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PHP Developer (Senior) with skills PHP, LAMP, REST APIs, MySQL, Google Apigee for location Bangalore, India. 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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Experience programming in Golang, working with Kubernetes, knowledge of PHP, experience in creating microservices, experience with RabbitMQ and Kafka, experience with PostgreSQL and MongoDB databases, knowledge of database systems and message queues, B2-level fluency in English, responsible and communicative person, ability to work in a team.
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We are an agile development team delivering high quality products on the Web, iOS, and Android with backend microservices orchestrated by Kubernetes on the AWS cloud. Javascript (ReactJS), PHP (Laravel.
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Utilize your experience in AWS Cloud Platforms and its services, PHP, Python, Code Ignitor or Symfony frameworks, Microservices, and RESTful API development to develop and support applications.
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What does a successful PHP Backend Engineer do at Fiserv? 3+ years of experience using PHP, Code Ignitor or Symfony frameworks and Python. PHP Backend Engineer. Experience with Splunk, Bitbucket, Dynatrace, AppDynamics, Jira and Confluence.
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Prior experience working with PHP and knowledge of modern front-end technologies such as React, and Applied ML experience and an understanding of frameworks like PyTorch and TensorFlow. Desired: Experience with containerization technologies like Docker and Kubernetes for microservices deployment and management.
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Aujourd’hui notre stack contient notamment Python, FastAPI, Flask, PostgreSQL, ElasticSearch, RabbitMQ, MongoDB, Docker, AWS, mais aussi Java et PHP pour les parties back-end et React pour la partie front-end.
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Complete security scans, support PCI/PII data masking, and review data encryption processes before deploying software into production environment. Well versed in CI/CD concepts and tools such as Git, Maven, Gradle, Jenkins, Docker containerization, etc.
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Guide delivery teams utilizing knowledge of cloud native principles, modern software development stack (Java based Microservices, Event driven programming, PHP, Node.js, React. Experience with architecture design patterns, systems integration, microservices, messaging patterns, streaming solution, Azure technologies such as Event Hub, Event Grid, Service Bus, etc.
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Experience with shell scripting and Linux administration including ssh, scp, rsync, and sudo Experience with RESTful APIs and microservices architecture, and an understanding of how to design and implement them effectively.
$160,000RemoteExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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An understanding of at least one object-oriented programming language (C#, Java, JS, Kotlin, Python, PHP, Golang, C. B roader software architecture skills and detailed knowledge of architectural patterns and applying them to scalable , fault-tolerant, observable microservices and systems.
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NET Core 3.0 Framework, Entity Framework, microservices, LINQ, Angular (v4 to v11), REST web service, SOAP web service, Visual Studio, IIS, TFS, Postman, XUnit, Swagger. Java/ PHP/ Python/ Scala.
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Requirements: Bachelor's degree in computer science or a related field, experience in full-stack development, proficiency in HTML, CSS, TypeScript, JavaScript, Java, Spring, J2EE, REST API, React, Dojo, Angular, AWS, Azure and/or Google Cloud, experience with responsive design and performance debugging Responsibilities: Contribute to design and development, improve architecture and scalability, work with Product Management and QA, contribute to transitioning to a Microservices ecosystem.
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Programming experience in Messaging (JMS), SWING, Frameworks (Hibernate, Spring, Camel), Apache Tomcat, SQL, GWT, JSON, JavaScript, Struts, Python, PHP, Oracle, MySQL, JDBC, SOAP, REST, ActiveMQ, HTTPD, Subversion, Ant, RPM.
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Apply agile tools and practices to improve the UX/UI for mission leading applications in a microservices DevSecOps ecosystem. Collaborate with team peers and mentoring leads to meet program goals in Linux-based microservices architecture environment with web-based front-end dashboards.
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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.