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The primary areas of focus for the Cloud Security Architect is to advise in developing Cloud risk management strategies and multi-year implementation and remediation programs based on business priorities and risks to address Cyber-Security, Cyber Defense and Business needs of our customer.
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Create supporting documentation for the cloud infrastructure, Chatbot and related projects. Azure Cloud AI Engineer (Chatbot) Minimum of 5 years of experience in cloud infrastructure design and management, with a strong focus on Microsoft Azure.
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Familiar with cloud platforms such as Microsoft, Azure, Amazon Web Services, or Google Platform. excited by the prospect of optimizing, or even re-designing, a company’s Cloud infrastructure and DevOps pipeline leveraging tools.
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This role requires expertise in cloud platforms such as Azure and AWS, along with proficiency in tools and technologies including Active Directory (AD), Microsoft 365 (M365), single sign-on (SSO), Okta, Terraform, GitHub, GitHub Actions, Windows, Linux, networking, and IT service management (ITSM.
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Keywords:New York City NY Jobs, Site Reliability Engineer, Python, Django, Terraform, Ansible, Chef, Puppet, Linux, Systems Administration, Network Administration, Cloud Security, Networking, New York Recruiters, Information Technology Jobs, IT Jobs, New York Recruiting.
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Experience in any cloud data warehouse like Synapse, Big Query, Redshift, Snowflake. Synechron’s progressive technologies and optimization strategies span end-to-end Artificial Intelligence, Consulting, Digital, Cloud & DevOps, Data, and Software Engineering, servicing an array of noteworthy financial services and technology firms.
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At least 2 years of experience with Cloud Native technologies (Amazon Web Services, Microsoft Azure, Google Cloud Platform) Collaborate with digital product managers, and deliver robust cloud-based solutions that drive powerful experiences to help millions of Americans achieve financial empowerment.
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Experience with other cloud platforms may suffice (AWS, Google Cloud Platform, or Oracle Cloud). VMware vSphere/vCenter, Hyper-V, and Public Cloud Hosting Technologies (AWS or Azure.
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Provision, configure, and manage cloud database instances on various platforms, including Snowflake, Redshift, AWS (RDS, Aurora), GCP (Cloud SQL), and Azure (SQL Database, Cosmos DB). In this role, you will be responsible for the administration, maintenance, and optimization of our cloud-based databases on various platforms, including Snowflake, Redshift, AWS, GCP, and Azure.
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Relevant cloud certifications, such as Azure Solutions Architect or Azure Data Engineer Associate. Title: Cloud Engineer. Understanding of cloud cost optimization strategies and resource management best practices.
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Hands-on experience with cloud security (AWS, Azure, or Google Cloud) is preferred. Certifications in any of the following areas: Offensive Security Certified Professional/Expert (OSCP/OSCE) ,CISSP, CCIE, LPT, ITIL, Cobit.
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Understanding and experience with modern cloud data warehouse and engineering for one or more of the following cloud providers Azure (Synapse, Dynamo, Cosmos, Azure ML, Power BI), AWS (Redshift, Sagemaker), GCP (BigQuery, Vertex, Cognitive Services), Snowflake, Tableau.
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Hands-on experience with cloud automation and orchestration tools (e.g., Terraform, Ansible, Kubernetes) and scripting languages (e.g., Python, PowerShell). In-depth knowledge of cloud computing principles, platforms (e.g., AWS, Azure, Google Cloud), services (e.g., IaaS, PaaS, SaaS), and architectural best practices.
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Advanced technical knowledge of cloud technology (AWS, GCP, Azure), security controls, database systems, network systems, auditing and compliance software and tools, and IT infrastructure. Working knowledge of hosted SaaS offerings, cloud technologies, and code development practices.
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Experienced with AWS cloud technologies (EKS, Fargate, Lambda, S3,RDS, terraform). Hands on AWS experience in EKS, ECS, AWS Lambda, Terraform, AWS Aurora Postgres, AWS logging and monitoring using Datadog, AWS Security groups, AWS MSK(Kafka.
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cloud job Company: Conexess Group in New York, NY
FEATURED BLOG POSTS
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.
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.