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Our client has a brand new opportunity for a qualified Cloud Engineer to join their team for a hybrid role in Atlanta, GA.
This is an intermediate-level role (Windows & Azure) responsible for supporting and maintaining daily system operations across corporate, retail, and cloud environments. This position focuses on resolving escalated Windows and Microsoft 365 incidents, executing system deployments, and supporting administration of Azure workloads and enterprise identity services. The role ensures the availability, performance, stability, and security of endpoint and server environments while working within established standards, escalation paths, and change control processes. This role also supports FinOps accountability by assisting with Azure resource tracking, tagging standards, and usage reviews to promote responsible cloud spending. The Cloud Engineer contributes to operational maturity through improved documentation, proactive monitoring, and continued support of patching, automation, and modernization efforts.
Duties and Responsibilities:
Provide Tier 2 support for escalated Windows-related incidents and service requests, ensuring timely resolution and clear communication
Perform advanced troubleshooting for Windows endpoints and Windows Server issues (authentication, performance, access, patch failures, service disruptions)
Support Active Directory administration including user/group management, access controls, and troubleshooting permissions-related issues
Support Group Policy administration including troubleshooting policy applications, resolving conflicts, and validating compliance
Administer and troubleshoot Microsoft 365 services including escalated mailbox, Teams, OneDrive, and SharePoint-related issues (as assigned)
Support Azure administration tasks including VM operations, monitoring alerts, performance tuning, backup validation, and recovery actions under approved standards
Support endpoint lifecycle tasks including Intune/Autopilot troubleshooting, application deployments, and device compliance validation
Execute and remediate endpoint and server patching activities, including validation of patch success and follow-up troubleshooting for failed updates
Maintain accurate documentation including runbooks, SOPs, troubleshooting guides, and asset/system inventory updates
Follow change control processes and participate in scheduled maintenance windows, ensuring post-change validation and proper ticket documentation
Utilize PowerShell and automation to streamline repeatable tasks and improve operational efficiency
Support FinOps accountability by applying Azure tagging standards, validating resource ownership, and assisting with usage reviews to improve cost visibility and responsible cloud spending
Assist with identification of cost optimization opportunities (idle resources, oversized compute, unnecessary storage consumption) and coordinate remediation through documented standards and the change process
Provide guidance to Level 1 engineers through escalation support, troubleshooting coaching, and knowledge sharing
Participate in on-call rotation as part of team growth and support critical incidents as scheduled
Participate in scheduled maintenance windows and execute approved changes with proper validation and documentation
Skills and Qualifications:
Strong understanding of Windows OS administration and troubleshooting concepts in enterprise environments
Working knowledge of Windows Server administration including services, roles/features, permissions, and event log analysis
Working knowledge of Active Directory administration including users, groups, OU structure, delegated permissions, and account lifecycle support
Working knowledge of Group Policy concepts including troubleshooting policy application and validating endpoint/server
Wage Range:
The rate for this position is between $37.50 - $50.00 per hour, unless local minimum wage is higher. Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.
Benefits:
The Company offers a comprehensive benefit package that you can elect into including but not limited to the following benefits, subject to applicable eligibility requirements: medical insurance, dental insurance, vision insurance, life insurance, AD&D insurance, disability plans, Employee Assistance Program, paid holidays (up to 6 days annually), paid time off (minimum of 10 days annually), paid parental leave (minimum of 10 days annually), 401(k), FSA/HSA pre-tax benefits.
The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.
W2 only, no Corp to Corp.
Equal Employment Opportunity: CompucomStaffing™, a division of CompuCom® Systems, Inc., is an Equal Opportunity Employer. We provide IT staffing services and solutions to Fortune 1000 companies as well as small and medium business. For more information, visit www.compucom.com.
Work Authorization: Candidates must be authorized to work in the United States without the need for current or future employer sponsorship.
Arizona Applicants: TO THE EXTENT REQUIRED BY APPLICABLE LAW, THE COMPANY MAINTAINS A SMOKE-FREE WORKPLACE.
California Residents: PLEASE REVIEW THE CALIFORNIA CONSUMER PRIVACY ACT NOTICE.
We will consider for employment all qualified applicants, including those with criminal histories, arrest, and conviction records in a manner consistent with the requirements of applicable state and local laws. This includes the City of Los Angeles Fair Chance Initiative for Hiring Ordinance as well as the San Francisco Fair Chance Ordinance.
Maryland Applicants: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT AN INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.
Massachusetts Applicants: IT IS UNLAWFUL IN MASSACHUSETTS TO REQUIRE OR ADMINISTER A LIE DETECTOR TEST AS A CONDITION OF EMPLOYMENT OR CONTINUED EMPLOYMENT. AN EMPLOYER WHO VIOLATES THIS LAW SHALL BE SUBJECT TO CRIMINAL PENALTIES AND CIVIL LIABILITY.
Rhode Island Applicants: THE COMPANY IS SUBJECT TO CHAPTERS 29-38 OF TITLE 28 OF THE GENERAL LAWS OF RHODE ISLAND, AND IS THEREFORE COVERED BY THE STATE’S WORKERS’ COMPENSATION LAW.
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