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AWS-Certified Solutions Architect Preferred. Microsoft-Certified Azure Architect. 5+ years of experience in a Solution Architect role serving the Regulatory Information Management domain.
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The Infrastructure Architect will participate in the development and adoption by the Enterprise Architecture Framework, including defining processes, standards and best practices, and maintaining proficiency in chosen governance tools (i.e. Alfabet, ARIS, ServiceNOW, Smartsheet, Azure DevOPS.
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JUNIOR DESIGNER / PROJECT MANAGER Taylor Design Group, Inc. Type of Job: Landscape Architect Discipline: Landscape Architecture Name of Firm: Taylor Design Group, Inc. Job Location: Mount Laurel, New Jersey Positions: Project Manager (10+ Years Experience) Junior Designer (3+ Years.
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Certifications like Azure Architect Expert, AWS Architect, MS DevOps Expert, AWS DevOps Engineer or Kubernetes are a plus. Certifications like Azure Architect Expert, AWS Architect, MS DevOps Expert, AWS DevOps Engineer or Kubernetes are a plus.
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You will be at the front lines with our clients supporting them with their Enterprise and Cloud Cyber Risk needs specifically helping them address IAM health and navigate the journey to the cloud on the Microsoft Azure Active Directory (AAD).
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Job DescriptionJob DescriptionCloud Security Services is currently looking for an experienced external Identity and Access Management (xIAM / CIAM) architect with background in global, complex, and diverse xIAM environments to assist with the development of a program that will design, develop, and deploy xIAM solutions.
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Gen AI Architect. Programming Skills - knowledge of statistical programming languages like R, Python, and database query languages like SQL, Hive, Pig is desirable. Transforming natural language data into useful features using NLP/NLG/LLM techniques to feed classification algorithms.
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AWS Solution Architect or SysOps Administrator Certificate; Associate level. As Senior DevOps Engineer you will work with development teams, service providers, business partners, cyber security, and other technical teams to deliver cloud solutions and manage operations in support of BMS business applications in the AWS, Azure, and GCP cloud environments.
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At ZS, we believe that making an impact demands a different approach; and that’s why here your ideas elevate actions, and here you’ll have the freedom to define your own path and pursue cutting-edge work.
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Sr. AWS Data Architect - Terraform - Remote. 7+ years of experience as an AWS Data Architect in designing and building large-scale solutions in an enterprise setting in both development and deployment.
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Role: Principal Architecture- Solution Architect. Architect and build scalable and efficient systems for handling and bigdata processing workloads. Proven work experience as a Bigdata Architect or similar role (Min 5 years.
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In addition, the Solution Architect will work closely with IT project managers and business stakeholders to implement architecture design, and partner with GAF operations in creating business value through new product introductions and process improvements while maintaining alignment with GAF architectural frameworks.
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Acunor is looking for Databricks Architect for one of its premier clients. For this one, we need an experienced architect that is an expert in the whole of Microstrategy environments, and has lead an end-to-end implementation.
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Global Protect VPN/Prisma Access (architect) PaloAlto Firewalls (architect) Shell scripting, Python (e.g., web scraping to support Palo Alto firewalls for external blocklists) Working technical knowledge of Microsoft technologies, Cisco routers/switches, Palo Alto firewalls, and Avaya Aura systems.
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JD : Big Data Architect. Minimum 12years of experience as technical architect and should have designed big data solutions on Hadoop based technologies specially Cloudera. Must have Exp. in Redshift, Cloudera, Snowflake and Databricks.
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architect job Company: Boys Girls Clubs Of Nassau County in Hamilton, NJ
FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
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.
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.