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COBOL, DB2, SAS, JCL, IMS, CICS, REXX, VSAM, z/OS, TSO, ISPF, SYNCSORT, Mainframe utilities, Jobtrac- job scheduler, ISPW- change management tool. We have an opportunity for Mainframe Developer with one of our clients for Mclean VA (Hybrid.
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JOB RESPONSIBILITIESResponsibilities include preventive maintenance and repair of wafer fabrication equipment, including plasma etchers, metal deposition tools, wet processing tools, photoresist coater & developer tracks, and metrology.
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Strong Spotfire development experience with knowledge of Spotfire Professional Client, HTML, Java Script, Web Player, R Programming, Automation Job Services, ADS and Iron Python Scripting. c#, develop, programming, python, sde, sdet, software developer, software development engineer.
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Technical background in Computer Science and Engineering (or compatible studies) or relevant experience as a pre-sales engineer / software developer / system administrator. Those fighting for a world with less corruption, money laundering and other crimes deserve tools that are up to the job.
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We are a joint venture business of HomeServices of America, an affiliate of Berkshire Hathaway, Inc. Job Summary The Lead AEM Developer will be responsible for, but not limited to: Serve as primary in-house expert on AEM to develop best architectural solutions and be able to effectively communicate AEM considerations to factor when developing requirements.
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Job Title: Cobol Programmer. At least 3 years of mainframe programming experience in COBOL , MVS utilities, MVS JCL and CICS Command Level programming. Our client is looking to add a Cobol Programmer to their team.
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You leverage software and new technologies to help you get the job done and are proficient with Revit, Rhino, Grasshopper, AutoCAD, Sketchup, 3dsMax and the Adobe Creative Suite. design, matlab, perl, senior software developer, senior software engineer.
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Job Title: iSeries RPG Developer. ROBOT job scheduler knowledge in creating and setting up scheduled jobs in the iSeries. Good communication skills and the job will involve owning a project task completely based on the communication with the analysts at the client site.
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Transportation Web Systems is seeking a Front End Vue JS developer /SharePoint 2019 on Premise Developer for continued development of ECM construction & preconstruction sites. Job Title: NCDOT - Technical Specialist- Junior.
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Relational databases (Sybase, DB2, SQL Server, Oracle, PostgreSQL) Experienced in training junior staff and leading initiatives (Application Development and Production Support) Experience in Mainframe integration with APIs, IT modernization efforts a plus.
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Job Title: SAP ABAP Developer. Experience in ABAP debugging, performance analysis using Trace tools, Runtime analysis, Code Inspector and other tools. 10 years of SAP ABAP work experience in design, implementation, upgrades and maintenance.
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Note: If the request is for a developer/engineer position, please work with the VMO Testing Coordinator to ensure an assessment test exist that matches the job description. We are looking for a React native Developer skilled in programming for both iOS and android applications.
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Job Title: Power BI Developer. The Business Intelligence Developer serves in both a technical and functional capacity within the team. The Developer will be responsible for coordinating with internal business and IT stakeholders to contribute to the implementation of designs in adherence with the organization’s business intelligence strategy.
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If you would love working for a rapidly growing company that changes people's lives for the better each and every day, helps them live healthier, doesn't judge anyone, and supports their communities and the Boys and Girls club, then this may be your dream job.
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About United FP Management, LLC United FP Management, LLC ("UFP") is the largest developer and operator of fitness clubs under the Planet Fitness brand. Our member mission says it best: our product is a tool, a means to an end; not a brand name or a mold maker, but a tool that can be used by anyone.
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FEATURED BLOG POSTS
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.