps practices and experience with CI/CD pipelines using tools like Azure DevOps, Git, and Azure DevTest Labs. Cloud Security: Strong understanding of cloud security principles and hands-on experience implementing security controls and identity management in Azure.
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Definition and deployment of systems for metrics, logging, and monitoring on AWS platform. Background and experience providing DevOps support to Cloud deployed Applications - 7+ years of exp.
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Implementing, executing and capturing testing results, tracking and entering of test defects, test strategies/test scripts/test cases/end of test/ ORR following the documented IT SDLC DevOps/Agile process.
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The ideal candidate should have hands-on experience with Azure DevOps, strong expertise in creating and managing deployment pipelines, and proficiency in working with Azure Function Apps.
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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?!
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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.