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Build Frontend with React JS and Backend BFF (Backend for Frontend) layer with either REST / Graph QL / Node JS / MuleSoft. 5 to 7 years of proven experience building sophisticated applications and APIs in Cloud and hybrid cloud environments at large scale preferably in Java and React JS.
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GIT, Jenkins, JIRA, Ansible, Angular JS, React JS, J2EE, OOPS, Design Patterns, Java, Java Enterprise Edition, Eclipse IDE, Microservices, Spring Boot. Angular JS, React JS, Reactive, Spring Boot, Microservices.
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Skills: 9+ years experience with React JS, Typescript, CSS, HTML5. Role: Front End Developer Your Role Develop front-end UI using React JavaScript / Typescript. React, JavaScript, Typescript, and Bootstrap such as MUI/CoreUI.
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Nice to have – Node JS, Express JS, Gitlab, CI/CD, App Release Management tool Bitrise Technical Skills required Cross platform – React Native with Redux, Redux-saga Native Platform – Xcode with Swift &Objective-C, Android Studio with Java, Kotlin (optional) knowledge on Native SDK integration with React Native Server-Side – Basic understanding of Node.js, Express and TSOA CICD, Build, Configurations & VC – Jenkins, Gitlab CICD, Bitrise and Git Language – JavaScript – ES7/ES8, Typescript.
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Experience with one or more of Python, PySpark, Java, Databricks, Node. JS, React JS, Restful APIs. They are adding MDM into Informatica and moving away from Informatica on-prem.
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As a Full Stack Developer with expertise in PHP, React, MongoDB, and Laravel, you'll be responsible for designing, developing, and maintaining both front-end and back-end aspects of web applications.
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Minimum technical skills: JavaScript / Node. JS ( s erver-side , front end), API tools ( Postman, App Builder), HTML/CSS, React (Spectrum or similar ) , Python a plus, Low-code connectors a plus ( PowerAutomate , Zapier, Mendix.
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Technical Expertise: Deep hands-on experience with relevant cloud and infrastructure technologies (GCP is a strong preference), Kubernetes, Databases (MySQL, PostgreSQL, Redis, Kafka), Jenkins.
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Your primary focus will be on building efficient, reusable front-end components using Vue.js or React, and ensuring the application’s responsiveness and performance. React, RESTful API, Figma, Storybook, AWS – do not submit if these technologies aren’t clearly showcased on the resume.
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Familiarity with modern frontend development frameworks (Angular, React, Vue.js, ASP.NET MVC, HTTP, HTML, JS, CSS, Ajax) Adopt new practices and spearhead adoption with emphasis on quality and execution.
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Manage a global Network Security Engineering platform responsible for the designing, building and running a global footprint of network security infrastructure in a 24x7 high availability environment, including on-premises and cloud-based network security.
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Leverage experience in front-end technologies such as React and Vue.js to support project development and troubleshooting. Proficiency in front-end frameworks such as React or Vue.js is highly desirable.
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Deep understanding and hands-on of modern coding technologies including Typescript, HTML, CSS, JS, Angular, Ionic, NGRX, Capacitor, GraphQL build runners, pre-processors (e.g. Babel, SASS/LESS, etc.
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Plano 1 (31061), United States of America, Plano, TexasManager, Software Engineer (JavaScript, React, Node. JS) 7+ years of experience in at least one of the following: JavaScript, React, or Node. JS.
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Recent, hands-on experience with Python & serverless frameworks. Front end Creative engineering (React/JAMstack, GTL/SSJS/AMPScript) Responsible for briefing of technology vendors and ensuring on time, on budget delivery by partners.
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hands on react js jobs Company: Smart It Frame Llc in Phenix-city, Alabama
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.