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As a Python full stack developer magician, you need to do both frontend and backend. We implement modern backend solutions that support microservices architecture with the following technologies: NET Core, Node.js, Java, SQL Server, PostgreSQL, MongoDB, Redis, RabbitMQ. For the web UI front-end development, we opt for React, or Angular, and for mobile development — Swift, Kotlin, Java. Most of the systems are designed for cloud infrastructures like AWS, Azure, GCP, and heavily rely on Docker, Kubernetes while modern CI/CD is made using GitLab CI or TeamCity.
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We're seeking a future team member for the role of Full-Stack Identity and Access Management Developer (Java) to join our Information Security, Cyber Identity Access Management team.
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As a Full Stack Software Developer you will be involved in all aspects of development all the way through deployment. We are working with an exciting organization that is looking to bring on a Full stack Software Developer.
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As an Application Developer at IBM, you’ll work with clients to co-create solutions to major real-world challenges by using best practice technologies, tools, techniques, and products to translate system requirements into the design and development of customized systems.
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As an IT Software Developer intern, you will work in a technically diverse and dynamic environment with a team of full stack Software Developers responsible for all aspects of software development of enterprise applications for the business.
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As a Lead Full Stack Developer, you will play a crucial role in architecting, designing, developing complex software solutions, and maintaining both front-end and back-end systems to deliver high-quality web & software solutions.
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Full Time] Full-Stack Developer at Hyper Online (United States) | BEAMSTART Jobs Full-Stack Developer Hyper Online United States. More Full Time Jobs Founding Engineer (Fullstack) San Francisco.
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We are hiring a Full Stack Developer Work Modes:Broadridge classifies its jobs in three work modes:On-site, Hybrid, and Off-site, a hybrid role that will be assigned to a physical Broadridge location or coworking space.
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The Cloud Applications Full-Stack AWS Developer will work closely with clients, digital leaders, solutions architects and technical/ functional leads across Guidehouse digital teams and market segments to support client projects and provide solutions for growth efforts and capabilities build out.
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Interest in working full-stack, from developing frontend web applications to implementing backend business logic. TBD is building an open developer platform to make it easier to access Bitcoin and other blockchain technologies without having to go through an institution.
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With Cash App, anyone can easily send, spend, or invest their money in stocks or Bitcoin. Made up of Square, Cash App, Spiral, TIDAL, and TBD, we build tools to help more people access the economy. Spiral (formerly Square Crypto) builds and funds free, open-source Bitcoin projects.
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DCS is seeking an experienced full-stack web application developer to support the F/18 & E18G Integrated Project Team. The F/18 IPT has several legacy applications in service in addition to new applications in development.
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Senior Software Engineer - Full Stack C# Developer. Mid-Level Full Stack C# Developer page is loaded. Mid-Level Full Stack C# Developer. Front End/Angular 2+/Full Stack Java Developer.
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Overview Flexjet, a leading provider of fractional private jet ownership and leasing, is currently seeking a qualified candidate to join the Global Marketing Department as the Full Stack Website Developer.
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We seek a remote Full Stack Developer as part of an Agile support team in support of digital transformation, integration of emerging technologies into mission applications and supporting modernized, cloud-based, applications in production for Customs and Border Protection.
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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.
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.