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At least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud) 3+ years of experience with AWS, Google Cloud Platform, Microsoft Azure, or another cloud service.
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Experience with cloud platforms (AWS, Azure, GCP) and container orchestration (Docker, Kubernetes). Be familiar with media processing API for MacOS (AVFoundation/VideoToolBox) and Windows (Microsoft Media Foundation.
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Familiarity with cloud hosting solutions such as Amazon AWS, Microsoft Azure and Google Cloud. You will need to be proficient in Cisco network solutions, as well as software defined networks and firewalls from AWS, Google, and Microsoft.
$198,300 a yearExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Possess at least one relevant cloud certification (e.g., AWS Certified Solutions Architect, Microsoft Certified: Azure Administrator Associate). A minimum of 5+ years of hands-on experience in designing, implementing, and managing cloud infrastructure on Azure and AWS platforms.
$178,000 a yearFull-timeExpandApply NowActive JobUpdated 8 days ago - UpvoteDownvoteShare Job
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Strong knowledge of cloud computing platforms, such as Amazon Web Services (AWS), Microsoft Azure, or Google Cloud Platform (GCP). Relevant cloud certifications (e.g., AWS Certified Solutions Architect, Azure Solutions Architect) are a plus.
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Experience with provisioning virtual resources and building infrastructures in AWS, Google Cloud, Microsoft Azure, and Digital Ocean commercial clouds. Exposure to serverless provisioning such as AWS Lamda or Docker containers with Kubernetes.
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Preferred Certifications: AWS Certified Solutions Architect – Associate; Microsoft Azure Architect. Preferred Certifications: AWS Certified Solutions Architect – Associate; Microsoft Azure.
Full-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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Experience working with Cloud Service Providers, including AWS, Microsoft Azure, and Google Cloud Platforms. We are looking for a talented software engineer with in-depth experience in AWS DevOps tools and techniques to join our team remotely.
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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. Our Senior Staff Engineer is a key member of the engineering staff working across the organization to innovate and bring the best open-source data infrastructure and practices into Geico as we embark on a greenfield project to implement a core Data Lakehouse for all Geico's core data use-cases across each of the company's business verticals.
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4+ years of experience with a public cloud (AWS, Microsoft Azure, Google Cloud) As a Capital One Lead Data Engineer, you’ll have the opportunity to be on the forefront of driving a major transformation within Capital One.
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Hands-on experience developing ETL jobs (batch and real-time) for structured and unstructured data using Scala, Python, Lambda, MapReduce, AWS Data Pipeline, AWS Glue, AWS EMR, Step Functions, Apache Kafka, Airflow.
Full-timeExpandApply NowActive JobUpdated 24 days ago - UpvoteDownvoteShare Job
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Working with CI/CD products (e.g. Jenkins, AWS Pipeline, Azure DevOps) and integrating automated tests into the CI/CD process. Familiar with the creation and updating of various file formats (e.g. XML, JSON, CSV, Microsoft Excel.
$201,250 a yearExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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Coordinates with firm IT Operations teams, including Systems, Network, Dev-Ops and Help Desk teams on implementation and support of key Microsoft/Azure/ O365 and AWS initiatives. Provide architecture and security expertise for Microsoft Azure and AWS security technologies and strategy.
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Cloud-related certifications (e.g., AWS Certified Solutions Architect - Associate, Microsoft Certified: Azure Administrator Associate, Google Cloud Certified - Associate Cloud Engineer) are preferred.
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Strong knowledge of IT infrastructure, cloud technologies (Microsoft Azure/Amazon AWS) and network architecture. System administration knowledge of Microsoft Exchange 2016, 2019 and Microsoft O365.
$215,270 a yearFull-timeExpandApply NowActive JobUpdated 23 days ago
microsoft aws jobs Title: engineer in Mclean, VA
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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.
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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?
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.
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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.