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Combined experience using: Java, Angular 9 and above, TypeScript, Node, Spring, Spring boot and REST API. Sr. Full Stack Java/Angular Developer. Full stack development using Spring boot, Java, REST API, and Angular 9 and above.
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Required Qualifications: Java, J2EEE, Spring boot, Angular, React , Node js , AWS Cloud services, redshift, RDS, etc. Has worked on Angular 7 and above, developing components and consuming REST APIs. Has worked on web application development for over 8 plus years using Java 8+ and Spring MVC/ Spring Boot, Microservices.
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Architecture & Design Principles, Core Java, Spring boot, REST/Web services, Microservices Architecture, Containerization, Cloud principles, Messaging - kafka, Oracle DB, Angular, NodeJS, CI/CD, Junit.
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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. 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. Senior iOS Developer Remote. develop, developer, devops, java, perl, programming, python, sdet. 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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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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Experience with modern development software, tools, and methodologies; Jenkins, Splunk, Git/BitBucket, Jira/VersionOne, Nexus, Maven, Jenkins, OpenShift, XML/XSLT, VisualVM/Eclipse Profiler (Java performance monitoring tool), Amazon Web Services (S3), BDD (Cucumber or similar.
$94,500 - $165,300 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Senior iOS Developer (100% remote, Scrum) 6+ years of commercial experience in iOS programming, strong knowledge of Swift, patterns and good practices related to developing apps for iOS platform, in-depth knowledge of UIKit including developing custom controls, experience with SwiftUI, experience with MVVM pattern and ability to write readable unit tests, knowledge of reactive programming with Combine or RxSwift, familiarity with version control systems and experience with working on a codebase with multiple contributors.
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Guidewire QA - 100% Remote. Remote iOS Developer Position. PHP DEVELOPER - 100% Remote ! Senior iOS Developer. 4 years PHP experience, 3 years Javascript experience, database experience, detail-oriented, self-motivated, fluent in English.
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77 West Wacker Dr (35012), United States of America, Chicago, IllinoisLead Software Engineer, Full Stack (Java, Python, Go, React, Angular, AWS)Do you love building and pioneering in the technology space.
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Leisure, Travel & Tourism. The 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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We are looking for an accomplished Java Developer with experience building cloud-based SaaS enterprise-grade business/workflow automation solutions with exposure to a broad set of enterprise technologies, including Angular, Java, JavaScript, web application servers, RDBMS, etc.
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Experience with Apple iOS, Swift, and XCode, must have a degree. Node.js Backend Developer |100% remote. Principal iOS Software Engineer - 100% Remote. 6+ 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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Focus on : Experience in app modernization using Java. Spring boot, Angular/react, Experience in java programming languages Python, Flask, Django, Java 8, Spring, Spring boot.
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Basic claims/insurance knowledge, Experience in QA leadership, Communication skills, REST API testing skills. University degree in Computer Engineering, solid experience in. 11-50 Consulting Training Service Industry Information Technology Recruiting.
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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.
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.
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.