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At least 8 years of experience in software engineering (Internship experience does not apply) At least 1 year experience with cloud computing (AWS, Microsoft Azure, Google Cloud.
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New York City (Hybrid On-Site): $234,700 - $267,900 for Sr. Lead Software Engineer. As a Capital One Senior 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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Senior Lead Software Engineer, Full Stack. develop, developer, perl, php, sdet, software development engineer. 4+ years of experience with AWS, GCP, Microsoft Azure, or another cloud service.
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Collaborate with digital product managers, and deliver robust cloud-based solutions that drive powerful experiences to help millions of Americans achieve financial empowerment. We are seeking Full Stack Software Engineers who are passionate about marrying data with emerging technologies.
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Share your passion for staying on top of tech trends, experimenting with and learning new technologies, participating in internal & external technology communities, mentoring other members of the engineering community, and from time to time, be asked to code or evaluate code.
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Lead a portfolio of diverse technology projects and a team of developers with deep experience in distributed microservices, and full stack systems to create solutions that help meet regulatory needs for the company.
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SAIC is hiring a Senior Cloud Computing Engineer with an active Interim Secret clearance to join the Cloud One Digital Engineering Team. This team is responsible for the architecture, engineering and sustainment of the Air Force Cloud Digital Engineering platform currently deployed on AWS Cloud.
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Senior Manager, Full Stack Software Engineering - Capital One Software (Remote) page is loaded. Apply locations US Remote McLean, VA time type Full time posted on Posted Yesterday job requisition id R181027 Recruiting: US Remote, United States of AmericaSenior Manager, Full Stack Software Engineering - Capital One Software (Remote.
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We are seeking an experienced individual to fill the role of Cloud Security Engineer, bringing expertise in cloud computing services, security controls, and data analytics infrastructure.
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At least 6 years of experience in software engineering (Internship experience does not apply) Lead Software Engineer, Full Stack (Bank Tech) 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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At least 4 years of experience in DevOps Engineering (Internship experience does not apply) New York City (Hybrid On-Site): $165,100 - $188,500 for Senior Software Engineer.
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At least 8 years of experience in DevOps Engineering (Internship experience does not apply) San Francisco, California (Hybrid On-Site): $248,700 - $283,800 for Sr. Mgr, Software Engineering.
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New York City (Hybrid On-Site): $234,700 - $267,900 for Sr. Mgr, Software Engineering. Senior Manager, Software Engineering, DevOps. At least 4 years of experience with Cloud Native technologies (Amazon Web Services, Microsoft Azure, Google Cloud Platform.
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9+ years of DevOps Engineering experience. Lead a portfolio of diverse technology projects and a team of developers with deep experience in machine learning, distributed microservices, and full stack systems.
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77 West Wacker Dr (35012), United States of America, Chicago, IllinoisLead Software Engineer, Full Stack (Golang, Java, AWS) 3+ years of experience with AWS, GCP, Microsoft Azure, or another cloud service.
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software engineering cloud computing internship jobs Title: software lead engineer Company: Jobs For Humanity
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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.