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Production experience with: HDFS, YARN, Hive, Spark, Kafka, Oozie / Airflow, Amazon Web Services (AWS), Docker / Kubernetes, Snowflake. Production experience with: HDFS, YARN, Hive, Spark, Kafka, Oozie / Airflow, Amazon Web Services (AWS), Docker / Kubernetes, Snowflake.
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Hands-on development skills key technologies – Java/Groovy, Ansible, Infrastructure-as-Code (IaC), Docker, Cloud Kubernetes, AWS Lambda/Azure Functions, NoSQL such as MongoDB or DynamoDB. Experience deploying applications in containers, such as Docker and Kubernetes, AWS Elastic Kubernetes Service and/or Azure Kubernetes Service.
$65 - $75 an hourExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Cloud / Virtualization Helm, Docker, Kubernetes, AWS, Azure, Google Cloud, OpenStack, OpenShift, VMware vSphere / Tanzu. Certified Kubernetes Application Developer (CKAD). Knowledge of Kubernetes, OpenNESS and experience of deploying cloud native applications.
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Linux, Telco, Python, Scripting, Docker, Kubernetes, Nokia, Ericsson, Mobile Telco Network Monitoring, UMTS, LTE, 5G, Core Network, NMC NOC ) (Linux, Telco, Python, Scripting, Docker, Kubernetes, Nokia, Ericsson, Mobile Telco Network Monitoring Solutions, UMTS, LTE, 5G.
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Experience with DevOps processes and platforms such as GitHub, Terraform, Kubernetes, Helm, as well deployment in major cloud environments (AWS, Microsoft Azure, Google Cloud Platform) Experience with DevOps processes and platforms such as GitHub, Terraform, Kubernetes, Helm, as well deployment in major cloud environments (AWS, Microsoft Azure, Google Cloud Platform.
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Design and deploy On prem, GCP and AWS networks for kubernetes and HPC cluster deployment. Knowledge and experience securing both public-managed and private Kubernetes environments. Familiar with GCP/AWS security groups/IAM, Nvidia/Mellonox IB and advanced Juniper router/firewall experience, Google interconnect and Cloud router knowledge, switch/router/FW configurations, VPN's, MGMT network architectures.
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Relevant certifications such as Microsoft Certified: Azure Administrator Associate or Kubernetes certifications. We are seeking a skilled and experienced PCF to Azure AKS Migration Developer to join our team and lead the migration of applications and workloads from Pivotal Cloud Foundry to Azure Kubernetes Service.
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Experience in a some of the following: Migrations CICD IaC (Terraform, Cloudformation, AWS CDK, Pulumi, etc) Scripting Containers (Kubernetes, Docker, ECS, Fargate, etc) Cloud Security Best Practices Experience working on agile projects Incident, release, problem and change management processes.
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Container platforms: Kubernetes, OpenShift, Rancher, Tanzu. Data Protection Platforms: Dell EMC, Rubrik, Veeam, Cohesity, Commvault. Container platforms: Kubernetes, OpenShift, Rancher, Tanzu. Compute and Storage Architectures & Platforms: Hyperconverged, SAN, Cisco, Dell EMC, HP, Pure, NetApp.
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Azure Virtual Machines, Azure Kubernetes Service, Blob Storage, Azure DNS, Virtual Networks, Redis Cache and Azure App Service, Azure Kubernetes Service. General knowledge of Azure Kubernetes Service or Native service including deployments.
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4+ years of experience in Cloud software development (AWS and *nix is the preferred environment), with a focus on Infrastructure-as-code tools like AWS CloudFormation, Azure Resource Manager or Terraform.
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Experience developing microservices architecture and Container Orchestration services including Docker, Kubernetes, and Azure Container Apps. Basic knowledge of Databricks and other data science frameworks such as CosmosDB, Gremlin API, knowledge graphs.
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Knowledge of cloud platforms such as GKE (Google Kubernetes Engine), Spanner, BigQuery, Redis, and MongoDB. To deploy and manage services, utilize cloud platforms such as Google Kubernetes Engine (GKE), Spanner, BigQuery, Redis, and MongoDB.
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Containers: Docker, Kubernetes (k8), OpenShift, cloud storage, flannel. Big Data: Apache Spark, YARN, Livy, ZooKeeper, Ranger, Knox, Polybase. Data Sources: MongoDB, Cloudera, Teradata, Oracle, DB2.
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The ideal candidate will have experience with MDX, SQL queries, Star Schemas, MOLAP, AWS, Micro Services, Kubernetes, EKS, DevOps, Document DB, Redshift, Snowflake, Vertica, SQL Server, and Azure.
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kubernetes job Company: 3ktechnologies in Dallas, TX
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.