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C#, develop, perl, python, sdet, software engineer. o Experience with CICD using tools like Jenkins, Maven and Github. Strong experience in Java Spring, J2EE technologies (Spring microServices, Spring mvc), Hibernate, Rest/Soap Services, Docker.
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C#, develop, devops, java, programming, sde, software developer. JavaSpring Boot, Spring, Maven, Docker, RESTful Services, XML, JSON, Mongo DB, Kubemetes/ Rancher, Kafka, Python. JavaSpring Boot, Spring, Maven, Docker, RESTful Services, XML, JSON, Mongo DB, Kubemetes/ Rancher, Kafka, Python.
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C#, develop, devops, lead, maven, senior, senior software developer, software architect, software engineer lead. c#, develop, devops, lead, maven, senior, senior software developer, software architect, software engineer lead.
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Design, develop, maven, perl, php, programming, senior software developer. Title: C Developer (Medical Devices)-Onsite 100% Location: St. Paul, MN Duration: 7 Months Description -This position is NonExempt.
$53.5 an hourExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Understand the various build tools (Bazel, Maven, Cmake, ninja, Gradle), and the build-dependent activities as viewed from the customer's perspective and create a set of recommended paths for customers based on their needs.
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Java J2EE, webservice, XML, Sprint framework, Spring Boot, Microservices, Gradle, Maven, Reactive programming, Mockito, Junit, Cucumber, Java collections, Microsoft Azure. c#, design pattern, expert, lead, software architect, software engineer lead.
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Prior experience with using a specific application development toolkit and knowledge of front end and backend development coding languages such as C#, Java, HTML, NodeJS, CSS, JSON, Angular, JavaScript.
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Knowledge and experience of working with Spring, Hibernate, Struts2, Maven, SQL, XML, Tag Libraries JSPs, JavaScript and JQuery. -Development of ColdFusion and C# applications. -Solid Java developer with hands-on experience analyzing, developing and maintaining large scale, mission critical applications in a multi-platform J2EE, J2SE, and web systems environment.
$53.05 - $55.43 an hourExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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HTML5, CSS, Ajax, WebSocket, JSON, NodeJS, Maven. SDLC Tools like Maven, Gitlab, etc. Good experience with some or all the following technologies C. HTML5, CSS, Ajax, WebSocket, JSON, NodeJS, Maven.
$45 - $50 an hourExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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C#, devops, maven, perl, php. Lead Java Developer/Architect. c#, devops, maven, perl, php. Verizon or Telco exp a plus. Solid Backend development and DB exp in Cassandra, Postgres etc.
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Experience with source code management practices and toolsEnabling tools: Git, Maven, JiraContinuous Integration / Continuous Testing: Bamboo, Jenkins, GitLab Cl/PipelinesContinuous Monitoring: ELK Stack (ElasticSearch, Logstash and Kibana), NagiosFamiliarity with microservices software development technique and container-orchestration (e.g., Kubernetes)Hadoop/Cloud Developer Certification.
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Design pattern, devops, maven, perl, programming, project architect, senior software engineer, software architect. Keywords: C#.net/Full stack Dev Experience (Years): 10 & Above. NET senior developer leads software development using.
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Maven Family Planning – provides support through your Parenting journey including egg freezing, fertility, adoption, surrogacy, pregnancy, postpartum, early pediatrics, and returning to work. The Software Developer in Test (SDET) helps deliver the quality and performance of large-scale API, web, and mobile application interfaces.
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Net core, C#, building Microservices, Cloud Development (GCP/Azure/AWS), API Development. Exposure to modern development tooling (such as microservices, cloud, git, Gradle, Maven, and Jenkins), familiarity with test-driven development and constant refactoring within continuous integration environment.
$100,000 - $142,250 a yearFull-timeExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
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Back end: Java 1.8, C# ( good tohave), Python (good to have), Hibernate (good to have), Spring, Spring boot, Microservices, REST/SOAP WS. CI/CD (Teamcity/uDeploy), Git, Maven, Jira, Confluence.
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FEATURED BLOG POSTS
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.