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Use programming languages like Java, Kotlin, SQL, Python, and build microservices using Spring Boot, REST API, open source databases, Kafka Stream, Docker, and various AWS tools and services.
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Proficient and hands-on coding experience in Java, Microservices, Spring Boot, API , Apache Kafka , Google Cloud Apigee API , GCP Cloud, Development in cloud environments. Proficient in Google Cloud Apigee API Management for enabling API security, traffic management, and analytics for microservices.
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GCP Data Engineer (Standard) with skills Big Data, Kafka, Python, Scala, Apache Spark for location Bangalore, India. Additional Skill(s): Kafka, Python, Scala, Apache Spark. We engineer business outcomes for Fortune 500 companies and digital natives in the technology, healthcare, insurance, travel, telecom, and retail & CPG industries using technologies such as cloud, microservices, automation, IoT, and artificial intelligence.
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Key Qualifications: 3+ years of experience building resilient, high-scale, distributed microservices in production environments, preferably with experience in Kubernetes, Kafka/ActiveMQ, Solr/Elasticsearch, Redis, SQL & NoSQL datastores like Cassandra, DynamoDB, PostgreSQL, MySQL, etc.
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Hands on AWS experience in EKS, ECS, AWS Lambda, Terraform, AWS Aurora Postgres, AWS logging and monitoring using Datadog, AWS Security groups, AWS MSK(Kafka) Design and develop software using Java, Spring, Spring Boot, Microservices.
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Proficiency in Java, Spring, Spring Boot, Microservices. Experienced with AWS cloud technologies (EKS, Fargate, Lambda, S3, RDS, terraform). AWS Developer or Solution Architect certification preferred.
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Spark, Java/Scala, Microservices, AWS- EMR Cluster, ECS, Lambda - Required Python, Shell/Unix Scripting, Jenkins Kafka is plus. Work with a team of developers with deep experience in in distributed systems, microservices and full-stack systems, Devops (Jenkins, CICD, etc) and cloud concepts such as (EC2, EMR, ECS, Lambda, IAM, Security Groups, S3, etc.
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Primary technologies used include Go, Python, Linux, Kafka, AWS, Redis, Docker, Kubernetes, Cassandra, Terraform, Envoy, Node. JS. This Senior Software engineer will flex their skills on complex platform architecture, coding, and reliability on a platform with low latency, real-time microservices and streaming data to process and protect substantial data volumes and millions of users.
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Supporting a new platform on which applications will be built, leveraging a microservices architecture, Apache Kafka, Spring Boot, Docker, and Kubernetes. Experience with messaging technologies such as MQ, JMS, RabbitMQ, ActiveMQ, experience with Apache Kafka is a plus.
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Proven in-depth experience in creating ETL pipelines using Databricks, Spark, Python, SQL, Scala, Kafka, Presto, Parquet, Streaming, events, bots, AWS/cloud ecosystem. Expert in Spark, Parquet, steaming, events, Kafka, telemetry, MapReduce, Hadoop, Hive, Presto, Spark, data query approaches, and dashboarding.
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Atleast 2+ years of Node.js dev experience, and async event/message driven systems like ElasticSearch, Kafka/RMQ, etc. Experience working in large distributed microservices and deploying in Cloud native envs (aws, Kubernetes.
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Knowledge of Java, Spring boot, Microservices, Kafka, Cassandra & SQL Server. 1 year of experience with technologies such as Apache Kafka, Azure Cosmos DB, Apache Cassandra, Ansible, Terraform, Docker and Kubernetes.
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Databases: Building optimal database persistence solutions using right database technologies (ex, PostgreSQL, MongoDB, Elasticsearch, Redis, KAFKA etc) Middleware: Building resource-efficient, scalable, and resilient Microservices and APIs using Java/Python/Go.
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You are skilled at crafting and building robust distributed microservices with tools like Docker, Kubernetes, AWS ECS/EKS, Terraform, etc. 7+ years of software/data engineering experience, including experience with building applications using Streaming and Lakehouse technologies, e.g. Iceberg, Hudi, Delta, Kafka/Kafka Connect, Flink, Spark Streaming or equivalent.
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5+ years as a Node.js developer building microservices and RESTful services. + 3+ years in developing cloud-native applications using AWS Lambda, ECS, API Gateway, SQS, Kafka etc. Home to some of the most recognized brands in real estate Better Homes and Gardens Real Estate ( , Century 21 ( , Coldwell Banker ( , Coldwell Banker Commercial ( , Corcoran ( , ERA ( , and Sotheby's International Realty.
$130,000 - $160,000 a yearFull-timeRemoteExpandApply NowActive JobUpdated 7 days ago
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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.