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This architecture includes an Databricks, Microsoft Azure platform tools (including Data Lake, Synapse) and data pipeline/ETL development tools (including Streamsets, Azure Data Factory.
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Experience managing vulnerabilities in both on-premises systems and in cloud environments, (e.g. Amazon Web Services, Microsoft Azure, Google Cloud, and Data Centers). Specific systems include Tenable, Nessus, Invicti, Splunk, and other vulnerability management solutions (e.g., enterprise patch management.
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At least 2 years of experience with Cloud Native technologies (Amazon Web Services, Microsoft Azure, Google Cloud Platform) Utilize programming languages like Java, Python, SQL, Ruby and Go, Container Orchestration services including Docker and Kubernetes, CM tools including Ansible and Terraform, and a variety of AWS tools and services.
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At least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud) 9+ years of experience in at least one of the following: JavaScript, React, Angular, Node, TypeScript, or Java.
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Leveraging your Microsoft 365 and Microsoft Azure OR Microsoft 365 and Unified Communications technical subject matter expertise you will lead technical conversations with customers to drive value from their MS investments, including identifying resolutions to issues blocking customer success projects.
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You will lead the migration of applications from TFS/ADO to GitHub. Experience with GitHub Actions, GitHub Enterprise, and Azure DevOps will be critical for success. A deep understanding of TFS, Azure DevOps, GitHub, and CI/CD tools is required.
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You will gain hands-on experience with cloud platforms like Amazon Web Services (AWS) and Microsoft Azure, and assist in designing end-to-end managed services provided by the government.
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Relevant certifications such as Microsoft Certified: Azure Administrator Associate or Microsoft Certified: Azure Solutions Architect Expert. If you have a strong background in system administration, a strong background in Microsoft Azure, problem-solving skills, and the ability to work effectively in a team environment, we encourage you to apply for this position.
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3+ years of experience with AWS, GCP, Microsoft Azure, or another cloud service. Utilize programming languages like JavaScript, Java, HTML/CSS, TypeScript, SQL, Python, and Go, Open Source RDBMS and NoSQL databases, Container Orchestration services including Docker and Kubernetes, and a variety of AWS tools and services.
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Minimum (3) years of experience in design and maintenance of public/Gov cloud solutions with a focus on Microsoft Azure (Gov preferred) IaaS, PaaS service like Database services, Kubernetes etc.
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Develop and maintain portfolio-level and project-level reporting with tools like OnePlan and Azure DevOps. Update and maintain project management data using Azure DevOps and other systems of record in the ITB. Define, develop, and provide a monthly PMO Support Data and Metrics for Projects, Programs, and the Portfolio.
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Extensive experience with Angular (or another modern frontend framework such as: React or Vue.js). Develop, implement, and maintain low-code application development in Microsoft PowerApps.
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Develop solutions integrating Microsoft Azure commercial clouds (public and government community) with services hosted on-premise and in other clouds. Azure Administrator Associate.
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We sell the latest AI technologies from Nvidia, Supermicro, Dell, HP, Microsoft, Google, Cisco, Lenovo, Apple, VMWare, Adobe, APC, IBM, Nutanix, EMC, Pure Storage, Samsung, Intel, Eaton, and all the hottest AI and Green Data Center, Virtualization, Energy Conservation, Cloud, Storage, Security, Wireless, SD Wan, Video, Identification, solar, and battery technologies.
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Experience with cloud computing (AWS, Microsoft Azure, Google Cloud, Hybrid Cloud, or equivalent) 4+ years of experience with AWS, GCP, Azure, or another cloud service. Experience in Azure Network (Subscription, Security zoning, etc.
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angular microsoft azure jobs Title: qa in Mclean, VA
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.