Level 3 Yeti Support

Yeti Networks; Washington (UT); On-site; USD 90,000 - 140,000; Full time

Benefits offered by this job

4-day work week

Job summary

Yeti Networks is seeking a Level 3 IT professional to own and operate Microsoft 365 and Entra ID for a portfolio of small to mid-size clients. You will configure security policies, implement device management with Intune, and manage hybrid identity strategies across multiple tenants.

Strong scripting and automation are essential to reduce manual tasks and improve reliability. The role requires on-site work with clients in the St.

Qualifications

• 5+ years in IT at a Tier 3 / senior level, MSP experience preferred.
• Deep Microsoft 365 and Entra ID administration experience.

Responsibilities

• Manage end-to-end Microsoft 365 and Entra ID environments for multiple clients.
• Implement least privilege and security controls without disrupting client operations.
• Lead Intune enrollment, device policies, and compliance across platforms.
• Administer Windows Server, AD, DNS, DHCP, GPO, virtualization, and backups.
• Perform server migrations, upgrades, and decommissioning with rollback plans.
• Develop automation with PowerShell, Graph API, and scripting to reduce manual tasks.

Skills

5+ years IT experience

Microsoft 365 admin

Entra ID administration

Intune management

Windows Server admin

AD, DNS, DHCP, GPO

Server migrations

PowerShell scripting

RMM platforms

Backup & DR

Strong communication

Auto reporting & automation

On-site client work

Networking basics

VoIP/telecom knowledge

Azure/cloud infra

macOS management

Documentation habits

Job description

What a Level 3 Yeti actually doesMicrosoft 365 — the whole tenant, not just the mailbox

You own M365 environments end to end for a book of small and mid-size business clients. That means Exchange Online mail flow and transport rules, SharePoint and OneDrive architecture (including the sites people built badly in 2021 that we now have to live with), Teams governance, licensing that actually matches headcount, retention and litigation hold, and tenant-to-tenant migrations when a client gets acquired or splits.

You should be comfortable in the Exchange admin center, the Purview compliance portal, and the security dashboard — and comfortable telling a client that no, we're not turning off MFA because the owner finds it annoying.

SPF, DKIM, and DMARC should not be three letters you look up. Half of "our email is going to spam" tickets are a DNS record somebody fat-fingered, and we expect you to find it in ten minutes rather than escalating it to the void.

Entra ID — identity is the perimeter now

Conditional Access policies designed on purpose, not copy-pasted from a blog post. MFA and passwordless rollouts that don't generate 40 password-reset tickets the next morning. Entra Connect / hybrid join, group strategy that scales past 12 users, app registrations and enterprise app SSO, PIM and role scoping so that not everyone is a Global Admin because it was easier that way in 2019.

You’ll be the one deciding what "least privilege" means for a 30-person construction company that has never heard the phrase. Then you’ll implement it without breaking their day.

Intune — devices, from box to bricked

Autopilot enrollment so a new hire’s laptop ships to their house and configures itself. Compliance and configuration policies, BitLocker with key escrow that actually works when you need it, Defender for Endpoint integration, Win32 and store app packaging and deployment, update rings, and remote wipe for the phone that went into the Virgin River.

Bonus points if you’ve done macOS or iOS/Android enrollment too. Extra bonus points if you’ve untangled somebody else’s Intune tenant where three admins each built a competing policy set.

RMM — the machine that watches the machines

You’ll live in our RMM daily: patch policies and approval rings, monitor and alert tuning (an alert that fires constantly is an alert nobody reads), automation policies, script deployment at scale, agent health, and onboarding new client environments into monitoring properly the first time.

We want someone who treats noisy alerting as a bug to be fixed, not weather to be endured.

Scripting — because doing it 40 times by hand is a choice

PowerShell is the big one. Graph API, Exchange Online and Entra modules, and the ability to write something readable that the next Yeti can maintain. Bash and Python are welcome. Version control is welcome. Anything that turns a two-hour repetitive task into a 20-minute script and a coffee is exactly the instinct we’re hiring for.

You do not need to be a software engineer. You do need to reach for automation before you reach for the mouse.

Server management — Windows Server, top to bottom

Active Directory Domain Services, DNS, DHCP, Group Policy, file servers and permissions structures, certificate services, print (sorry), Hyper‑V and/or VMware, and backup and disaster recovery — Veeam or equivalent — including actually testing restores instead of assuming they work.

You should be able to look at a client’s environment and articulate what will break first, and what it’ll cost them when it does.

Server replacement and upgrades — the after‑hours stuff

This is a real part of the job. Speccing replacement hardware and getting it ordered. Building it out. Migrating roles, data, shares, permissions, and applications. Version upgrades and getting clients off end‑of‑life Server versions before Microsoft does it for them. Cutover planning with rollback steps written down before the night begins. Decommissioning the old box and closing the loop.

Some of this happens on a Saturday or after 6 PM, because that’s when businesses aren’t using their servers. It’s not every week — but it’s the job, and we’re upfront about it. We flex your schedule around it rather than pretending it didn’t happen.

What we’re actually hiring for

Here’s the honest part. The technical list above is long, and we’d rather have a great attitude with four of those seven than a miserable expert with all seven.

Positive attitude is the number one requirement. Not fake cheerfulness — we’re not asking anyone to be delighted about a failed RAID array. We mean the person who, when the day goes sideways, gets curious instead of bitter. Who doesn’t sigh at the client. Who doesn’t make the junior tech feel dumb for asking. Who says “let’s figure it out” more than “well, that’s what happens when you cheap out.”

Attitude is contagious in a small shop. One person who treats every ticket like a personal insult can sour an entire team, and no amount of certifications makes up for it.

You don’t get micromanaged here. We are not going to look over your shoulder, we are not going to ask for hourly status updates, and we are not going to make you justify a two-hour block of your calendar.

The flip side: that only works if you’re the kind of person who doesn’t need it. We need you to own your queue, communicate proactively when something’s slipping, document what you did so the next person isn’t archaeology‑ing your work, and raise your hand early when you’re stuck. Autonomy is the reward for being trustworthy with it. If you’d rather be handed a task list every morning, this specific role will make you miserable — and that’s fine, it just isn’t this one.

The 4-day work week

Yes, it’s real. Four days, not five days crammed into four with a smile painted on.

We run it because we’d rather have people who are sharp four days a week than tired five. Long weekends every weekend. Three days to go find the mountain, the lake, the garage project, or the couch — we genuinely don’t care which, as long as you come back Monday (or Tuesday) not fried.

Server cutovers and emergencies occasionally move a day around. That’s negotiated, not assumed, and it comes back to you.

What we’re not

• We’re not a body shop that measures you in tickets closed per hour.


• We’re not going to pretend on-call and after-hours cutovers don’t exist. They do. We’re just honest about it and we don’t abuse it.


• We’re not a place where you sit on the bench. Small team, real ownership, your fingerprints on everything.


• We’re not looking for someone who needs to be the smartest person in the room at all times. Being right is good. Being right and pleasant to work with is the whole job.

Requirements

• 5+ years in IT with meaningful time at a Tier 3 / senior level, preferably MSP experience


• Deep, hands‑on Microsoft 365 and Entra ID administration


• Real Intune experience — deployment, not just clicking around


• Windows Server administration including AD, DNS, DHCP, GPO, virtualization


• Server migration, replacement, and upgrade experience you can walk us through in detail


• PowerShell scripting at a practical, automate-the-boring-stuff level


• RMM platform experience (any major platform)


• Backup and disaster recovery, including having actually restored something under pressure


• Clear written and verbal communication with non‑technical people


• Valid driver’s license and willingness to be on‑site at client locations in the St. George area


• Availability for scheduled after‑hours and weekend work — server cutovers, migrations, and upgrades happen when clients aren’t using their systems. These are planned in advance, not constant, and time is flexed back to you.


• A genuinely positive attitude. Not performative cheerfulness — the ability to stay curious and level when the day goes sideways, and to be someone the rest of the team is glad to see on the schedule.


• The ability to run without being managed. You own your queue, communicate before something slips, document your work, and ask for help early. Nobody here will chase you for status updates, which only works if you don’t need chasing.


• Networking depth — firewalls, VLANs, VPN, site‑to‑site


• VoIP / SIP / telecom experience (we’re a phone company too — this is a real plus)


• Microsoft certifications, or the equivalent scars


• Azure / cloud infrastructure beyond M365


• macOS management


• Documentation habits that border on a personality trait

• Yeti Networks is an equal opportunity employer. All qualified applicants receive consideration regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected characteristic. Cryptid status is likewise not a factor, though we’d be lying if we said it wouldn’t come up in the interview.