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Java, php, programming, sdet, software developer, software development engineer, software programmer, sw. At least 4 years of experience as web application developer on platforms with progressively increasing responsibilities.
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R&K Solutions, Inc. is seeking a motivated and experienced Azure Web Developer to join our growing software Information Technology Consulting (ITC) & data analytics team. At least 3 year of experience with developing enterprise web application on Microsoft Azure PaaS/SaaS platforms.
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Supports configuration of optimized Azure architectures to meet application requirements. An ideal candidate will be an expert software engineer with proven experience with developing PaaS/SaaS applications on Microsoft Azure platforms.
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Experience in development and deployment of data visualizations on the Microsoft Azure PowerBI SaaS platform. Specific experience in developing Java-based enterprise solutions on the Microsoft Azure Government cloud.
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Bachelor's Degree required, preferably in quantitative discipline such as Computer Science, Software Engineering, or Mathematics. Understanding of Azure cloud platform cost elements and cost optimization opportunities in designing software architectures.
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Developer, devops, matlab, sdet. Experience with application servers such as Jetty, Tomcat, JBoss, Weblogic. Experience deploying to application servers in enterprise environments.
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Specific experience working for Department of Defense (DoD) software applications. Analyzes feasibility of technical approaches and provides estimates of level of effort for specific tasks as required by the technical lead and project manager.
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Active SECRET clearance is not required, but desirable. Serves as an expert programmer in the design, development and maintenance of web applications. Demonstrated hands-on experience with cloud infrastructure and management tools.
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QUALIFICATIONSMust have 10 years of experienceMust have proven experience on Java 8, Angular, Rest API, HTML, CSS, jQuery, PLSQL , OracleExperience in developing web applications using popular web framework Sprint and MVC, JSF)Proven hands-on Software Development SDET experienceHands on experience in designing and developing applications using Java EE platformsShould take responsibility from start to end of application development.
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The Software Developer in Test (SDET) helps deliver the quality and performance of large-scale API, web, and mobile application interfaces. SDET focuses on developing automated functional integration tests and end-to-end tests through open-source test frameworks within an Agile environment to support product quality and performance goals.
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Under the direction of the project manager, assists with mentoring and providing oversight of other developers on the project team. At least 2 years of experience with developing Java web applications.
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R&K is an employee-owned company and an equal opportunity/ affirmative action employer. Excellent communication skills, to include production of high-quality technical documents. Performs code reviews, oversees test plan execution and performs other duties as assigned on all aspects of software development.
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Salary will be commensurate with experience and qualifications of the candidate. Telecommuting options may be available for the right candidate. Current certifications in Microsoft software development platforms.
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Strong fundamentals in SQL programming. EOE AA M/F/Vet/Disability. Other duties as assigned.
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Strong fundamentals in SQL programming. EOE AA M/F/Vet/Disability. Other duties as assigned.
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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.
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.