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Golang Developer or a Java Backend Developer willing to learn Golang. · 3+ years of Golang, Java or Python experience, with willingness to learn Golang. As a Senior Engineer on the Shop and Browse backend team you will be responsible for developing REST APIs to provide a smooth integration with Front End Web and App for a smooth experience for our customers.
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Strong knowledge of at least 2 server-side languages (e.g., Java, Node, Python, Go, Rust) Implement backend services to support planning and operations of our constellation (telemetry, command, orbital predictions, scheduling, etc.
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Join our team as an Oracle/PL/SQL Developer with experience in Java or AWS. Must have strong backend skills, very strong PL/SQL proficiency, and previous cloud/development experience, preferably in Java.
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Choose and optimize backend technologies (e.g., Python, Java, Node.js) based on model requirements and system limitations. Stay up-to-date on the latest front-end frameworks and libraries (e.g., React, Vue.js, Angular) and apply them to generative AI projects.
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Expert knowledge of complex backend software languages and platforms such as Java, AZURESQL, OCI, Cloud Foundry (PCF), CDP, Spring boot, Kafka, and Azure. Job Title: Sr Java Backend Developer with AZURE, PCF - Need locals.
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This is a hands-on Java Backend Developer with MYSQL experience with focus on delivering results on-time, in-full to the expected quality levels. · Excellent in Java fundamentals - Backend.
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Angular 10+, Java, Spring Boot development experience. Seeking a Senior (7+ years) Java Full Stack Engineer w/pair programming experience for our healthcare client. Develop frontend and backend code utilizing TDD and CI/CD.
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Strong in Backend-tech : Java, Sprint Boot, Hibernate, SQL. Job title : Java full stack developer. Good Expertise in Java Full Stack Development area. Knowledge of Domain Driven Design concepts and designing and developing Microservices from Monolith architecture.
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Proficiency in Python and its frameworks (e.g., Django, Flask) for backend development and data manipulation. We are seeking a talented Full Stack Developer with expertise in Angular, Java, microservices, and Python to join our dynamic team.
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Strong understanding of deep learning frameworks, such as TensorFlow, PyTorch, or MXNet. Collaborate with designers and UI/UX experts to ensure a consistent and intuitive user experience. Leverage AI Builder to incorporate artificial intelligence capabilities into Power Apps, Power Virtual Agents and Power Automate workflows.
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10+ years of overall development / technical expertise. Job type : Full time. Location : Tampa, FL/ Irving, TX (Onsite) Good knowledge in CI/CD, Jenkins GIT. Good to have JBPM, Autosys, Redis Cache.
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Working knowledge of building compelling backend application frameworks and Java Web Applications in Client-Server and/or Service-Oriented/Microservices environments. Expert level Java experience and experience working with Spring framework.
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Utilize Java with Spring Boot for backend development and TypeScript with React+Redux for frontend development. Strong proficiency in Java with Spring Boot for backend development.
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Proficiency in design, development, security & scalability of high-volume services implementation in Java, Node/Typescript,. Previous experience as a full stack developer ranging from front end user interfaces to backend systems.
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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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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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.