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ServiceNow developer certification, preferably Certified System Administrator (CSA). Develop, maintain, and enhance applications on the ServiceNow platform including, but not limited to, ITSM, CSM, SPM>PPM, APW (now SPW), CMDB, ITOM/ITAM, ATF, DevSecOps, HRSD, Service Portal, Change Management, Incident Management, Custom Development, etc.
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The Gehlenborg Lab in the Department of Biomedical Informatics at Harvard Medical School is funded to develop data visualization tools and user interfaces for multiple national and international cell atlas projects such as the Human BioMolecular Atlas Program (HuBMAP), the Cellular Senescence Network (SenNet), the Human Tumor Atlas Network (HTAN), the Kidney Precision Medicine Network (KPMP), and the Human Cell Atlas (HCA).
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The OnBase Developer will also assist with application system administration and security, and support SDSU's Hyland OnBase electronic digital imaging and content management system. Under direct supervision of the Manager for Workflow and Imaging, the OnBase Developer serves as a support Analyst/Programmer to aid with application and workflow business needs analysis, technical solution design, build, and development.
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We are currently seeking a smart and capable Back End Developer to join our growing team. Job Title: Back End Developer. Data integrations with REST-based and websocket-based APIs to vendors such as Google Workspace, Google Sheets, Google Ads, Microsoft Power BI, RingCentral, CallRail, QuickBooks Online, Paylocity, Grafana, and many more.
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We are looking for a BI Developer with a passion for data and loves to stay on the edge of new techniques and technologies. Design and implement end-to-end data solutions using Microsoft Azure Data Factory (ADF) and Azure Data Lake Storage (ADLS), Azure Databricks, Power BI/Fabric.
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Junior Software Engineer / Developer. Experienced with React / React Native development, Flutter, Xamarin (MAUI) or similar mobile frameworks. Build digital products and experiences using industry standard tools including Vue.js, PHP, and C.
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We are seeking a talented Senior Developer with extensive experience in Oracle Financials to join our dynamic team. Job Title: Remote Oracle Financials Senior DeveloperLocation: Fully RemoteSalary: $175,000 per year + BenefitsJob Type: Full-timeClearance Requirement: Secret Clearance - Due to govt rules and regulations Certification Requirement: CompTIA Security+ CertificationJob Description:Are you a seasoned Oracle Financials professional looking for an exciting opportunity to leverage your expertise in a fully remote environment.
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DCI is seeking a Sr. Embedded Software Developer in Kent, WA. develop, developer, devops, java, programming, python, sde, software development engineer. Self-driven, results oriented developer who strives to write clean, modular and well commented code without taking short-cuts and drives their software through the final 10%' to take a product to market.
$140,900 - $166,600 a yearFull-timeExpandUpdated 20 days ago - UpvoteDownvoteShare Job
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ADP Technology Services, Inc. is hiring a Lead Application Developer in our Alpharetta, GA location. Two (2) years of experience must include: Java; J2EE; JMS; SOA; OOAD; OOP; Eclipse IDE, IntelliJ; Server-side application frameworks, including JSP, Servlet, Struts and Spring, Springboot; ORMs, including Hibernate; Restful and SOAP-based web services, including JSON and XML; SolR search, ElasticSearch; Apache Kafka; Unit testing frameworks, including Junit and Jest; Logging utility - Log4J; Jenkins; and SQL Data Store – Oracle.
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The Full Stack Developer for C4R, based out of the Kording Lab, will be responsible for the development of high traffic educational technology at the intersection of AI, mathematics, academia, and research.
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AWS or other Cloud Certification (AWS Solution Architect Associate, AWS Developer, AWS DevOps) AWS or other Cloud Certification (AWS Solution Architect Associate, AWS Developer, AWS DevOps) 3+ years web application development experience (HTML, CSS, NodeJS, Angular, React, JavaScript.
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Experience with containerization (Docker, Kubernetes, AWS EKS, AWS ECS, Fargate) Base understanding of cloud serverless solutions (S3, CloudFront, API Gateway, Lambda Functions, ElastiCache, SQS, MQ, RDS.
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Proven experience as a Full Stack Developer, with at least 8+ years of experience in a leadership or senior technical role. We are hiring a Lead Full Stack / Fullstack Developer to join our Digital Engineering team.
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Experience working with cloud deployment languages (CloudFormation, Terraform, Chef, Ansible) 3+ years' experience developing full stack solutions and utilizing software build and deployment tools (Jenkins, Bamboo, Git, Bitbucket, CodeCommit.
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Cloud Engineering supports our clients as they improve agility, resilience and identifies opportunities to reduce IT operations spend through automation by enabling Cloud. Must live in a commutable distance (approximately 100-mile radius) to one of the following Delivery locations: Atlanta, GA; Charlotte, NC; Dallas, TX; Gilbert, AZ; Houston, TX; Lake Mary, FL; Mechanicsburg, PA; Philadelphia, PA with the ability to commute to assigned location for the day, without the need for overnight accommodations.
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Title: net developer Company: A2zxperts
FEATURED BLOG POSTS
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.