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Develop, devops, matlab, perl, programming, python, software development engineer, software programmer. Extensive backend/REST service implementation. EITHER using Go (Golang) OR using Python/Java/Kotlin/Scala/similar combined with expertise in a lower-level systems language such as C, C.
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Matlab, php, python, software development engineer, software engineer, software programmer. You have hands-on production experience working with MongoDB, PostgreSQL, Elasticsearch, or similar data stores.
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These are fully remote positions. Contributed open source code related to our tech stackLed small project teams building and launching featuresBuilt B2B SaaS productsWorked with complex architectures that support multiple APIs (e.g. REST, GQL, WebSockets) as well as async task and event processing frameworks.
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We handle everything that allows users and their organizations to unify all types of data, automate distributed analysis at planet scale, and securely share data and code across multiple programming languages and data science tools.
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We believe in trust and autonomy)Choose between working 5 days/wk (standard full-time) or 4 days/wk @ 80% pay2 additional PTO days every year with the company1 month paid sabbatical every 5 yearsPaid parental leaveMedical, Dental, Vision with HSA option (US residents)Build a house you want to live in.
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Work/Life harmony is an important part of our business - we believe you bring your best to work when you practice self-care (whatever that looks like for you). Mid-level candidates should have ~3 years of similar experience and be eager to level up with the right opportunity.
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With our roots as the veryfirst sales CRM to include built-in calling, we're leading the industry toward eliminating manual processes and helping companies to close more deals (faster). We encourage transparency and practice a mature approach to the work-place.
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Participate in on-call rotations (noon to midnight US Eastern time on rotating weekdays; full weekends approximately once per month) Implement support for a new cloud service provider (GCP, Azure) Implement self-service and customer-driven usability improvements (for example: global search API, performance improvements and refinements to access control, billing enhancements.
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Someone who has interest and a good understanding in web technologies and wants to help design, implement, launch, and scale major systems and user-facing features. We dont expect anyone to work untraditional hours, that means our default is async.
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Distributed systems, database, language runtime (e.g. garbage collector), or kernel development. 1 hour technical assessment using CoderByte, containing a TileDB specific exercise with some open ended discussion questions ( Note: may be skipped if demonstrable open source contributions or example work can be provided.
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Unanimously, our favorite and most impactful value is Build a house you want to live in. We trust youre an adult and know best how to prioritize, meet your goals and contribute at a high level. Senior/Staff level candidates should have 5+ years experience building modern back-end systems.
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Python experience is preferred but experience in other languages is acceptable if you have a desire to work with Python. We ask a small series of questions that are similar to what would be asked in the first interview.
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Were looking for high achieving full-time Software Engineers to join our engineering team. We strive to make decisions that are authentic for our people and help our customers become more successful.
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Separate sick leave, personal health, bereavement, and jury duty time off allotments. Experience using Kubernetes in production service deployments. 45 min call with our CTO/CEO. 45 min call with the Cloud team's Engineering Manager.
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We are building TileDB Cloud, a disruptive and powerful universal data management platform. TileDB Cloud operates as either a pay-as-you-go SaaS platform ( or as an on-premises deployment under the customer's full control.
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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.
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.