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3+ years of hands-on experience with Artificial Intelligence (AI) such as reinforcement learning, or optimization algorithms Preferred qualifications, capabilities, and skills: PhD in Economics Experience developing advanced forecasting, AI, or ML models in consumer finance, financial services, tech, or a major retailer AWS Certified Machine Learning or Microsoft Certified: Azure AI Fundamentals preferred Expertise in at least one programming language, with Python preferred.
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Deep technical skills and experience with three or more of the following Microsoft technologies: Microsoft 365 Defender, AAD IPC, MDO, MDE, MDCA, MDI, Microsoft Sentinel, Entra , Azure AD , RBAC, Conditional Access, AzIP , Azure AD Connect, Azure MFA, Enterprise Permissions Management, Microsoft Defender for Cloud, Intune.
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Demonstrable basic knowledge with AWS and Microsoft Azure installation, configuration, and administration of security features and services including identity and access management, service-related security features, networking, firewalls, encryption, and related best practices.
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Experience with Snowflake, Azure cloud, reference architectures and Building PoCs. Experienced in data engineering frameworks, Azure cloud, python/JAVA/Scala, Azure SQL Server and Data bricks (Apache Spark.
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At least 4 years of experience with Cloud Native technologies (Amazon Web Services, Microsoft Azure, Google Cloud Platform) As a DevOps Engineer, you'll have the opportunity to be on the forefront of driving a major transformation within Capital One.
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Experience with Microsoft Azure technologies such as Azure Machine Learning, Azure OpenAI Service, Azure AI Search, Azure Databricks, Azure SQL Database, and Azure Cognitive Services.
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3+ years of experience with implementing or maintaining large-scale identity and access management solutions, experienced in areas such as: Products/Vendors: Okta, Active Directory (Azure AD/AD), Ping, Azure AD, SailPoint, Beyond Trust, Single Sign-On; Multi-Factor Authentication (MFA), Passwordless.
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2+ years of experience with public cloud Azure/GCP/AWS/private cloud (PCF), hands-on experience with services like S3, DynamoDB, EKS, SQS, MSK, KMS, ALB. 3+ years hands-on experience with event driven app architecture such as Kafka.
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Senior Manager, Software Engineering, Full Stack (Enterprise Safety & Security And Facility Systems)
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At least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud) 3+ years of experience with AWS, GCP, Microsoft Azure, or another cloud service. TEAM: We are looking for a People manager leading the team of software engineers working on products on enterprise safety, security and facilities domain, example access control systems, audio -video alarm camera surveillance , threat management, digital workplace & associate services, facility management systems, digital mailroom and printing services etc.
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Certification in Public Cloud Technology from one of the major Cloud Service Providers (e.g. AWS Certified Solutions Architect, Microsoft Azure Architect, Google Cloud Architect) offered from public cloud service providers (e.g., AWS, Microsoft Azure, Google etc.
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Microsoft Azure Fundamentals, AWS Cloud Practitioner or any similar Cloud certification is helpful. Intermediate skill level in Microsoft Excel, PowerPoint, Word, SharePoint, Confluence, JIRA.
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This will be a hands-on leadership role in which you will function as a player/coach, leading a small team of technologists overseeing Networking, Server, Cloud (Azure), Security, Storage, Disaster Recovery, and Backup Solutions for the enterprise.
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Minimum of 3 years using at least one ETL tool such as Microsoft SQL Server Integration Services (SSIS), AWS Glue, Microsoft Azure Data Factory, IBM Infosphere DataStage, or any ETL applications.
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The has embarked on an IAM Transformation journey to improve end user experience, consolidate technology stacks across the company and improve information security through proper lifecycle management for all employees.
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Hands-on experience with data model development and reporting in data visualization tools such as Looker, Tableau, and familiar with spreadsheet software (Excel, Google Sheets, Pivot tables and the development of charts and graphics.
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hands on microsoft azure jobs Company: Cedar Cares in Garland, 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).