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5+ years of experience with ATOs and eMASS. 4+ years of experience as an ISSO with tasks of a similar size/scope Preferred Experience: 5+ years of ISSO and other RMF duties with DOD (JSP/DISA) or IC (DIA), especially with SAP solutions.
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Working knowledge of object-oriented programming with an understanding of design principlesRuby, Python, PHP, JSP, ASP or other scripting languagesPHP/ Zend Framework development skills, among mainstream programming languages, with a proven record of creating commercial quality software solutions.
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Pentagon, Mark Center and NCR, and outlying buildings under JSP Operations purview. Transport Management - Next-Gen (JSP ETM - NG) program at the Pentagon in Arlington, VA. the NCR supported by JSP.
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We are seeking a skilled Software Engineer with experience in design and development of infrastructure using Java, Spring Framework modules, Spring boot, Micro Services, AWS, Kafka, Docker, cloud-based java applications, JSP, Hibernate, Web services (soap and Rest), Maven, Unit Testing (JUnit), MySQL, Oracle, Jenkins, code quality tool Sonar.
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Must have hands-on experience in Java technologies - JSP, EJB, JMS, Spring, Spring Boot, Transfer protocols - (SFTP, HTML, XML), RESTful Services /APIs (REST and SOAP) Proficiency in one or more modern programming languages; Java, Core Java, Spring Core (IoC), Spring Boot, Data, Cloud, Integration and related frameworks (preferred Rabbit MQ, S3 object store.
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Contributes with the EVP and SVP to recruiting and development utilizing the National Development team but always responsible for building a talent pipeline and progression from JSP to SSP to MSP for talent in their region and opportunities to share talent across Apex.5.
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5+ years’ experience with PTC Windchill, Windchill API, Java/JSP. 5+ years’ experience with PTC Windchill, Windchill API, Java/JSP. Design, implement, test, support PTC's Windchill solutions. Expert knowledge of PTC's Windchill 11.1 (or later versions.
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As a Deskside Support Technician, you will act as a model of customer service excellence to all organizational staff members in supporting the Joint Service Provider (JSP) user community. Certification: CompTIA Security+, and ITIL v3 Foundations AND HDI Desktop Support Manager or A+ related certifications relevant to personnel roles/responsibilities.
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Exposure to Java, Spring MVC / Spring Core /JSP/ Web Services (SOAP/REST) and configuring web containers. We assist companies and non-profit organizations in delivering benefits to their employees.
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Duties and Responsibilities: The primary CDP POC in coordinating, reviewing, designing and implementing CDP’s monitoring and evaluation strategy in line with the goals and objectives in the CDP FBS, the DoS-USAID JSP, and other related U.S. strategy documents.
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Designs, builds, debugs, optimizes and implements solutions in Java, JSP, JavaScript, React, HTML, and CSS. This Full Stack Engineer will perform development of JSP-based Web applications and Java RESTful API-based microservices.
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4+ years of Software development using Java, J2EE, XML, Web Services/SOA and used Java frameworks - Spring, Spring-boot, Hibernate, RES. Proven hands-on experience in JavaScript, HTML/CSS. and in Java Script framework React/Angular/JQuery.
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Experience with web development technologies (HTML, CSS, JavaScript, JSP, etc.) Hands on Experience implementing MDM using TIBCO EBX (Orchestra Networks). Experience with web development technologies (HTML, CSS, JavaScript, JSP, etc.
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J2EE technologies: Java, JSP, JMS, JAXB, JDBC, EJB. Other Dev Ops Toolchain: Selenium, Nexus Repository, Hygieia, SonarQube, Fortify on Demand, Slack, GitHub, Jenkins, ElasticSearch, Logstaash, Kibana, New Relic.
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Strong skills in Java/Spring, JSP, HTML, CSS, STRUTS. Familiarity with Angular and Bootstrap is a plus. Update front-end codebases, including JSP, HTML, CSS, and STRUTS to ensure WCAG compliance.
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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.
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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?
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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.
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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.
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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.