Talener’s Post

Hello Recruiters, Hope you are doing great! Please find the below available candidates on our bench who are open to work and available immediately to take up new projects. Kindly look into the below HOTLIST and share me your daily C2C requirements to bhanu.k@subtleprogrammers.com #JAVADeveloper #UIdeveloper #ReactDeveloper #FrontEndDeveloper #Fullstackjavadeveloper #Backendjavadeveloper #SeniorJavadeveloper #DevOps #AWSDevOps #AzureDevops #Businessanalyst #ProductOwner #ProjectManager #ProgramManager #ProductManager

🚀 Hiring Technical Architects: What to Look For in 2024! Finding the perfect Technical Architect isn’t just about assessing coding skills—it's about finding someone who can bridge business needs with technical solutions. If you're recruiting for this role, here are a few must-haves to keep in mind: 1. Architectural Vision: Look for candidates who can conceptualize the bigger picture. They should be able to design scalable solutions while aligning with business objectives.    2. Hands-On Expertise: It’s not just about talking the talk! Ensure your candidate has hands-on experience with Cloud platforms (AWS, Azure, GCP), Microservices, and DevOps practices.    3. Leadership Skills: Architects need to guide cross-functional teams and collaborate with stakeholders. Communication and leadership are just as critical as technical prowess. 4. Problem-Solving Mindset: A great architect is a problem-solver at heart. They should be able to anticipate future challenges and design solutions that are both robust and innovative. 5. Adaptability: The tech landscape evolves fast. Look for architects who are passionate about learning new technologies and can adapt to the ever-changing environment. Hiring Tips: Include real-world problem-solving scenarios in your interview process to test critical thinking and decision-making in high-pressure situations. 🌟 Ready to find your next technical leader? #TechHiring #TechnicalArchitect #CloudComputing #AWS #Azure #DevOps #Microservices #SoftwareArchitecture #Leadership #CloudSolutions #HiringTips #RecruitmentStrategy #ProblemSolving #TechLeadership #CareerGrowth #JobOpportunity #TechTalent #HiringNow #ITJobs #ScalableSolutions #SoftwareEngineering #AgileDevelopment #TechTrends #FutureOfWork #Innovation #TeamLeadership #CrossFunctionalTeams #DigitalTransformation #TechCareers #ArchitectingTheFuture #TechnologyLeaders

Struggling to find top-tier DevOps engineers remotely? Our blog reveals everything you need to know about their job roles, salary structures, and strategic hiring steps. Discover the best countries for hiring DevOps Engineers and how our EOR and PEO solutions can expedite your hiring. Say goodbye to the HR hassles and welcome seamless and cost-effective hiring! 📅 Hire with us: https://shorturl.at/oDK8e 📑 Read more: https://lnkd.in/gM9yWGU3 #Globalsquirrels #DevOps #RemoteHiring #TechTalent #HiringSolutions #hiring #remotly #engineers #remotly

Hello All, we are #hiring know anyone who might be interested?   Role: Devops / Platform Architect Location: Dallas TX Employment Type: Full Time Looking for a Devops/Platform Architect on Azure / Azure Devops/ Terraform. Should also be able to play role of Build Engineer / Manager to design and manage Release Management activities in MS Azure DevOps. Skills: Need to build Platforms on Azure using terraform and Azure Devops. Need to create end-to-end pipelines to stand up infrastructure, Data Ops platforms. Need to create and manage code on Terraform Need to create and manage Azure Pipelines on Azure Devops. Need to have excellent understanding of Azure PaaS and Security. MS Azure DevOps Implementation and Project Mgmt Experience Establish a comprehensive Release Management Process governing the end-to-end release cycle that includes: Standard process for end-to-end release cycle Release Calendar for planning and tracking progression of software releases Phase Gates to ensure the entry and exit criteria are met as the release progresses Automation of the release deployment to ensure the right release is deployed to each environment. Creating Playbook / run book ·        Defining business impact and rollback process Analysis of the current software release process followed including tools used in the release cycle. Identify the pain points, delays, and gap in the process, as well opportunities for improvement. Define the To Be Release Management Process including: Steps in the end-to-end Release Process Define release management framework and governance model Phase gates for progression of the release Defining Roles and Responsibilities Tools that will be used through the release cycle Tools: Azure DevOps – performing Release mgmt activities Git or TFS: Used as version control tool to track code / file versions. Create Git repository Provide required level of access Create branch Merge code into master branch / release branch Jenkins: Used to build and deploy code Configure build job to pull code from Git version control to create build package. Configure deployment jobs to deploy the code to target server. The Automation will be done for one or more logical set of application(s).         Process Skills:   Process adherence per Guidelines established Knowledge of all aspects of the Release Management & software engineering process Bhavioral Skills: Strong communication skills - in onsite / offshore engagement models Effectively collaborates and communicates with the stakeholders and ensure client satisfaction. Participates as a team member and fosters teamwork by inter-group coordination within the modules of the project. people mgt., negotiation skills. #urgenthiring #hiring #Architect #cloudarchitect #azurearchitect #platformarchitech #devops #terraform #azuredevops #fulltime #texas

I am #hiring. Who is a TECH LEAD - - A Tech Lead is like water, can take any shape depending on the requirement. - A Tech Lead is someone who can make sure to deliver without caring much about a fixed roles and responsibilities. - A Tech Lead is someone who is inclined to learn everything in a SDLC. - A Tech Lead is someone who likes to grow with everyone in the team. - A Tech Lead is someone who is a darling to everyone. - A Tech Lead needs to deal with multiple technologies. What is the impact of a TECH LEAD in our company - The Tech Lead will have a direct impact on the company culture and growth. Technology - Though my current requirement is either on Java or AWS, but the TECH LEAD should be comfortable with any technology. The person should just be a technologist. More than a specific role, I am looking for a correct mentality. If you have the same, let’s talk!!! Matthew Whitely Rahul Goel Frank Alfieri BrainRidge Consulting Inc.

Hello to all my connections once again! 🙂 Two days ago, I shared a post regarding three openings for #DevOps engineer positions: one for Junior, one for Senior, and one for Lead. Our HR received 64 applications: 51 for Junior, 12 for Senior, and 1 for Lead. I am pleased to share that our HR team has further filtered down the applications, and candidates for the Junior and Senior positions are currently being interviewed. I will also share the names of individuals who successfully pass all interview rounds and will be joining us. However, this will take some time as they need to complete the interview process and their notice period before joining us. From the application data shared above, it's evident that more people are applying for Junior positions than Senior positions. Therefore, we still have vacancies for Senior and Lead positions. I encourage you all to share this opportunity within your circles so that more people can apply for Senior and Lead positions. Your share might help someone secure this opportunity! 🙂 Below are the openings related to #DevOps. 1) Senior DevOps Engineer https://lnkd.in/dc5v6Zdg 2) Lead DevOps Engineer https://lnkd.in/d_JiiAhn NOTE: For job descriptions and to apply, please click on the relevant links for each position.

🔍 Finding the right fit for a role is tough, but retaining them can be even tougher. Should businesses continue to bear the brunt of this challenge, or is there a solution that allows for seamless scalability? I'm curious to hear from those who have grappled with similar situations. How has this dilemma impacted your team or company? Share your experiences below! #TalentRetention #ScalabilitySolutions #BusinessChallenges #VMOThailand

Hiring DevOps in APAC & LATAM 🙌 #DevOpsJobs #CloudEngineering #TechCareers #LatamTechTalent #APAC #RemoteJobs #LATAM #TechHiringAPAC #AWS #Kubernetes #CloudComputing #InfrastructureAsCode #RemoteWork #WorkFromHome #FlexibleJobs #GlobalTechTalent #DiversityInTech #JoinOurTeam #WeAreHiring #ApplyNow

Tech Role Clarity Series (2/10): The Infrastructure Trio - Breaking Down The Confusion When clients ask for a "DevOps Engineer," they might actually need an SRE or Platform Engineer. Here's a practical guide to understanding these roles: 📎 DevOps Engineer Think of them as the "Pipeline Masters" • Main focus: Speed and automation of software delivery • Core expertise: Building deployment pipelines • Daily tasks: - Automating code deployments - Managing containerization - Implementing infrastructure as code • Red flags in resumes: Only configuration management experience with no automation tools 📎 Site Reliability Engineer (SRE) Think of them as the "System Doctors" • Main focus: System health and reliability • Core expertise: Performance optimization and scaling • Daily tasks: - Monitoring system performance - Setting & maintaining SLAs - Incident response and prevention • Red flags in resumes: Pure operations background with no coding experience 📎 Platform Engineer Think of them as the "Developer Enablers" • Main focus: Internal developer experience • Core expertise: Building developer tools and platforms • Daily tasks: - Creating self-service platforms - Building internal tools - Streamlining developer workflows • Red flags in resumes: Traditional sysadmin experience without modern cloud platform exposure 💡 Practical Tip for Fellow Recruiters: Before starting your search, ask your client: "Are you looking to improve deployment speed (DevOps), system reliability (SRE), or developer productivity (Platform Engineer)?" Question for my network: What interview questions do you use to distinguish between these roles? #VDart #TechRecruiting #DevOps #SRE #PlatformEngineering #UAETech #TechJobs #RecruiterTips #HiringTips #TechTalent VDart

I recently spoke to a CTO, who had a Lead DevOps Engineer role open for 6 months up until last month. What he had to say was interesting... He needed to find somebody to replace the person who had basically built the entire cloud infrastructure for the business, implemented containerized applications, and was successfully leading a team of 4 engineers. The challenge he faced, was fighting internally with the solo talent person, who was sending on average 1 CV through per week, and was against using agencies due to costs associated with placing talent that way. During a 5 month battle with this individual, where the role was simply stagnating and the business was actually suffering from not filling this role, he eventually got the green light to make change and onboard agencies again. The role was then filled within 3 weeks. How was the business impacted during the 6 months? 🔺 He added up the costs of this vacancy being open (Job Boards like Indeed and CV Library, LinkedIn Job Ads, conducting 14 interviews that were 1 hour long, loss of a project due to poor performance, etc). The overall cost over the 5 months, the business lost an estimated £23,000. 🔺 Two members of the team left, meaning more hiring requirements, in an already depleted team, with increased workload. 🔺 The business was impacted for 6 months, not having this employee's much needed expertise, affecting the overall performance of the technology team. 🔺 Team dynamics were damaged, due to the absence of a key figure within the tech team for 6 months. Hence why 2 people left 🤷♂️ 🔺 The solo talent person, refused to engage with recruiters during this time, not wanting to build relationships in case support was ever needed. 🔷 What should be taken from this situation It's about getting the role filled as efficiently as possible, so your business is positively affected by the change you have made. Don't hold technology teams back - this space moves too quickly. I'm not saying using an external agency is the right thing to do for every business, on every vacancy. I'm saying, you shouldn't be taking 6 months to fill an open vacancy. You are wasting time, money, and effort. Do the right thing, to support your business. I would be keen to hear from people if you have had similar scenarios, and how taking this long to hire, has affected you/your team.