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Qualifications: 5-10 years overall experience in Front End Web Development High level of expertise in React Experience designing front end webapps from the ground up Experience with creating advanced Data Tables Sufficient UI/UX skills needed to design an app without relying on a separate UI/UX team.
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Proficiency in front-end technologies such as HTML, CSS, JavaScript (ES6+), and related libraries. Proven experience as a Full Stack Engineer, with a strong focus on Angular and/or React and.
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Mobile Development, Front-End developer, Frontend Engineer, ReactNative, React, API, HTML, CSS, JavaScript, Amazon Web Services, Cloud, AWS, ReactJS, React Native, Android, IoS, API's, RESTful Services, expressJS, Request, Git, Version Control, ReactNative, UI, UX.
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We want engineers with commercial, front end UI development experience building rich web apps. A Front-end engineer working on a bank or healthcare company website with React.
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We are looking for a highly-motivated software engineer specializing in frontend development (UI) to continue shaping the visual design and user experience of our website. A minimum of 2 or more years of experience in web UI Development.
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Front End Engineer, someone with a lot of React and JS experience. React JS and Front End is a must. UI Developer with. Good working knowledge of implementing microservices, web services, RESTful interfaces.
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We’re currently looking for a talented Frontend Engineer who is skilled in building high-quality, scalable user interfaces, and is proficient in React, TypeScript, Python, and UI testing.
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As a Sr Front End Software Developer, you will work on a specific project that is critical to Intuit. As a Frontend Platform Engineer, you’ll join a team that designs, builds, evolves, and maintains the foundational frontend ecosystem that supports the development of UI components and micro frontend web applications at Intuit.
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The Web Developer position will work closely with the UI/UX Designer to ensure front-end usability, design and accessibility requirements are met and help manage and maintain the Digital Design System used by University websites.
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We are looking for engineers with commercial front-end UI development experience in building rich web applications (examples include enterprise-level software solutions like Workday, SAP, Oracle.
$220,000 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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The Lead Front End Engineer will oversee the design and implementation of various applications supporting a cutting-edge vehicle platform. Architect efficient, reusable front-end systems, and contribute to the development of complex web applications.
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Experience designing scalable and resilient front-end systems. Strong expertise in web frontend frameworks like React and TypeScript. Proven technical leadership, including roles as a UI architect, tech lead, or UI manager on high-impact projects.
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CSG is looking for someone who is passionate about frontend development, who has creative vision and can bring it to reality using front-end technology. LOCATION: Ft. Meade, Maryland JOB DESCRIPTION: This position is for UI developer with extensive Javascript and Angular experience.
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Role: UI React Developer (front end engineer) Good experience in AXIOS or other promise-based HTTP client to fetch data, RESTful, web services to integrate between Application to Application, GraphQL, Node environment using Node.js, NPM, Git, Webpack and other open-source build tools.
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5+ years' experience as a Front-End and Data Integration Engineer or similar role. Ensure UI/UX design provides world-class user experience for our internal users. 7+ years' experience implementing and maintaining user-friendly web applications using modern web development technologies.
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front end engineer web developer ui jobs Title: developer
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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.
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.