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Experience with infrastructure orchestration tools such as Terraform and other cloud-specific infrastructure automation tools (Azure Resource Manager, Google Cloud Deployment Manager) to automate the creation of staging, testing and production environments.
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Experience working with at least one integration platform of Oracle SOA Suite (SOA/OSB/BPM)/ Dell Boomi/ Oracle Integration Cloud or similar technologies. Experience in scripting languages: Terraform, GroovySupport development, operational applications and tools including (but not limited to): Github, Jenkins, Jfrog artifactory, elastic search, Kubernetes, Rancher.
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Develop automation scripts and manage the configuration and infrastructure as code (IaC) using tools such as Terraform, Ansible, or similar, with a strong emphasis on security. Familiarity with infrastructure as code (IaC) concepts and tools such as Terraform or Ansible, with a focus on security best practices.
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We have an immediate need for a contract DevOps AWS Cloud Engineer to join a premier management consulting firm. The DevOps AWS Cloud Engineer will play a crucial role in designing, implementing, and maintaining the infrastructure and deployment pipelines on the AWS cloud platform.
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As a Solutions Architect, your primary responsibility will be to sell and architect industry-leading compute, storage, virtualization and cloud solutions from our primary vendors, including Dell/EMC, Pure, Cisco, VMware, Nutanix, AWS and Azure.
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The Cloud Security Engineer (CSE) should be hands-on in all aspects of Azure security including implementing security controls and threat protection, manage identity and access management, defining organizational structure and policies, using Azure technologies in order to provide data protection, configuring network security defenses, collecting and analyzing Azure logs, managing incident responses, and an understanding of regulatory concerns.
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4+ years of working experience with AWS Cloud Platform technologies, infrastructure, and practices in Production environment including CloudWatch, ECS, Lambda, Canaries, DynamoDB, RDS, PostgreSQL, S3, API Gateway, Elastic Load Balancer, Athena, AWS X-Ray, SQS.
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Strong Networking Fundamentals along with Converged Infra (CI)/Hyper Converged Infa (HCI) Management Certification along with hands-on experience with Amazon Kubernetes Service (AKS), Amazon EKS, Google Kubernetes Engine (GKE), Rancher.
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Proficiency with a variety of media measurement & analytical tools (e.g. Google/Adobe Analytics, Google Campaign Manager, Facebook Ads, Google Ads, etc.) Experience with data mining and data visualization tools (e.g. Tableau, PowerBI, Google Data Studio, Google Big Query.
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Experience with the following tools: Hubspot, Ahrefs, Asana, Google Analytics, Google Search Console, FullStory, Confluence, Google Workspace (Docs, Slides, Sheets) Content Marketing Manager - Remote.
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Mastery of Infrastructure as Code (IaC) and configuration management skills and principles utilizing Terraform, AWS Cloud Formation, Ansible, Chef, Puppet, and/or other scripting languages.
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Hands on and deep experience working with Google Data Products (e.g. BigQuery, Dataflow, Cloud Composer, GCS etc. Quickly learning skills to adapt GCP cloud native SQL (Bigquery.
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Terraform and Azure DevOps preferred. Familiarity with Azure Databricks administration (Unity Catalog) and data architectural patterns preferred. Terraform and Azure DevOps preferred. Good working knowledge of source control, build and release automation and branch management with GIT repository on TFS or Azure DevOps.
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Automation using Terraform and Azure DevOps. Collaborate with Cloud teams and data architecture teams to build and administer Azure Databricks in the MMO Azure environment. Intermediate knowledge of infrastructure-as-code (IaC) tools (e.g., HashiCorp Terraform.
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4+ years of working experience with AWS Cloud Platform technologies, infrastructure, and practices in Production environment including CloudWatch, ECS, Lambda, Canaries, Step Function, EventBridge, DynamoDB, RDS, PostgreSQL, S3, API Gateway, Elastic Load Balancer, Athena, AWS X-Ray, SQS.
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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.
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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?
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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.
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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.
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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.