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Knowledge of web technologies, including Java, Java Script, Weblogic, HTML, and XML. Knowledge of SQL (language), stored procedures, and database design concepts. Ability to write technical design documentation, and perform code reviews and unit testing.
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Min 5 years of experience using automated test tools for Functional and/or Performance, Stability, Scalability, and Reliability testing using LoadRunner, WebTest, JMeter, Watir, Fit, FitNesse, Ruby or othersMin 5 years of object-oriented programming experience, with C#, Java, Ruby, or C.
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Job title : Java full stack developer with AWS. Able to write Unit Tests using Jasmine/ Karma. · Hands on in Java 8 Collection and Stream Aps. · Strong experience in handling end to end implementation projects in Java full stack technologies.
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Write quality code that is efficient, maintainable and will scale across teams. Work with customer support and product owners to pivot on features and address reported bugs. Write quality code that is efficient, maintainable and will scale across teams.
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Ability to write automation using one or more common scripting/programming languages such as Java, Ruby, Python, Perl, HTML, cmake, YAML, JSON, or JavaScript. Proficiency in Docker, TeamCity (Kotlin), GitHub, Artifactory, Ansible, AWS, and Kubernetes.
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Provide technical leadership to create, modify, test code and script for web based applications using C#, ASP.Net, VB.Net, MVC, Web Services, Frameworks, Web-API, Java Script, Bootstrap, CSS, SQL, AJAX, SQL Server, LINQ, SOAP, etc.
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Write low level code for HFT/Quant applications. Join an elite group of brilliant, thoughtful, and collaborative teammates from both inside and outside Quant Finance, and. Write low level code for HFT/Quant applications.
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Document, track, research, test, and communicate defects using Client ALM. Write and execute test plans in Client ALM. Perform software Black Box and White Box testing and debugging in different phases of software development life cycle.
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In this Agile Developer position, the successful candidate will analyze and modify existing software/application programs or may write new programs to support user and management needs. 3+ years of Java experience.
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Has ability to write code (in languages such as Java, Python, Ruby, Bash, Perl, Groovy) to build automation tasks that are repeatable and efficient. Able to write secure code in three or more languages (e.g., Java.
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Technical leadership in Java, algorithms, data structures, complex enterprise solutions. Proven grasp of design patterns, coding best practices and be able to write unit-testable code. As a Senior Software Development Engineer, you will be collaborating with engineers and QA to design, build and test backend APIs.
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Or Java, Java Script, Web technologies: HTML, Networking, Front End development, understanding metadata, Staging and Prod environments] ability to read and write technical docs, ability to learn new Software tools are critical to do this role.
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Write automation scripts using framework/tools like Selenium using C# (or Java as applicable) Write tests based on scenarios identified. Experience in using UI/API test automation tools & frameworks like Selenium, Protractor, RestSharp, Postman and Jasmine.
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Ability to write and maintain medium level programming code, including but not limited to, third party programs in the proprietary language of PowerOn as well as outside languages of Java, Python, PowerShell, and SQL queries.
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Experience working in Java, WebFlux, WebSocket, Redis, Git, and DevOps Ecosystem. Title: Senior Java Developer. Hands-on ability to write production-ready efficient code independently.
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FEATURED BLOG POSTS
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.