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Extensive hands-on experience with Microsoft Azure data services, including Azure SQL Database, Azure Data Lake, Azure Synapse Analytics, etc. Design, develop, and implement data architecture solutions using SQL Server, Microsoft Azure, Snowflake, and Databricks.
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Azure Data Platforms: Knowledge and experience related Azure SQL, Azure Cosmos DB, Databricks, and Fabric. Configuring Azure Active Directory (AAD) for identity and access management, including user provisioning, single sign-on (SSO), role-based access control (RBAC), and multi-factor authentication (MFA.
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Experience with cloud computing platforms and data warehouse solutions such as AWS, Azure, Snowflake, and Microsoft SQL Server. Experience with BigQuery, Snowflake, Microsoft SQL Server.
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As a Capital One Lead Software Engineer, you'll have the opportunity to be on the forefront of driving a major transformation within Capital One. 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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Hands on experience in Azure cloud services like Azure Data Factory or Azure Synapse, MSSQL Db, Azure SQL DB, Azure Data Lake Storage Gen2, Blob Storage, Python etc.
Up to $80 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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7 to 10 years' experience as a firmware engineer developing and implementing signal processing algorithms on large, dense, high-speed FPGAs (e.g., Xilinx, Altera) using VHDL or Verilog.
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Fluent in SQL in big data warehouse systems such as Snowflake, BigQuery, Databricks, etc. Our infrastructure – including USDC, a blockchain-based dollar – helps businesses, institutions and developers harness these breakthroughs and capitalize on this major turning point in the evolution of money and technology.
$120,000 - $162,500 a yearFull-timeExpandApply NowActive JobUpdated 17 days ago - UpvoteDownvoteShare Job
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New York City (Hybrid On-Site): $201,400 - $229,900 for Lead Software Engineer. 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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Hands-on working knowledge of RedHat 5 & 7 along with Windows server 2008, 2016, and Windows 10 operating systems in physical and virtual environments Responsible for pro-active systems monitoring and evaluation of environments using Nagios and the documentation, resolution, or escalation of any problems discovered.
$76,500 - $103,500 a yearFull-timeRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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In this role, you will act as a Lead DevOps Engineer on a Site Reliability team in Bank Tech. You’ll have the opportunity to be on the forefront of driving a major transformation within Capital One.
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San Francisco, California (Hybrid On-Site): $248,700 - $283,800 for Sr. Lead Software Engineer. New York City (Hybrid On-Site): $234,700 - $267,900 for Sr. Lead Software Engineer.
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High level of proficiency in ETL processes and demonstrated hands-on experience with technologies such as DataBricks, Python, Spark, Scala, JavaScript/ JSON, SQL, and Jupyter Notebooks.
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Familiarity/experience with various data formats including database specific (Oracle, SQL Server, DB2, Quickbase), text formats(CSV, XML) and Binary(Parquet, AVRO)9. Worked on creating end to end pipelines to load data by reading it from multiple sources or source systems and load to landing layer or SQL tables.
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Must Have Skills: AI Tools AWS - Athena AWS - S Glue hands-on development of reporting applications msExcel RedShift SQL Tableau Desktop /Creator Nice To Have: AWS - Lambda AWS - SNS/SQS Tableau API Integration Responsibilities: Expertise to understand complex queries, proof test, and tweak for the intended use.
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Experience creating paginated reports in Microsoft Power BI, SQL Server Reporting Services (SSRS) or similar report. Proven experience as a Microsoft Power BI Developer or Data Engineer.
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hands on azure engineer sql server jobs Company: Dice 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.
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.