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OVERVIEW:Our ideal Front End Engineer knows how to write performant, maintainable HTML, CSS, and Javascript and is able to navigate ambiguity and solve complex problems. A deep understanding of the fundamental technologies of the front-end: HTML, CSS, that sort of thing.
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5+ years' experience writing, debugging, and troubleshooting code in API development, TypeScript/JavaScript, HTML, CSS or Python. UI development (e.g. HTML, JavaScript, Angular.
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Utilize programming languages like JavaScript, Java, HTML/CSS, TypeScript, SQL, Python, and Go, Open Source RDBMS and NoSQL databases, Container Orchestration services including Docker and Kubernetes, and a variety of AWS tools and services.
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West Creek 8 (12080), United States of America, Richmond, VirginiaLead Software Engineer, Full Stack (JavaScript, Typescript, Node.js) 7+ years of experience in at least one of the following: JavaScript, Java, TypeScript, SQL, Python, or Go.
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Expertise in web development technologies such as HTML, CSS, JavaScript, and modern JavaScript frameworks (e.g., React, Angular, Vue.js). Frontend: React, typescript, React Native, Next.js, HTML, CSS.
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This program aims to equip students with the skills and knowledge necessary for successful careers in web development, covering a broad range of topics from HTML, CSS, JavaScript, PHP, MySQL, to WordPress, UI/UX design principles, and more.
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NET, Node.js, HTML, CSS, JavaScript, encrypted file transfer (SFTP, GPG), REST APIs. Maintain and enhance the overall development, build, and release processes using Salesforce Developer Experience (SF DX), Jenkins, Azure DevOps Git repositories, and CICD patterns.
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Knowledge in HTML, CSS & JavaScript, Data Visualization tools and charts/graphs libraries a plus. Position requires a current TS/SCI with FS polygraph Other Job Specific Skills Demonstrates expertise in User Experience Design with the following competency areas: Usability evaluation Information architecture Visual design Technical writing DeliverablesUser experience leadership Proficiency with user-experience research methodologies and tactics.
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Flutter - Mobile Development HTML, CSS, JavaScript, APIs and Angular. Flutter - Mobile Development HTML, CSS, JavaScript, APIs and Angular. We are hiring for UI/Frontend Developer with Flutter Experience and the location is Schaumburg, IL - On-site.
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In-depth knowledge of PL/SQL, SQL, Java, JavaScript, Web Services, AJAX, XML, XSLT, JSON, HTML, and CSS and other programming languages. Design and manipulation skills to modify web content dynamically using JQuery, Ajax, JavaScript, CSS, and HTML.
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Ability to write and test scripts in Ruby for Shopify Scripts Strong understanding of liquid template language, as well as an understanding of modern HTML, CSS, and Javascript paradigms.
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AEM, HTML, CSS, JavaScript, React JS. Ability to lead application development Interacts with the Technical Lead(s) to collaborate on design, architecture, assignments using REACT JS, Html, CSS, JavaScript.
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Lead Software Engineer, Full Stack (JavaScript, Typescript, Node.js) As a Capital One Lead Software Engineer, you'll have the opportunity to be on the forefront of driving a major transformation within Capital One.
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Examples: HTML; CSS; JavaScript (React), CSS Docker and Kubernetes Apache Kafka iSpring RESTful web services. Technology and software comprehension – o Experience with Java based CMS systems o Experience with Salesforce/CRM systems o Experience in UI/UX Design or Graphic Design is a plus.
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Must be Proficient in PHP, Drupal, Drupal Site Building and Administration as well as experienced with MySQL, HTML, JavaScript, jQuery, CSS (SCSS) Must have backend experience or experience in setting up/managing Drupal environments Logistics of the Role: Full Time - Direct Hire Hybrid - must be on-site Tuesday-Thursday.
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html css javascript jobs Title: software engineer Company: Amazon
FEATURED BLOG POSTS
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.