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Experience implementing Enterprise Mobility and Security Suite (EM+S), Advanced Threat Protection (ATP), Azure Information Protection (AIP) and Intune. Experience managing and implementing Azure Key Vault, Azure Security Center, Azure Operations Management Service, Log Analytics, and Azure Sentinel.
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MCSA, MCSE, Azure Solutions Architect, Microsoft Endpoint Administrator Associate, Microsoft Azure Administrator, or Microsoft 365 Certified Modern Desktop Administrator Associate (MDAA.
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Understanding of public cloud database, IAM (Identity and Access Management), Data security, preferably in Azure. 5+ years of experience in multiple public cloud providers including Azure, GCP, AWS.
$139,800 - $181,800 a yearExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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The Cloud Security Architect (CSA) will leverage broad technical knowledge of cloud security best practices of key public cloud offerings of providers such AWS, Azure, and GCP to establish secure design patterns, to architect integrations among cloud and/or on-premises infrastructures.
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Job Description And ResponsibilitiesWe are seeking a dynamic result-oriented Senior Director to lead and manage our global on-premises Kubernetes infrastructure as well as our public cloud infrastructure including AWS, GCP and Azure.
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This is your chance to leverage your expertise in building enterprise cloud-native solutions involving Kubernetes, Rancher, AWS, and Azure. This is your chance to leverage your expertise in building enterprise cloud-native solutions involving Kubernetes, Rancher, AWS, and Azure.
$84,600 - $193,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Cloud Security - Architecture - Principal will leverage broad technical knowledge of cloud security best practices of key public cloud offerings of providers such AWS, Azure, and GCP to establish secure design patterns, to architect integrations among cloud and/or on-premises infrastructures.
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Experience with Azure Services, including Machine Learning, Analytics, Databases, Azure Identity and Security Services (Active Directory, Domain Services, Defender, Key Vault, Sentinel, Security Center), Management and Governance (Landing Zone, Automation, Cost, Policy, Compliance), Migration Services, Networking (including ExpressRoute, DNS, Network Watcher, and Load Balancers), and Development (including Azure DevOps, Infrastructure-as-Code (IaC) and Azure Functions for serverless solutions.
$94,400 - $198,300 a yearFull-timeExpandApply NowActive JobUpdated 25 days ago - UpvoteDownvoteShare Job
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Azure Security Engineer Certification, Microsoft Cyber Security Architect Certification, Certified Information Systems Security Professional (CISSP), Certified Cloud Security Professional (CCSP.
$97.5 - $104.46 an hourExpandApply NowActive JobUpdated 23 days ago - UpvoteDownvoteShare Job
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The Senior ETL / Data Integration Developer will be part of a Data Migration Team on a larger Case Management System Modernization Program being implemented on Azure using MS Dynamics 365 (PowerApps.
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Expertise in Azure public cloud, O365, Azure DevOps, Azure cloud native design, microservice architecture, containerization and non-functional requirements. Hands on experience in Azure ARM Template (Terraform or Biceps), PowerShell and Azure Cli.
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Working on building, provisioning, and versioning cloud resources using infrastructure as code tools including PowerShell and Terraform to manage the Azure resources in the environment. Experience with Azure cloud administration, including management of Virtual Machines, Automation Accounts, Networking services, Network Security Groups, and Azure SEIM Tools like Sentinel and multi-cloud security tools like Defender for Cloud.
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Microsoft Certified: Azure Administrator Associate (AZ-104) Developing automation and DevOps using cloud native and agnostic tools (Azure Bicep, ARM, PowerShell, Blueprints, Lambda, Terraform, Ansible, Python, etc.
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Strong foundational knowledge of Office 365 platform including, SharePoint, PowerApps, Flow, Teams, Power BI, RPA, and Azure. Strong knowledge and experience with PowerShell scripting and automation for Microsoft 365 and Azure administration.
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Fast Moving Positions ( Python Lead/Architect with Data Science, Android/iOS Developer with Mobile Application Experience, Java Full Stack Lead/Architect, Data Engineer(GCP, Snowflake, AWS, AZURE) W2 Roles.
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azure job Title: sr Company: Crowdstrike in Sterling, 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.