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Experience with Azure DevOps CI/CD pipeline testing and deployment process Experience in DevOps tools like Azure DevOps, Jenkins, Maven, Git Work Location: US Based Remote. The QA Engineer also plays an important role as gatekeeper, ensuring only the highest quality software is released for our customers' use.
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Where You’ll Work:Our headquarters is located in Chesterfield in St. Louis County; however, some local positions will be remote until the time is right to return to the office while other roles are more office-based.
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The Maven Group has been asked by our client to help them find some talented resources to join a growing Azure/Cloud team located near Fort Belvoir, VA. These roles require, at a minimum, a TS/SCI clearance and all work will be ONSITE. No remote or hybrid is offered at this time.
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Flexibility to work from home 3 days/week (unless posted as a full-remote role) Mental health support with Modern Health Family planning support with Maven. We are looking for an experienced security engineer to help build, manage, and scale Front’s security programs.
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Java, Spring, Docker, ElasticSearch, Microservices architecture, mongodb, API development, Maven, GIT Qualifications. Remote Work including Partial or Fully Remote. : Yes Base-2 Solutions is looking for a top-notch software engineer to join our team.
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Title : Senior Data Mulesoft Engineer - Remote. Transform data automatically, test your APIs and integrations, and plug your enterprise integrations into CI/CD pipelines with built-in support for Maven and Jenkins.
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8+ years of experience in a pre-sales, customer-facing role: Solutions Engineer, Solutions Consultant, Sales Engineer, Solutions Architect, etc. This is a fully remote opportunity and can be worked from any location in the United States.
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Familiarity with Terraform, Jenkins, AWS Services (EKS, EC2, etc)Familiarity with language dependency/package tooling such as Gradle / Maven, pip, Rubygems, and npm / yarnUnderstanding the value that DevSecOps practices brings to a development team's efficiency and reliability and are passionate about applying these techniques to your projects.
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We invent, analyze and implement the frameworks, infrastructures and algorithms that support real-time extraction and classification of static and dynamic events from a variety of very complicated data streams from pathfinder remote sensing assets.
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100% paid parental leave, plus fertility and family planning support provided by Maven. You'll be joining one of these squads and working most closely with each engineer and product manager within the squad.
$146,300 - $219,400 a yearFull-timeRemoteExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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SIMBA Chain is looking for a QA Automation Engineer who is passionate about ensuring software quality through automation testing. We are looking for candidates fully remote in the US. Candidates located in the EST time zone will be strongly preferred.
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Remote-first with opportunities to work and celebrate in person. Familiarity with NoSQL technologies such as Cassandra, MongoDB, Hadoop, HDFS, HBase, Pig, Hive, Redis, MemcacheD, and Redshift is a plus.
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With insights like this, no wonder leading companies worldwide, including Okta, Adobe, Workday, and Zoom use Clari to drive revenue accuracy and precision. Focus on culture: Charitable giving match, plus in-person and virtual events.
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This model allows us to work in a variety of workplaces that best support our success, including fully office-based, fully remote, or hybrid. Familiarity with language dependency/package tooling such as Gradle / Maven, pip, Rubygems, and npm / yarn.
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Work in an agile environment with a DevSecOps approach—teams build and maintain their own secure software, including taking turns with being on-call. Understanding the value that DevSecOps practices brings to a development team's efficiency and reliability and are passionate about applying these techniques to your projects.
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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.
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.
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.