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Bachelor's degree from an accredited college or university is preferred; certifications in ServiceNow Administrator, Application Developer, Implementation Specialist (CSA, CAD, CIS), Implementation Specialist (one or more focuses in ServiceNow) are preferred; Industry Certifications including SAFe Product Owner, SAFe Implementer, SAFe Agilist, and Scrum Master are also preferred.
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ServiceNow Certified System Administrator; Certified Application Developer; Certified Implementer; or other ServiceNow Certifications. Each engineer is assigned to one of our for core product teams: Platform, Automation, SACM/CMDB, CMS, HR, and ITSM/Cyber.
$70,000 - $118,400 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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The Cyber Security Engineer must display superb understanding and be knowledgeable with a multitude of technologies to include; Azure and/or AWS Cloud, firewalls, web application firewalls, VPNs, DNS, Data Loss Prevention, IDS/IPS, and proxies, to name a few.
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TITLE: Application Developer (ServiceNow HR Product Specialist) This position provides input to product roadmaps for Digital HR strategic web and mobile platforms focused on the HR Module capabilities within ServiceNow. This position is responsible for workflow configuration, catalog and case configuration, form automation, mobile configuration, virtual assistant, enhancing knowledge and portal experiences, ongoing maintenance, delivering new features with upgrades, and the creation of metrics to drive product maturity and adoption.
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ServiceNow System Admin certification, ServiceNow Application Developer and/or Architect or Product line certifications a plus. Provide functional expertise; act as product advocate to lead implementation of ITIL processes within ServiceNow platform.
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Designing and development for Connected Car Applications partnering with the product owner, scrum master, technical analysts, 3rd party app developers in guiding the scrum team in all aspects of Connected Car Application delivery, from requirements through deployment and operation.
$112,930 - $173,756 a yearFull-timeExpandApply NowActive JobUpdated 3 months ago - UpvoteDownvoteShare Job
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At the moment they're looking to build Developer portals to allow users to go from an idea to a build incredibly quickly and they need a Front End Engineer to help them build out the front end application, but also somebody that can help them improve the design aspects of the product too.
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This can be in the role of a Business Analyst, Developer or Application Support Analyst. We are looking for a hands-on, detail-oriented, customer friendly Product Support Specialist to work out of our office in Naperville, IL.
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By applying to this role, you'll be considered for all teams working on Enterprise, including Google Cloud Platform, Google Workspace, Unified Fulfillment Optimization, Google Cloud Systems, Google Cloud Security, Business Application Platform, Google Cloud AI/ML, Developer Product Group, and Internal Tools.
$208,000 - $306,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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The application developer will perform development for our no code / low code, highly configurable SaaS product. RedMane has a full-time opportunity for an experienced application developer as we continue to grow our Chicago based practice.
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The Software Developer Lead IV informs product decisions by applying an understanding of data pipeline techniques and issues, including Application Programming Interface (API) access and integration; pre-processing; cloud security, process, and schema optimization; and the pros and cons of programming languages and associated packages.
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4-6+ years of experience developing reports in SQL Server Reporting Services (SSRS)/Telerik Reporting and making them accessible within an MVC web application. Good to have experience with pair programming, code reviews, impact analysis, documentation and TFS dashboard, product backlog or task board.
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Application Ecosystems (AppEco) is a core Product Area of Google Cloud Platform. AppEco's suite of products includes tools dedicated to improving Developer Experience (e.g., Cloud Build, Cloud Workstations, Cloud Code, Cloud Monitoring and Logging, Console Platform), providing Foundational Services to both internal and external customers (e.g., Quota, AppHub, One Producer Stack), and driving Google Cloud's adoption of Generative AI functionality and features (e.g. Duet AI.
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Performing system application implementations, software configurations, or other related coding in the following technological product suites including Salesforce.com, SAP, Oracle and related cloud and/or on premise ERP business applications.
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One or more of the following Salesforce.com certifications: Certified Administrator, Certified Developer, or Certified Sales/Service/CPQ Consultant. Performing software configuration, Mobile solutions, Apex coding, or Visualforce coding experience inSalesforce.com and/or Veeva.
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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.