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Shown architectural skills and ability to communicate about software processes, architectures, and design patterns. Consumer Software Engineering is all about the end user. 5+ years of software engineering experience.
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Full Time) Software Engineer, Python (Backend) at AssemblyAI (United States) | BEAMSTART Jobs. We're looking for a senior backend engineer with strong software and cloud engineering skills.
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Contract] Cloud Software Engineer at Quilt Data (United States) | BEAMSTART Jobs. Cloud Software Engineer. We are looking for an experienced Cloud Engineer, with strong computer science fundamentals, to deliver high-quality, delightful features to our customers with.
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Palo Alto Networks Certified Security Network Security Engineer. As a Network Security Engineer, this role has significant impact and influence on implementation of organizational policy and programs in the area of UCSF's IT network security infrastructure.
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We’re looking for a Software Engineer to join us working on our Charge Card platform. [Full Time] Software Engineer at Point (United States) | BEAMSTART Jobs. 3+ years experience developing cloud-based software on AWS, GCP, Azure, etc.
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A data engineer is responsible for designing, developing, testing, documenting, and maintaining data warehouse and analytics architecture to meet UCSF's data and analytics needs. As part of this exciting and important endeavor, UCSF seeks a highly qualified Senior Data Engineer / Architect.
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Scale architectural design work through data engineering, data governance, and solutions architecture
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CACI is seeking a Server Image Engineer to be responsible for managing the design, configuration, implementation, and maintenance of server images for EIT services across 187 bases to implement a consistent, high-quality experience for users across all mission environments, and enable USAF to transition focus from network operations to mission operations.
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Develop, devops, matlab, sdet, software engineer, software programmer. As a Lead Engineer on the AI Ops team, you will be responsible for building the next-generation routing engine for the Internet using Data Science, Machine Learning (ML), and Artificial Intelligence (AI.
$164,200 - $241,700Full-timeExpandUpdated Today - UpvoteDownvoteShare Job
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The Hardware Engineer kicks off design updates while the sourcing team member arranges enough sample parts for the next build. The Hardware Engineer weighs performance, features, cost, and compatibility of the upcoming parts and builds a menu of potential configurations for the next generation of Meraki MV Smart Cameras.
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We have an immediate need for a contract DevOps AWS Cloud Engineer to join a premier management consulting firm. The DevOps AWS Cloud Engineer will play a crucial role in designing, implementing, and maintaining the infrastructure and deployment pipelines on the AWS cloud platform.
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As the principal engineer of AI, your role will be leading AI ML initiatives, where work ranges from implementing novel research models to rapid-prototyping demos and to bringing innovative AI features for customer adoption and use at scale in production.
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California Licensed Professional Engineer through NCEES examination, Engineer in Training (EIT), Professional Geologist, or Geologist in Training (GIT) or the ability to obtain licensure is required.
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We are hiring a manufacturing engineer to take us from the first prototype to mass production and automation. Passion for your Craft: Show us your personal projects, your passions, your reason for being an engineer.
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Above 2 years working experience in DevOps Engineer role. Participated in the construction and maintenance of at least one cloud infrastructure, and those with Alibaba Cloud and AWS cloud service certificates are preferred.
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Title: staff software engineer Company: King Games in San Francisco, CA
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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.