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ManTech is seeking an Infrastructure Shared Services Lead - Software Engineer for a Department of Defense (DoD), Intelligence Community (IC) program for software application development, enhancement, operations, maintenance and sustainment of business applications and systems.
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Pacific Star Communications, a Curtiss-Wright company, designs, manufactures and integrates hardware and software systems that enable rapid deployment of enterprise-class communications anywhere in the world.
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We are seeking mission-driven Software Engineer who wants to work on the cutting edge of digital health technology. We make simple and powerful health dashboards customizable for individuals, healthcare professionals, researchers, corporate wellness, athletics, wearable manufacturers and digital health organizations.
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As a Site Reliability Engineer III at JPMorgan Chase within the Infrastructure Platforms Engineering team, you will solve complex and broad business problems with simple and straightforward solutions.
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Perform simple pressure vessel calculations using commercial software such as PV-Elite and/or Compress. Knowledge of SolidWorks CAD software, Abaqus FE software, and general fracture mechanics concepts.
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State parks in all directions, it is an outdoor paradise for anyone who enjoys camping, hiking, fishing, kayaking, hunting, and/or just the simple pleasure of being outside amongst natural beauty.
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Beneficial skills and experience Experience with simple scripts such as Powershell or Bash. Minimum 4 Experience with software development Information Technology infrastructure tools (Terraform, Ansible, Puppet, or Chef), setup, and management.
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Operating knowledge and proficiency in AutoCAD, Microsoft, GIS, Adobe Creative Suite, and other digital rendering software (Rhino, Lumion, SketchUp, etc.) Strong communication skills related to explaining complex ideas in a simple, easy to understand manner, schedule / task management; coordination with several internal and external team members; client engagement and management, cross selling and securing work, constructive feedback and celebrating success.
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PLC, HMI, DCS, and SCADA software for control systems (experience with Rockwell, FactoryTalk View SE/ME; iFix, DeltaV, PlantPAx, PCS7, Siemens, or Wonderware is a plus) Designing, implementing, and supporting PLC, HMI, and SCADA software for control systems and equipment.
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Our portfolio includes such successful companies as Flo (global leader in female health), Simple (a nutrition and wellness app with over 15m downloads), Zing (personal fitness trainer), and more.
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We make it dead simple to get your new furniture home, your craigslist purchases delivered to you, moving all of your stuff into your new apartment, and even donating to your local charity. [Full Time] Software Engineer at Lugg (United States) | BEAMSTART Jobs.
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Tunstall Engineering Group offers structural and geotechnical engineering services from concept through construction on simple and complex projects. Proficient or familiar with structural analysis and computer modeling software such as STAAD MathCAD, MicroStation, or AutoCAD.
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Demonstrated expertise in CFD and/or FEA Analysis using Ansys, Abaqus or other equivalent software and analysis using drilling simulation software. (Creo or other equivalent 2D & 3D CAD modeling software.
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Working knowledge of MASTERCAM and PTC Creo and/or SolidWorks software to create, modify, and develop machine tool cutter paths from simple to moderately complex solid models. Requires a working knowledge of MASTERCAM and PTC Creo or SolidWorks software.
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As one of the only firms in the United States to offer value, stability, and innovative technology in the power generation industry, Burns & McDonnell has the market expertise to manage all kinds of fuel technologies including supercritical pulverized coal, simple and combined cycle, gasification, solar, wind, and energy storage.
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How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.