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Expert ability to weave together business solutions utilizing existing capabilities, systems, products and cloud capabilities, along with any necessary custom capabilities. Collaborate with IS Development Managers to identify and select cloud capabilities; participate in the construction and transition.
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Proficient in SEO, SEM, and web optimization tools such as Google Analytics, Google Search Console, SEMrush, Ahrefs, and Google Ads. Excellent analytical skills with the ability to interpret data and make data-driven decisions.
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Monitor and analyze social media performance using tools like Google Analytics and social media analytics platforms. Italic is seeking a talented part-time and creative Social Media Manager / Content Creator to join our team.
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Minimum of 3 years of experience with Cloud databases – AWS Redshift, Snowflake, Azure SQL database, Google Cloud SQL or similar. Exposure to E2E ML platform such as AWS Sagemaker, Azure ML studio, Google AI/ML, Datarobot, Databricks or similar a plus.
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At Oracle Cloud Infrastructure (OCI), we build the future of the cloud for Enterprises as a diverse team of fellow creators and inventors. As a Director of Software Development, you will own and manage a team of software engineers responsible for the software architecture and development for major components of Oracle’s Cloud Infrastructure.
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Assist in the planning, execution, and optimization of digital B2B marketing campaigns, including but not limited to email marketing, LinkedIn and Twitter, SEO, PPC, Google ads, and display advertising.
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Experience with Sitecore, HubSpot and Google Analytics. Strong working knowledge of Adobe Creative Cloud applications. The Website Content Manager will work closely with the marketing team in the development, functionality, enhancements, multi-lingual (French, German, Chinese and Italian) and user experience for Stout.com. This person will optimize the website visitor experience and create, publish, and maintain high-quality content.
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Leadership skills to architect and design cloud first data solutions. Relevant certification in public cloud services (e.g., AWS Certified Solution Architect and AWS Certified Advanced Network - Specialty) is highly desirable.
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Minimum 5 years of Salesforce experience and 2 years Health Cloud experience, or extensive (3-5+ years) experience with declarative software configuration (Epic/Cerner, Veeva, etc.) Job Title: Health Cloud Architect - Global Salesforce.
$140,000 - $171,000 a yearFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Basic knowledge of Cloud Architecture, Cloud Security; Cloud platforms, Automation. Experience working on cloud and digital platforms. Understanding of test automation leveraging testing tools such as Cypress, Newman Postman, Selenium, etc.
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Some knowledge of Apache Kafka, distributed systems, and fully managed cloud infrastructure. Practical experience with cloud architectures, fully managed cloud services, and comparable offerings from cloud service providers.
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An organized professional with a broad skill set in digital marketing, including PPC, SEM, and advertising on Facebook, Instagram, TikTok and Google. - Competence in managing paid advertising, optimizing campaigns, sourcing images, writing ad copy, and setting up campaigns within Facebook Ads Manager and Google Ads.
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Digital transformation, big data, mobility, cloud, hacking. Fully remote work, with a preference for the East Coast of the United States or Quebec. Current Phase : Transitioning from phase 2 to phase 3, which involves building infrastructure on AWS and Redshift, and consuming data via Azure and Power BI.
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Develop and manage system configuration and code deployment for our software (private cloud, Oracle Cloud Infrastructure, and Azure). Experience with Virtualization and Cloud Computing.
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We are recognized as a cloud contact center leader by many of the most influential research organizations, including Gartner and Forrester. With $498 million in total funding, a valuation of more than $10 Billion, and a ranking of #8 on the Forbes Cloud 100 list, now is the time to be part of the Talkdesk legacy to help accelerate our success in a new decade of transformational growth.
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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).