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NET Core development, experience in Microservices and Hexagonal Architecture, frontend development experience with Javascript and Angular, experience with Azure DevOps and Kubernetes. GlobalSupplier managementMinimum 3 years of experience in web application development with Angular, solid knowledge of HTML, CSS, and JavaScript/TypeScript, experience in UI/UX design, understanding of design principles, knowledge of working with RESTful APIs and backend services.
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Minimum 3 years of experience in web application development with Angular, solid knowledge of HTML, CSS, and JavaScript/TypeScript, experience in UI/UX design, understanding of design principles, knowledge of working with RESTful APIs and backend services.
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Develop, developer, devops, java, perl, programming, python, sdet. Node.js Backend Developer |100% remote. Senior iOS Developer Remote. develop, developer, devops, java, perl, programming, python, sdet.
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4-6+ years of professional software development experience, 2+ years of Node.js experience, strong JavaScript skills, experience with AWS, CI platforms, REST-based Web Service API implementation, knowledge of MySQL/PostgreSQL, experience with NoSQL databases and memory cache systems, strong understanding of Git fundamentals.
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Senior iOS Developer (100% remote, Scrum) Guidewire QA - 100% Remote. Remote iOS Developer Position. PHP DEVELOPER - 100% Remote ! Senior iOS Developer. All locationsSoftware DevelopmentExperience with Apple iOS, Swift, and XCode, must have a degree.
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GlobalEd-techThe ideal candidate will have a degree in computer science, at least 5 years of mobile app development experience, proficiency in Objective c and Swift, understanding of architectural patterns, familiarity with Git and CI/CD pipelines, and experience with unit testing and App Store uploads.
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Principal iOS Software Engineer - 100% Remote. AnywhereAutomotiveUniversity degree in Computer Engineering, solid experience in. Any locationMobile ID6+ years of iOS Development experience, experience with SwiftUI, interest in building high-quality and testable code, understanding of mobile development life cycle, proactive attitude, experience with other languages like C.
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RemoteInsurance/ClaimsBasic claims/insurance knowledge, Experience in QA leadership, Communication skills, REST API testing skills. 51-100 Information Services Big Data AnalyticsLanguages: English. Python is a bonus, excellent English language skills.
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Frontend Developer | Fulltime | 100% Remote possible. Fullstack Developer (100% remote) Seniority level: Senior, 6+ yearsApply.
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Frontend Developer | Fulltime | 100% Remote possible. Fullstack Developer (100% remote) Seniority level: Senior, 6+ yearsApply.
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Frontend Developer | Fulltime | 100% Remote possible. Fullstack Developer (100% remote) Seniority level: Senior, 6+ yearsApply.
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7+ years of experience with Software Engineering, 5+ years of experience with iOS/Swift development, mobile and software architecture experience, experience leading teams, experience with Appium for mobile testing, experience with AWS, understanding of AWS IoT, experience with XML and JSON, experience with GIT.
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Frontend Developer | Fulltime | 100% Remote possible. Fullstack Developer (100% remote) Seniority level: Senior, 6+ yearsApply.
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Frontend Developer | Fulltime | 100% Remote possible. Fullstack Developer (100% remote) Seniority level: Senior, 6+ yearsApply.
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Frontend Developer | Fulltime | 100% Remote possible. Fullstack Developer (100% remote) Seniority level: Senior, 6+ yearsApply.
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How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.Â
10 Practical and Effective Strategies to Persuade Anyone of Anything
Learning how to persuade people is like a key that can unlock any door. Acing the interview for the job of your dreams. Getting the best deal on a new car. Closing a sale with a skeptical customer. All of these wins require a level of persuasiveness.
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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.