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Google Cloud accelerates every organization s ability to digitally transform its business and industry. Customers in more than 200 countries and territories turn to Google Cloud as their trusted partner to enable growth and solve their most critical business problems.
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Extensive experience or knowledge of cloud-based data platform technologies such as AWS, Microsoft Azure or Google Cloud Computing. In depth knowledge of modern data technologies including Snowflake, RedShift, Azure SQL/Synaspe, Databricks or similar technologies.
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Experience in utilizing any cloud-based governance solutions, like Open Policy Agent (OPA), Strya-DAS, Immuta, Privacera, Gatekeeper, AWS Data Governance tools, Google Cloud Data Catalog/DataPlex, or Microsoft Azure Purview, to manage and govern access across various cloud environments.
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Open up Net New MSA's in PNW - Target list of Google, Alaska Airlines, Costco, REI, Meta, Nike, Micron (Not exhaustive) Open up Net New MSA's in PNW - Target list of Google, Alaska Airlines, Costco, REI, Meta, Nike, Micron (Not exhaustive.
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LWTech offers 10 applied bachelor's degrees, more than 40 associate degrees, and 80 professional certificates in 41 areas of study, including STEM-focused programs in Science, Technology, Engineering and Math. LWTech is located within the city of Kirkland, which is home to companies such as GoDaddy, Google, Astronics and EvergreenHealth, and the college is within minutes from Microsoft and Nintendo.
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Our clients include institutional leaders such as Cambridge University, Google, Samsung, Cleveland Clinic, Tencent, and Stanford University. Our clients include institutional leaders such as Cambridge University, Google, Samsung, Cleveland Clinic, Tencent, and Stanford University.
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We have a fast-growing team that’s distributed around the world, with offices in San Francisco and New York City. Our team has years of experience building and operating business-critical machine learning systems at leading tech companies like Uber, Google, Meta, Airbnb, Lyft, and Twitter.
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3+ years of hands-on related to SRE, Operations & Development experience with Java Script, Java , Restful services, Git, Maven, Jenkins, DevOps , Containerization, Docker, Kubernetes, Azure, Google cloud, Kafka, Azure Cosmos, Azure SQL, Mega cache CI/CD ,Prometheus, Grafana, Splunk etc.
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Drive T-Mobile's presence in paid search shopping platforms, such as Google Shopping, by managing product feed optimization and campaign performance. Proficiency with search marketing tools and platforms (e.g., Google Ads, Bing Ads, Google Analytics, SEO tools.
$160,600 - $217,200 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Because of their flexible schedule, Rover sitters have also worked at Care.com, Grubhub, Seamless, DoorDash, Eat24, Caviar, Munchery, Saucey, Google Express, AmazonFresh, Instacart, Sprig, Luxe, Zirx, Lyft, Uber, Wag, Shipt, and Postmates.
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Basics of Security and IAM (Identity and Access Management) on GCP Knowledge of StackDriver (Monitoring, Logging, Debugging and Tracing on Google Cloud Platform) At least 2 years of experience with Google Cloud and 3 + years of experiences with either AWS or Azure.
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Proficiency with Google Suite (Sheets, Slides, Docs, Forms) and Looker. Comfortable with tech platforms - e.g. Google for Business tools (Gmail, Calendar, Docs, and Sheets) and Slack. Record observations, coaching, and outcomes in Google Docs, ensuring accurate and up-to-date documentation.
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Experience with public cloud service providers (e.g. Amazon AWS, Google GCP, Microsoft Azure). Design, architect, and implement defensive security controls across Palantir's multi-cloud multi-tenant SaaS infrastructure based on Kubernetes, OpenShift and several other popular open-source technologies.
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Canonical partners with the leading companies in technology across public cloud (Amazon Web Services, Google Cloud, Microsoft Azure, Oracle. Job Description The role of a Partner Marketing Manager at Canonical Canonical is looking for a partner marketing manager who will be responsible for developing Canonical co-marketing relationships with silicon vendors (AMD, ARM, Intel, Qualcomm, Mediatek, NVIDIA.
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Google Dataflow/Beam or Spark, SQL, BigQuery or similar data warehouse. Google Cloud Platform (GCP) or AWS. Across our engineering teams, we also use Scala, GCP, Spark, Kubernetes, Python, TypeScript, Angular, and anything else that helps us get the job done.
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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.
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.
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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.
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.